Leave Restrictions. Except as provided in, Article VIII, Section 8.08, a leave of absence shall not be granted for the purpose of alternate employment. During the term of the leave the employee shall not secure or engage in alternate employment.
Leave Restrictions. In making a determination concerning the commencement and duration of a family leave, the school board shall not, in any event, be required to:
Leave Restrictions. Section 1 All benefits to which a teacher was entitled at the time any such leave commenced, including unused accumulated Sick Leave, will be restored to the teacher's account upon return from leave. It is recognized that no specific position can be held open during ANY leave, but in all instances every effort will be made to assign the teacher to a substantially equivalent position to the one held at the time the leave commenced.
Leave Restrictions. A. For extended leaves, two (2) weeks before the employee’s anticipated return to work, the employee must report to his/her supervisor to give notice of his/her intention to return to work.
Leave Restrictions. A. Leave restrictions are used to ensure that a sufficient number of employees are available to conduct the work of the Agency, to ensure that employees request and use leave in accordance with this Agreement, NARA policy, and government-wide regulations, and to encourage employees to manage leave responsibly.
Leave Restrictions. A leave shall not be granted or requested for purposes of extending a holiday or vacation or to avoid the use of sick leave.
Leave Restrictions. Prior to an employee being placed on leave restriction in accordance with BLM Manual 1400- 630.17, supervisors are encouraged to provide verbal counseling on at least two (2) separate occasions. The leave restriction will be reviewed every three (3) months. If no leave abuse is found to be occurring, the leave restriction will be lifted at that review.
Leave Restrictions. Employees are responsible for complying with the leave requirements specified in this Agreement, NARA policy, and government-wide regulation. Supervisors are encouraged to counsel an employee whenever it appears that there may be a problem with the employee's usage of leave or the employee fails to comply with leave request requirements. When Management has reasonable cause to believe that an employee has failed to comply with leave requirements or established a pattern of excessive use of unscheduled leave, Management may place that employee on a leave restriction. Leave restrictions are used to ensure that a sufficient number of employees are available to conduct the work of the Agency, to ensure that employees request and use leave in accordance with this Agreement, NARA policy, and government-wide regulations, and to encourage employees to manage leave responsibly. The leave restriction letter will include: The reasons the employee is placed on the restriction, including the specific dates and/or circumstances relied upon; The incident(s) of leave abuse; and A reference that the employee may contact the Union for further explanation or advice regarding the leave restriction: the Union will provide the Agency with the contact information to be included. Ordinarily, leave restrictions are for 6 months. Leave restrictions will be revoked after 6 months if the employee has not violated the restrictions during the 6-month period. For employees who have not been subject to a leave restriction in the past three years, the leave restriction may be removed sooner than 6 months if the employee has met the conditions of the leave restriction and the supervisor believes that the leave problem has been corrected. Employees who have been on a leave restriction in the past three years may be subject to restrictions longer than 6 months but not more than one year. However, the agency can extend the leave restriction beyond one year if an employee violates the leave restriction. Leave restrictions are not disciplinary actions; however, any violation of a leave restriction may be the basis of a disciplinary action.
