Non-Medical Leave Sample Clauses

Non-Medical Leave. Employees who take an unpaid leave of absence for other than medical reasons for more than six (6) months will have their seniority frozen for up to twelve (12) calendar months. After twelve (12) calendar months, the employee will lose all previously earned seniority credit.
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Non-Medical Leave. A leave of absence without pay for reasons other than properly certified medical disability ("nonmedical leave") shall not be granted for a period in excess of 30 days.
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Non-Medical Leave. Employees may also request a personal leave of absence of up to one year for non-medical reasons under the City’s Leave of Absence without Pay (Non-medical reasons) Policy. A sabbatical may constitute a reason for a leave of absence. An approved leave of absence without pay will not constitute a break in continuous service.
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Non-Medical Leave. Any unit member on a leave of absence, whether paid or unpaid, must notify the District by March 1 of that school year if he/she plans to return. The member shall be entitled to return to the same discipline in the District, if a position exists and the leave is no more than one (1) year, at the conclusion of the leave. (3/14/91)
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Non-Medical Leave. After her available illness leave has been used for pregnancy illness, labor, and delivery, the teacher may be absent without pay, subject to subsection 1 of this section. This leave may be taken without any jeopardy to re-employment, retirement and salary benefits.
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Non-Medical Leave. In the event that an employee requests a leave of absence from work without pay for non-medical reasons, said request will be made in writing at least five (5) work days prior to the leave and sent to the Superintendent. No such request will be considered without first exhausting all other appropriate leave. An employee shall be allowed a combination of personal leave and unpaid leave not to exceed five (5) days within a contract year. Said leave is not cumulative from one contract year to the next. Unpaid leaves of absence will not normally be granted immediately preceding or following a regularly scheduled vacation period nor during the first ten (10) or last ten
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Non-Medical Leave. If you were on a non-medical leave, you will not be required to see a physician prior to returning to work. □ What Happens to My Job The Bee will make every attempt to hold your job while you are on leave. However, if for business necessity, the Company cannot hold your position open until you return, the Company will make every attempt to return you to a similar or equivalent position. Personal leaves do not guarantee a position but you may apply for any open positions. Employees that qualify for Family and Medical Leave, FMLA and the California Family Rights Act (CFRA) may take an unpaid family or medical leave of absence of up to 12 weeks in a 12-month period. Generally, upon return from Family/Medical Leave, employees will be reinstated to the same position or to an equivalent position with equivalent pay, benefits, and other employment terms, to the extent required by law. However, employees have no greater rights to reinstatement or to other benefits and conditions of employment than if they had not taken the Family/Medical Leave. As provided by law, under certain circumstances, reinstatement following Family/Medical Leave may be denied. In addition, any right to reinstatement terminates if an employee fails to return to work at the end of an approved leave and/or if you use up your 12-week FMLA/CFRA allowance, in accordance with applicable laws. Rev 7/1/08 □ When you leave is covered under the FAMILY AND MEDICAL LEAVE ACT The Sacramento Bee is in compliance with the guidelines of the Family and Medical Leave Act of 1993 (FMLA). FMLA requires The Bee to provide up to 12 weeks of unpaid, job-protected leave to “eligible” employees for certain family and medical reasons. Employees are eligible if they have worked for The Bee for at least one year, and for 1,250 hours over the previous 12 months. If you are applying for a medical leave or personal leave due to one of the reasons outlined below, and you may qualify for FMLA. • the birth of a child, or the placement of a child for adoption, or xxxxxx care; or • a serious health condition for which you need care; or • a serious health condition affecting your spouse, child, or parent, for which you are needed to provide care. If you are taking a medical leave of absence, your Short-Term Disability and FMLA/Pregnancy leave will run concurrently. Except as explained below, under the Family and Medical Leave Act (FMLA) you are entitled to up to 12 weeks of unpaid leave in a 12-month period for the reasons lis...
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Non-Medical Leave. If the purpose of the leave is not covered by Section 9.2 (FMLA), an employee may apply for a non-medical leave. The non-medical leave may be granted at the discretion of the Board. IMRF benefits may be extended subject to Fund (IMRF) regulations. Employees returning from extended non-medical leave under this Section shall either resume their prior position, if available, or be assigned to another opening in the same job title. If neither is available the employee’s leave shall be automatically extended until a vacancy becomes available for which the employee is deemed qualified or for one calendar year, whichever comes first. Failure to accept an assignment that is at least equal in hours to the position last held or exhaustion of one year shall result in the termination of seniority and job rights.
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Non-Medical Leave. After her available leave days have been used, the teacher may be absent without pay, subject to subsection 1 of this section. This leave may be taken without
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Related to Non-Medical Leave

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

  • Family Medical Leave (a) An employee is entitled to family medical leave in accordance with the provisions of the Employment Standards Act. (b) An employee who is on Family Medical Leave shall continue to accumulate seniority and service and the Home will continue to pay its share of the premiums of the subsidized employee benefits, including pension (if permitted by the Plan and matched by the employee) in which the employee is participating during the leave. (c) Subject to any changes in an employee’s status which would have occurred had he or she not been on Family Medical Leave, the employee shall be reinstated to her former position.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • Family and Medical Leave The Employer shall provide employees with the benefits of the Family and Medical Leave Act on a fair and equitable basis in accordance with applicable law and regulation.

  • Personal Medical Leave 1. Accrued 100% sick leave may be used at the employee's discretion. Such leave may be taken before or after the vacation described in No. 3 below. 2. Accrued 75% sick leave may be used following use of all 100% sick leave at the employee’s discretion. Such leave may be taken before or after the vacation described in No. 3 below.

  • Family Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child. B. For the purposes of providing the FMLA benefits the following definitions shall apply: 1. An eligible employee means an employee who meets the eligibility criteria set forth in the FMLA; 2. An employee's child means any child, regardless of age, who is affected by a serious health condition as defined by the FMLA and is incapable of self care. "Care" as provided in this section applies to the individual with the covered health condition;

  • Family Medical Leave Act 1. If an employee takes a leave granted under this Article for a reason covered by the Family and Medical Leave Act, the leave shall be administered under the provisions of the FMLA. 2. Upon approval of the Superintendent and Association President, this Section may be modified as necessary to comply with federal law and rules and regulations. 3. The Board shall provide a copy of the policy on FMLA in the library of each building.

  • 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.

  • Family and Medical Leave Act The Family and Medical Leave Act will be followed in approving a Leave of Absence. Contract provisions that provide greater benefits than the Family and Medical Leave Act will be followed.

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