Long-Term Health Leave Sample Clauses

Long-Term Health Leave. 10.2.1 At the discretion of the administrative officer, a permanent classified employee who has used all entitlement to sick leave and vacation or other available paid leave and who must be absent because of accident or illness may be granted a long-term unpaid health leave for a maximum period of six (6) months. 10.2.2 When the attending physician has verified that the employee is fully able to resume all duties of the position within the previously assigned classification, the employee should notify the District Human Resources Office thirty (30) days, but no later than two (2) weeks, prior to the planned return providing that the attending physician verifies that the employee is fully able to assume all duties of the position. The District may pay and appoint a non-attending physician to examine the employee if the District believes there is just cause. Time lost shall not be considered a break in service. 10.2.3 If at the conclusion of the leave of absence the employee is still unable to assume the duties of his/her position, he/she shall be placed on a reemployment list for a period of thirty-nine (39) months. 10.2.4 If during the prescribed thirty-nine (39) months, the employee is fully able to assume the duties of his/her position (as verified by the attending physician), the employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. The employee has the right to refuse one (1) offer of reemployment. The District may pay and appoint a non-attending physician to examine the employee, if the District believes there is just cause. Upon the resumption of his/her duties, the break in service will be disregarded and he/she shall be fully restored as a permanent employee.
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Long-Term Health Leave. A permanent classified employee may be granted a long-term unpaid health leave in accordance with the following provisions:
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Long-Term Health Leave. Any employee who is absent from his/her assignment for more than ten (10) days will be tentatively designated to be on a Long-Term Health Leave, pending receipt of Long Term Health Leave application forms and any required medical certification. Health leave with or without pay will run concurrently with leave covered by the FMLA and/or Washington State law. 1. An employee who is or expects to be unable to perform the essential functions of his/her position because of personal illness, injury, poor health, childbearing or other disability (or to care for a parent, spouse or dependent child with a serious health condition as defined by FMLA and/or applicable state law), for more than ten (10) consecutive work days, must submit a written leave application to Human Resources. Such leave, if approved, may be granted for up to a maximum of one (1) year, pending medical certification. The District will notify the employee and Union in writing (or electronically) when Long Term Health Leave is approved or denied. 2. An employee who has been granted a Long-Term Health Leave will be considered for return to service after providing Human Resources with a medical release to return to work from the employee’s medical provider. The release shall state that he/she is physically able to perform the essential functions of his/her job, with or without reasonable accommodation. 3. Sick Leave accruals must be exhausted before the employee is placed on unpaid leave status during a Long-Term Health Leave. An employee can elect to use Annual/Emergency Leave or to bank all Annual Leave for use after returning to work from a Long-Term Health Leave. Seniority is retained during a Long-Term Health Leave of one (1) year or less. No increment is allowed for the year when an employee has been allowed a Long-Term Health Leave. 4. An employee’s position will be held for his/her return to work until exhaustion of all accrued leave, not including Annual/Emergency Leave if the employee has elected to not use accrued Annual/Emergency Leave during a Long-Term Health Leave, plus a twenty-five (25) day grace period, prior to the position being declared vacant. If the employee qualifies for leave under the FMLA and/or Washington State law, the employee’s position will be held for the employee’s return for the period of time covered by the FMLA and/or Washington State law, if it extends beyond the time covered by paid leave and the grace period. If an employee is approved to return to work after ...
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Long-Term Health Leave. The Board shall grant a member of the unit, upon request, an unpaid leave for health reasons. Such leave shall be for a maximum of one school year. A. A statement by the unit member's physician to the effect that the unit member is in medical need shall be furnished at the Board's request. B. The unit member shall notify the Board of their intended return date at least four (4) weeks in advance. C. Health leave shall be granted if a unit member is unable to perform their duties because of illness, accident or quarantine.
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Long-Term Health Leave a. A teacher whose personal illness extends beyond the period compensated under the sick leave policy shall be granted a leave without pay. This leave shall not exceed two (2) years including the compensated sick leave. b. Upon return from such leave during the same school year, the teacher shall, at his/her request, be assigned to the same position. c. If absent beyond the school year in which the absence commenced, the teacher shall be returned to a comparable position if the same position is not open. In the event the teacher was not reinstated to his/her former position, he/she shall have the first opportunity to be reassigned to this position if it reopens. d. The teacher shall return at the same step on the salary schedule which he/she occupied when his/her absence commenced. e. The Board may, at its own expense, require a certificate of physical and mental health from a source it selects before re-employing a teacher after such a leave of absence.
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Long-Term Health Leave a. A Teacher whose personal illness extends beyond the period compensated under sick leave shall upon request with verification of need from a medical physician be granted a leave without pay. The District reserves the right to seek a second medical opinion at the District’s expense. In any case in which the second opinion differs from the first opinion, the District may require, at the expense of the District that the Teacher obtain the opinion of a third health care provider approved jointly by the Teacher and the District. The opinion of the third health care provider shall be considered to be final. This leave shall not exceed two (2) years including the compensated sick leave. b. Upon return from such leave during the same school year, the Teacher shall, at his/her request, be assigned to the same position. c. If absent beyond the school year in which the absence commenced, the Teacher shall be returned to a Comparable Position for which he/she is qualified and certified if the same position is not open. d. The Teacher shall return at the same step on the salary schedule which he/she occupied when his/her absence commenced. e. The District may, at its own expense, require a certificate of physical and mental health from a source it selects before re-employing a Teacher after such a leave of absence. f. Extended maternity leave requests (unpaid) fall within Long-term Health Leave. Depending on the nature of the request, the District may or may not require medical verification. This leave may extend through the end of the school year in which it was requested.
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Long-Term Health Leave a. An employee who has used all days of earned sick leave, compensatory overtime, and who must be absent because of industrial accident or illness or nonindustrial accident or illness and whose health is such that he/she is unable to satisfactorily carry out his/her assignment, may be granted a long-term health leave for a period not to exceed one (1) year. The leave may be renewed for an additional six (6) month period by the Governing Board. Long term health leave is unpaid leave. b. At the conclusion of his/her leave, an employee may return to the duties of his/her position to which he was assigned providing that his/her attending physician verifies that he/she is fully able to assume all the responsibilities of the position. c. If at the conclusion of eighteen (18) months of absence, the employee is still unable to assume the duties of his/her position, he/she will be placed on a reemployment list for a period of thirty-nine (39) months. During this period, if the employee is able to assume the duties of his/her position as verified by a physician’s certificate, he will be considered for the first vacancy in the classification of his previous assignment. The reemployment will take preference over all other candidates except those laid off for lack of work or funds.
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Long-Term Health Leave. Any employee who is absent from his/her assignment for more than ten (10) days will be tentatively designated to be on a Long-Term Health Leave, pending receipt of Long Term Health Leave application forms and any required medical certification. Health leave with or without pay will run concurrently with leave covered by the FMLA and/or Washington State law.
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Long-Term Health Leave 
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Related to Long-Term Health Leave

