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.
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.
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.
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)
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.
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
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
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.
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...
