Common use of Official Leave of Absence Clause in Contracts

Official Leave of Absence. A regular employee may request an Official leave of absence exceeding four hundred and eighty (480) hours, but not exceeding one year (2080 hours). Official leaves of absence may be granted upon written request by or on behalf of the employee, specifying the period and the reason, upon the written recommendation of the Department Head and with the written approval of the Human Resources Director. Application must be made on a form supplied by the Human Resources department in advance of the effective date of the leave, unless circumstances make such advance request impossible. If the Human Resources Director disapproves the request, it shall be so endorsed and returned to the Agency/Department Head, who may then present it to the Board of Supervisors. The Board’s action shall be final. Any Official Leave of Absence granted shall be for a specified period and appropriate conditions may be imposed, such as the employee providing sufficient medical documentation or other evidence documenting the leave as required by the Human Resources Director or designee. Such leave may be extended upon further written request containing justification therefore, such request for extension is to be processed in the same manner as the original request. In the case of a request for an extension due to illness or disability, updated information of the same kind submitted for the original request will be required. Nothing herein shall prevent the earlier return to duty by the employee, except the Department Head may require two weeks advance notice of the employee’s intention to return. An employee on leave of absence for illness or disability reasons will be required to present a return to work statement from the attending physician releasing the employee to full duty, prior to being allowed to return to work. Any release to less than full duty will be allowed only as accommodation as required under the Americans with Disabilities Act, the Fair Employment and Housing Act, or through the County’s return to work program. The Human Resources Director shall be promptly notified of the return of any employee from an official leave of absence without pay. The Board of Supervisors shall have the right to cancel or revoke a leave of absence previously granted.

Official Leave of Absence. A regular employee may request an Official leave of absence exceeding four hundred and eighty (480) 480 hours, but not exceeding one year year, (2080 hours). Official leaves of absence may be granted upon written request by or on behalf of the employee, specifying the period and the reason, upon the written recommendation of the Department Head and with the written approval of the Human Resources Director. Application must be made on a form supplied by the Human Resources department in advance of the effective date of the leave, unless circumstances make such advance request impossible. If the Human Resources Director disapproves the request, it shall be so endorsed and returned to the Agency/Department Head, who may then present it to the Board of Supervisors. The Board’s action shall be final. Any Official Leave of Absence granted shall be for a specified period and appropriate conditions may be imposed, such as the employee providing sufficient medical documentation or other evidence documenting the leave as required by the Human Resources Director or designee. Such leave may be extended upon further written request containing justification therefore, such request for extension is to be processed in the same manner as the original request. In the case of a request for an extension due to illness or disability, updated information of the same kind submitted for the original request will be required. Nothing herein shall prevent the earlier return to duty by the employee, except the Agency/Department Head may require two weeks advance notice of the employee’s intention to return. An employee on leave of absence for illness or disability reasons will be required to present a return to work statement from the attending physician releasing the employee to full duty, prior to being allowed to return to work. Any release to less than full duty will be allowed only as accommodation as required under the Americans with Disabilities Act, the Fair Employment and Housing Act, or through the County’s return to work program. The Human Resources Director shall be promptly notified of the return of any employee from an official leave of absence without pay. The Board of Supervisors shall have the right to cancel or revoke a leave of absence previously granted.

Official Leave of Absence. A regular employee may request and be granted an Official official leave of absence exceeding four hundred and eighty (480) hourshours of leave, but not exceeding one year (2080 hours). Official leaves of absence may be granted upon written request by or on behalf of the employee, specifying the period and the reason, upon the written recommendation of the Department Head department head and with the written approval of the Human Resources DirectorDirector or designee. Application must be made on a form supplied by the County Human Resources department Department in advance of the effective date of the leave, unless circumstances make such advance request impossible. If the Human Resources Director disapproves the request, it shall be so endorsed and returned to the Agencyagency/Department Headdepartment/district head, who may then present it to the Board of Supervisors. The Board’s 's action shall be final. Any Official Leave official leave of Absence absence granted shall be for a specified period and appropriate conditions may be imposed, imposed such as the employee providing sufficient medical documentation or other evidence documenting the leave as required by the Human Resources Director or a designee. Such leave may be extended upon further written request containing justification therefore, such request for extension is to be processed in the same manner as the original request. In the case of a request for an extension due to illness or disability, updated information of the same kind submitted for the original request will be required. Nothing herein shall prevent the earlier return to duty by the employee, except the Department Head department head may require two (2) weeks advance notice of the employee’s 's intention to return. An employee on leave of absence for illness or disability reasons will be required to present a return to return-to-work statement from the attending physician releasing the employee to full duty, health care provider prior to being allowed to return to work. Any release to less than full duty will with restrictions may be allowed only as after it has been determined that an employee is able to perform the essential functions of their position, either with or without reasonable accommodation as required under the Americans with Disabilities Act, the Fair Employment and Housing Act, or through a County designed temporary modified duty assignment, and/or the County’s County return to work program. The Human Resources Director or designee shall be promptly notified of the return of any employee from an official leave of absence without pay. The Board of Supervisors shall have the right to cancel or revoke a leave of absence previously grantedabsence.

