Leave Without Pay (LWOP. LWOP is approved temporary time away from work in a nonpaid status requested by an employee and approved by the NDF State Forester or Nevada Air National Guard Fire Chief, as appropriate. LWOP does not cover a suspension from duty, Furlough Leave, or any absence for which an employee has not been approved or any nonpaid status during hours or days for which an employee would be compensated on an Overtime basis.
Leave Without Pay (LWOP. 1. An employee’s request for leave without pay may be granted as follows:
a. When serving as an officer, employee, or representative of the Union:
(1) An employee who has been duly elected or appointed as a Union Officer or Delegate, and whose official Union duties may require an extended absence from their regular position, may be granted annual leave and/or leave without pay upon request, not to exceed four (4) cumulative years, pursuant to a sixty (60) day written notice. LWOP shall not be granted for the purposes of political campaigning.
b. To deal with personal matters or emergencies.
2. Employees are entitled to LWOP for the following purposes:
a. The Family and Medical Leave Act of 1993 (FMLA), provides covered employees with an entitlement to a total of up to twelve (12) weeks of unpaid leave (LWOP) during any 12-month period for certain family and medical needs. Military caregiver leave allows an eligible employee who is the spouse, son, daughter, parent, or ‘next of kin’ of a covered veteran with a serious injury or illness to take up to a total of twenty-six (26) workweeks of LWOP during a ‘single 12-month period’ to provide care for the veteran.
b. The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) provides employees with an entitlement to LWOP when employment is interrupted by a period of service in the uniformed service.
c. Executive Order 5396, July 17, 1930, provides that disabled veterans are entitled to LWOP for necessary medical treatment.
Leave Without Pay (LWOP a. Leave without pay (LWOP) is an approved unpaid leave status that may be granted at an Employee’s request. An Employee is not entitled to be granted LWOP except in certain specified situations in accordance with government-wide regulations. In most instances, granting LWOP is a matter of Employer discretion, as outlined in regulations and this Agreement. Employees, however, have an entitlement to LWOP in the following situations: The Family Medical Leave Act of 1993 (FMLA); The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA); and necessary medical treatment for disabled veterans.
b. Extended LWOP to attend a school or university whereby the Agency or Employer will benefit from the training, or to cover extended periods of illness not covered by sick or annual leave, may be approved and granted by the appropriate leave granting authority to an Employee who is expected to return to duty.
c. An Employee retains the benefits of their position during periods of LWOP in accordance with applicable law and regulation.
d. Employees on LWOP status retain the rights and privileges with respect to reduction in force and coverage under the Federal Employees Group Life Insurance (FEGLI) and Federal Employee’s Health Benefits (FEHB) programs to which they may be entitled in accordance with applicable laws, rules and regulations. Employees should be aware that the amount of LWOP may affect their entitlement to or eligibility for certain Federal benefits, such as retirement, in addition to extending the time period between Within Grade Increases (WIGI). Employees should contact their servicing human resources office for additional information.
e. LWOP may be granted to an Employee selected by the Union to serve in the capacity as an employee of the Union.
Leave Without Pay (LWOP. The supervisor may grant leave without pay for no more than three (3) consecutive days, otherwise, the President’s approval is required. Benefits such as annual leave, sick leave, and paid holidays are not recognized or accrued while on LWOP. Bargaining unit members on LWOP are eligible to continue their medical/dental coverage by paying their portion of the premium. A bargaining unit member may use LWOP only after all sick leave, compensatory leave and annual leave is exhausted. Bargaining unit members must use annual leave and compensatory leave once sick leave is exhausted.
Leave Without Pay (LWOP. 1. An employee’s request for leave without pay may be granted as follows:
a. When serving as an officer, employee, or representative of the Union:
(1) An employee who has been duly elected or appointed as a Union Officer or Delegate, and whose official Union duties may require an extended absence from their regular position, may be granted personal leave and/or leave without pay upon request, not to exceed four (4) cumulative years, pursuant to a sixty (60) day written notice. LWOP shall not be granted for the purposes of political campaigning.
b. To deal with personal matters or emergencies.
