Notification of intent to return to work Sample Clauses

Notification of intent to return to work. An employee who is on an approved parental leave is expected to give the respective supervisor written notification of intent to return to work. Notification must be received at least two (2) weeks in advance of the expected return date. An employee’s returning to work from an extended leave due to medical reasons is expected to provide a doctor’s certificate that establishes the employee’s fitness for work, and receive clearance from the University’s Occupational Health Services Center. An employee who fails to return to work by the expected return date will be considered to have resigned voluntarily from the University.
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Notification of intent to return to work. A Unit Member who intends 11 to return to work after an absence, must notify the District of his/her 12 intent to return to work. This notification, whenever possible, must occur 13 at least one (1) hour prior to the close of the instructional day on the day 14 proceeding the day the unit member intends to return to work, or at least 15 two (2) hours prior to the start of the Unit Member’s work day. If failure 16 to notify the District results in a substitute being secured for the Unit 18 work and shall be placed on leave without pay. 00 Xxxxxxxxxxx Xxxxx
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Notification of intent to return to work. Any person on leave of absence will be required to notify the District Director for Human Resources of one’s intention to return to work at least one (1) month prior to the expiration of the leave. Failure to furnish such notification shall be construed as an intention to terminate service at the end of the leave.
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Notification of intent to return to work. An employee out on childrearing leave will be required to notify the Manager of Human Resources in writing of the employee’s intention to return to work at least four (4) months prior to the expiration of the leave. If the Manager of Human Resources has not received timely notice, the Manager of Human Resources shall send a letter of inquiry to the employee at an address provided for the purpose. Failure to notify the Manager of Human Resources within two (2) weeks after receipt of such inquiry shall be assumed to constitute a resignation.
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Related to Notification of intent to return to work

  • Failure to Return to Work If, upon the expiration of FMLA or CFRA Leave, or any District approved extension thereof including General Leave, an employee fails to return to work and no additional leave has been authorized, the employee shall be considered to have automatically resigned from his or her position. In such cases, the employee will receive advance notification of the District’s intent to implement an automatic resignation.

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code.

  • Graduated Return to Work Where an Employee is not receiving benefits from another source and is working less than his/her regular working hours in the course of a graduated return-to-work as the Employee recovers from an illness or injury, the Employee may use any unused sick/short term disability allocation remaining, if any, for the portion of the day where the Employee is unable to work due to illness or injury. A partial sick/short term leave day will be deducted for an absence of a partial day in the same proportion as the duration of the absence is to an employee’s regular hours. Where an employee returns on a graduated return to work from a WSIB/LTD claim, and is working less than his/her regular hours, WSIB and LTD will be used to top up the employee’s wages, as approved and if applicable. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source; • and is working less than his/her regular hours of work; • and has sick leave days and/or short-term disability days remaining from the previous year The employee can access those remaining days to top up their wages proportional to the hours not worked. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source, • and is working less than his/her regular hours of work, • and has no sick leave days and/ or short-term disability days remaining from the previous year, the employee will receive 11 days of sick leave paid at 100% of the new reduced working hours. When the employee’s hours of work increase during the graduated return to work, the employee’s sick leave will be adjusted in accordance with the new schedule. In accordance with paragraph c), the Employee will also be allocated one hundred and twenty (120) short-term disability days payable at ninety percent (90%) of regular salary proportional to the hours scheduled to work under the graduated return to work. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours.

  • Return to Service 11.7.5.1 Upon return to active service, the employee shall promptly complete the District absences form and submit it to the immediate or appropriate Administrator.

  • Entitlements Upon Return to Work (a) An employee who returns to work after the expiration of maternity, parental or pre-adoption leaves shall retain the seniority the employee had accumulated prior to commencing the leave and shall be credited with seniority for the period of time covered by the leave.

  • Early and Safe Return to Work The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.

  • Modified Work/Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty.

  • Responding to Requests The Freedom of Information Officer shall approve all requests for public records unless:

  • Right to Return A promoted employee shall have the right to return to his/her previous position provided that he/she notifies his/her Department Head and the Secretary of the Civil Service Board of his/her intention to do so within 60 calendar days of the date the employee commences work in the promoted position.

  • Relation to other Chapters 1. No provision of this Agreement shall be interpreted to impose any obligation on a Party regarding its immigration measures, except as specifically identified in this Chapter, and Chapters 1 (Initial Provisions), Chapter 8 (Trade in Services), Chapter 13 (Transparency), Chapter 14 (Administration of the Agreement), Chapter 15 (Dispute Settlement), Chapter 16 (Exceptions) and Chapter 17 (Final Provisions). 2. Nothing in this Chapter shall be construed to impose obligations or commitments with respect to other Chapters of this Agreement. Article 124. Transparency

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