Official Leave of Absence. A regular Regular employee may request an Official leave of absence exceeding four hundred and eighty (480) 160 hours, but not exceeding one year year, (2080 hours). Official leaves leave of absence may be granted upon written request by or on behalf of the employee, specifying the period and the reason, upon the written recommendation of the Department Head and with the written approval of the Human Resources Director. Application must be made on a form supplied by the Human Resources department Department in advance of the effective date of the leave, unless circumstances make such advance request impossible. If the Human Resources Director disapproves the request, it shall be so endorsed and returned to the Agency/Department HeadDepartment, who may then present it to the Board of Supervisors. The Board’s action shall be final. Any Official Leave of Absence granted shall be for a specified period and appropriate conditions may be imposed, imposed such as the employee providing sufficient medical documentation or other evidence documenting the leave as required by the Human Resources Director or a designee. Such leave may be extended upon further written request containing justification justification¡ therefore, such request for extension is to be processed in the same manner as the original request. In the case of a request for an extension due to illness or disability, updated information of the same kind submitted for the original request will be required. Nothing herein shall prevent the earlier return to duty by the employee, except the Agency/Department Head may require two weeks advance notice of the employee’s intention to return. An employee on leave of absence without pay for illness or disability reasons will be required to present a return to work statement from the attending physician releasing the employee to full duty, prior to being allowed to return to work. Any release to less than full duty will be allowed only as accommodation as required under the Americans with Disabilities Act, the Fair Employment and Housing Act, or through the County’s return to work program. The Human Resources Director shall be promptly notified of the return of any employee from an official leave of absence without pay. The Board of Supervisors shall have the right to cancel or revoke a leave of absence previously granted.

Official Leave of Absence. A regular Regular employee may request an Official leave of absence exceeding four hundred and eighty (480) 480 hours, but not exceeding one year (2080 2,080 hours). Official leaves leave of absence may be granted upon written request by or on behalf of the employee, specifying the period and the reason, upon the written recommendation of the Department Head and with the written approval of the Human Resources Director. Application must be made on a form supplied by the Human Resources department Department in advance of the effective date of the leave, unless circumstances make such advance request impossible. If the Human Resources Director disapproves the request, it shall be so endorsed and returned to the Agency/Department HeadD- epartment, who may then present it to the Board of Supervisors. The Board’s 's action shall be final. Any Official Leave official leave of Absence absence granted shall be for a specified period and appropriate conditions may be imposed, imposed such as the employee providing sufficient medical documentation or other evidence documenting the leave as required by the Human Resources Director or a designee. Such leave may be extended upon further written request containing justification justification; therefore, such request for extension is to be processed in the same manner as the original request. In the case of a request for an extension due to illness or disability, updated information of the same kind submitted for the original request will be required. Nothing herein shall prevent the earlier return to duty by the employee, except the Agency/Department Head may require two weeks advance notice of the employee’s 's intention to return. An employee on leave of absence without pay for illness or disability reasons will be required to present a return to work statement from the attending physician health care provider releasing the employee to full duty, prior to being allowed to return to work. Any release to less than full duty will be allowed only as accommodation as required under the Americans with Disabilities Act, Act and the Fair Employment and Housing Act, or through the County’s a County designed temporary modified duty and/or return to work program. The Human Resources Director shall be promptly notified of the return of any employee from an official leave of absence without pay. The Board of Supervisors shall have the right to cancel or revoke a leave of absence previously granted.

Official Leave of Absence. A regular employee may request an Official leave of absence exceeding four hundred and eighty (480) hours, but not exceeding one year (2080 hours)1) year. Official leaves leave of absence may be granted upon written request by or on behalf of the employee, specifying the period and the reason, upon the written recommendation of the Department Head department/district head and with the written approval of the Human Resources Director. Application must be made on a form supplied by the Human Resources department Department in advance of the effective date of the leave, unless circumstances make such advance request impossible. If the Human Resources Director disapproves the request, it shall be so endorsed and returned to the Agencyagency/Department Headdepartment/district head, who may then present it to the Board of Supervisors. The Board’s 's action shall be final. Any Official Leave official leave of Absence absence granted shall be for a specified period and appropriate conditions may be imposed, imposed such as the employee providing sufficient medical documentation or other evidence documenting the leave as required by the Human Resources Director or a designee. Such leave may be extended upon further written request containing justification therefore, such request for extension is to be processed in the same manner as the original request. In the case of a request for an extension due to illness or disability, updated information of the same kind submitted for the original request will be required. Nothing herein shall prevent the earlier return to duty by the employee, except the Department Head agency/department/district head may require two (2) weeks advance notice of the employee’s 's intention to return. An employee on leave of absence for illness or disability reasons will be required to present a return to return-to-work statement from the attending physician releasing the employee to full duty, prior to being allowed to return to work. Any release to less than full duty will be allowed only as accommodation as required under the Americans with Disabilities Act, the Fair Employment and Housing Act, or through a County designed temporary modified duty assignment, and/or the County’s County return to work program. The Human Resources Director shall be promptly notified of the return of any employee from an official leave of absence without payabsence. The Board of Supervisors shall have the right to cancel or revoke a leave of absence previously granted.