2. Eligible employees are entitled to LWOP for the following purposes:
a. The Family and Medical Leave Act of 1993 (FMLA), provides covered employees with an entitlement to a total of up to twelve (12) weeks of unpaid leave (LWOP) during any twelve (12) month period for certain family and medical needs. Military caregiver leave allows an eligible employee who is the spouse, son, daughter, parent, or ‘next of kin’ of a covered veteran with a serious injury or illness to take up to a total of twenty-six
Leave Without Pay (LWOP. When an employee requests leave without pay in conjunction with any other leave, the requests should be combined so the employee’s manager may assess the consequences of the entire period of time off being requested. Requests for LWOP may not be approved unless it will occur after all appropriate paid leave accruals are exhausted. When the absence is for personal reasons, all paid time off must be exhausted. If illness is involved, all extended illness, long-term sick leave, and paid time off leave must be exhausted. Suspensions or unpaid time for disciplinary reasons may result in LWOP while there are payable leave balances. If LWOP is requested in conjunction with paid time off, compensation may be arranged to be paid over the entire period off at a reduced amount or schedule. This arrangement requires advance notice and a Request for Personnel Action form to advise Accounting of the change in schedule.
Leave Without Pay (LWOP. The County Manager or his designee may authorize leave without pay for six (6) months or less, upon written request of the employee concerned. An employee shall be returned to his former position or be reassigned to a comparable position if the employee returns to work within six (6) months of the day LWOP became effective. This requirement may be waived by written agreement of the parties. The County shall have no obligation to return the employee to his former or comparable position if the LWOP is for a period greater than six (6) months. Neither annual leave nor sick leave shall be accrued while on LWOP. Failure to report back to work upon expiration of approved LWOP shall be considered a resignation.
Leave Without Pay (LWOP. Subsection 1
A. Judges have a right to LWOP in the following circumstances:
1. When a disabled veteran requests LWOP for medical treatment;
2. When requested by a reservist or National Guard member for military duties in accordance with appropriate military orders. Judges may request such leave after their military leave has been exhausted (38 U.S.C. §4316(d));
3. When requested by a Judge who has suffered an incapacitating job-related injury or illness and is waiting adjudication of a claim for employee compensation by the Office of Workers’ Compensation Program; or
4. When a Judge makes a request under the Family and Medical Leave Act and meets the criteria for that program.
B. With the exception of circumstances listed in (A) above, LWOP is not a right that accrues to a Judge. However, nothing precludes a Judge from requesting LWOP for any purpose.
C. Requests for LWOP will be given good faith consideration. If a Judge has exhausted sick leave and benefits under FMLA, then the Judge may request and the Employer will consider approval of LWOP.
X. XXXX may be requested in the same manner for the same purpose as annual leave and sick leave. Denials of written requests for LWOP will be provided to the Judge on the SSA-71 or electronic equivalent.
E. Upon return to duty after a period of approved LWOP, the Employer has decided that it will restore the Judge to an Administrative Law Judge position that the Judge held prior to the leave.
Leave Without Pay (LWOP. The authorization of leave without pay (LWOP) is a matter of supervisory and administrative discretion and may be granted upon request.
Leave Without Pay (LWOP a. Requests for LWOP will be given serious, bona fide consideration. The granting of LWOP will be fair and equitable.
b. LWOP may be requested in the same manner and for the same purposes as annual leave and sick leave.
c. Upon return to duty after a period of LWOP, management will restore the employee to the position which the employee held prior to the leave or to a similar position at the same grade and pay within the commuting area.
d. Employees may request LWOP for educational purposes.
e. LWOP is granted at the discretion of management, except in the following cases:
(1) when a disabled veteran requests LWOP for medical treatment
(2) when requested by an employee who has suffered an incapacitating job related injury or illness, and is waiting adjudication of a claim for compensation by the Office of Workers' Compensation Program, or
(3) when an employee makes a request under the Family and Medical Leave Act and meets the criteria for that program.