  • Long Term Leave Any employee who declines a reappointment as a Teaching Assistant in order to interrupt his/her program of graduate study for a period not to exceed one (1) year will not jeopardize his/her consideration for reappointment under Article l3.03.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Long Term Disability (income replacement during a qualifying disability equal to sixty-six and two-thirds percent (66 2/3%) of basic monthly earnings to the established maximum following a one hundred and twenty (120) working day elimination period);

  • Long Term Care The City may offer an option for employees to purchase a new long-term care benefit for themselves and certain family members.

  • Long-Term Disability (Employee Paid Plans) a) All permanent Teachers shall participate in the long term disability plan (LTD Plan) as a condition of employment, subject to the terms of the LTD plan. b) The Board shall cooperate in the administration of the LTD Plan. It is understood that administration means that the Board will co-operate with the enrolment and deduction of premiums and provide available necessary data to the insurer, upon request. The Board will remit premiums collected to the carrier on behalf of the Teachers. c) Where the plan administrator implements changes in the terms and conditions of the LTD Plan or the selection of an insurance carrier, the Board shall, for administrative purposes, be advised of changes at least thirty (30) days prior to the date the changes are to be implemented.

  • Long-Term Compensation Including Stock Options, and Benefits, Deferred Compensation, and Expense Reimbursement.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • Fixed Term Employees The only terms of this Agreement that apply to employees who are not regular employees are those that are set out in Articles 31A, 32, 33 and 34. 31A.1 Articles 31A.2 to 31A.16 apply only to fixed-term employees other than seasonal, student and GO Temp employees.

  • Volunteer Firefighting Leave Leave without pay will be granted when an employee who is a volunteer firefighter is called to duty to respond to a fire, natural disaster or medical emergency.

  • Long Term Disability Plan (i) The Employer and the Union shall participate in the Long Term Disability Plan provided under the joint GVLRA/CUPE LTD Trust, or its successor trust when applicable, pursuant to the Trust Agreement executed by Trustees representing the Union and the Greater Victoria Labour Relations Association on behalf of the Employer effective January 1, 1987, which Trust Agreement may be amended from time to time by the Trustees. (ii) All regular employees shall participate in this LTD Plan as a condition of continued employment. The required contributions for this coverage shall be as determined and amended from time to time by the Trustees and shall be shared equally by each employee through payroll deduction and the Employer (50% each), provided that in no event shall the total cost of such coverage exceed three percent (3%) of the total payroll for basic CUPE wages. Should the current benefits prove impossible to maintain for this three percent (3%) maximum in accordance with accepted actuarial accounting methods, the benefits shall be amended by the Trustees so that the three percent (3%) total cost is maintained. (iii) The terms and conditions of this LTD Plan shall be as determined and amended from time to time by the Trustees, but in no event shall these benefits provide for other than the following, provided such benefits can be maintained for the total cost of three percent (3%) of payroll. (a) A benefit level of seventy percent (70%) of the disabled employee's regular monthly earnings in effect on the date of disability, reduced by certain amounts received by and payable to the employee from other sources during the period of disability. (b) A definition of disability which permits an employee to become eligible for benefits when completely unable to engage in his/her normal occupation for the first twenty-four (24) months of disability; and thereafter, when he/she is unable to engage in any occupation or employment for which he/she is reasonably qualified or may reasonably become qualified. (c) A seventeen (17) week qualification period from the date of disability during which no benefit is payable under the Plan. (iv) All claims for LTD coverage shall be adjudicated and administered by a carrier selected for such purposes by the Trustees. The terms of the Trust Agreement and Plan Documents as applicable shall apply to all matters not specifically addressed in this Article. Should a conflict arise between this Article and any of the above documents, this Article shall always apply. (v) Notwithstanding anything in this Article, the Employer and the Union recognize that eligibility for and entitlement to long term disability benefits shall be as set out in the Plan document. (vi) An employee must make application for long term disability benefits while on an extended sick leave and prior to the completion of the qualification period and that if the employee is accepted for long term disability benefits that the employee shall commence long term disability upon completion of the qualification period.

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