Medical Layoff. When a unit employee with five (5) or more years of continuous service is denied a medical leave of absence or an extension, at the unit employee’s request, a medical layoff shall be entered into the unit employee’s employment history rather than a separation for denial of medical leave. The appointing authority shall notify the unit employee in writing of his/her departmental recall rights in accordance with Article 12, Section L(1) and (2) upon providing medical certification within two (2) years from the date of denial of the medical leave of absence or its extension, that the unit employee is able to return to his/her regular job responsibilities. If the unit employee is unable to return to work at the end of the two (2) year period, the unit employee will resign or request a waived rights leave of absence. This option may only be exercised once in a career. Unit employees recalled under this provision shall not have such time treated as a break in service.
Medical Layoff. When a unit employee with five (5) or more years of 39 continuous service is denied a medical leave of absence or an extension, 40 at the unit employee’s request, a medical layoff shall be entered into the 41 unit employee’s employment history rather than a separation for denial of 42 medical leave. The appointing authority shall notify the unit employee in 1 writing of his/her departmental recall rights in accordance with Article 12,
Medical Layoff. When a unit employee with five (5) or more years of continuous 27 service is denied a medical leave of absence or an extension, at the unit 28 employee’s request, a medical layoff shall be entered into the unit employee’s 29 employment history rather than a separation for denial of medical leave. The 30 appointing authority shall notify the unit employee in writing of his/her 31 departmental recall rights in accordance with Article 12, Section L(1) and (2) 32 upon providing medical certification within two (2) years from the date of denial of 33 the medical leave of absence or its extension, that the unit employee is able to 34 return to his/her regular job responsibilities. If the unit employee is unable to 35 return to work at the end of the two (2) year period, the unit employee will resign 36 or request a waived rights leave of absence. 38 This option may only be exercised once in a career. Unit employees recalled 39 under this provision shall not have such time treated as a break in service.
Medical Layoff. If at any time, an employee has exhausted their FMLA/OFLA, other protected leaves, and other paid leave banks, the employee may be subject to a medical layoff. Once a layoff has been approved, the employee will be placed on the recall list for a period of up to five (5) years, after which the employee’s name will be removed from the recall list. Prior to being recalled, employees who are laid off and subsequently released to return to work within the five (5) year period will be required to undergo a fitness for duty examination by a physician of the Bureau’s choosing to ensure the employee is medically qualified to return to work.
Medical Layoff. When an employee with five (5) or more years of continuous service is denied a medical leave of absence, a medical layoff shall be entered onto the employee’s employment history rather than a separation for denial of medical leave. The Employer shall notify the employee in writing of his/her departmental recall rights in accordance with the provisions expressed in Section C.2. of this Article and in accordance with Article 12 upon providing medical certification within two (2) years of the date of denial of the employee’s ability to return to their regular job responsibilities. This option may only be exercised once every ten (10) years. The ten (10) year period will be calculated from the date of the request of the medical layoff and counting back for the prior ten (10) years. Employees recalled under this provision shall not have such time treated as a break in service.
Medical Layoff. When an employee with five (5) or more years of continuous 20 service is denied a medical leave of absence, a medical layoff shall be entered 21 onto the employee’s employment history rather than a separation for denial of
