Common use of Personal Illness Leave Clause in Contracts

Personal Illness Leave. a. An employee may request personal illness leave under the following conditions: i. The employee has a serious health condition as defined by the FMLA but does not meet the eligibility requirements for FMLA. ii. An employee’s family member has a serious health condition as defined by the FMLA, but the employee does not meet the eligibility requirements for FMLA. iii. The employee does not have a serious health condition as defined by FMLA but has an illness or condition that requires him/her to be absent from work for more than five (5) days (e.g., minor surgery). b. In cases subject to Workers’ Compensation Law, personal illness leave may be used to supplement Workers’ Compensation benefits so that the total amount paid to an employee will equal, but not exceed, his/her regular salary for the period of absence from duty. c. An employee requesting personal illness leave shall submit a request in writing and shall submit a certification from a licensed healthcare provider to Human Resources, indicating that the leave is necessary. Failure to provide medical certification within 15 days will result in a denial of the leave unless an extension is requested and granted. d. During a personal illness leave, an employee must exhaust all sick and personal business leave and accrued compensatory time before moving to unpaid status. Once an employee moves to an unpaid leave, all benefits will be terminated at the end of that month. However, if an employee has been employed less than 12 months with the district, the district will continue to pay its portion of the benefits for the first 12 weeks of the employee’s leave. Failure to return to work at the expiration of the leave will require repayment of the District’s portion of the benefits paid. e. Personal illness leave shall not exceed one year (12 months. f. Prior to return from personal illness leave, the employee shall present a medical release from his/her physician, if applicable, that he/she is able to return to perform the essential functions required by the position. In addition, before the employee returns, the Board may, at its expense, require examination by a healthcare provider of its choice.

Personal Illness Leave. a. An employee may request personal illness leave under the following conditions: i. The employee has a serious health condition as defined by the FMLA but does not meet the eligibility requirements for FMLA. ii. An employee’s family member has a serious health condition as defined by the FMLA, but the employee does not meet the eligibility requirements for FMLA. iii. The employee does not have a serious health condition as defined by FMLA but has an illness or condition that requires him/her to be absent from work for more than five (5) days (e.g., minor surgery). b. In cases subject to Workers’ Compensation Law, personal illness leave may be used to supplement Workers’ Compensation benefits so that the total amount paid to an employee will equal, but not exceed, his/her their regular salary for the period of absence from duty. c. An employee requesting personal illness leave shall submit a request in writing and shall submit a certification from a licensed healthcare provider to Human Resources, indicating that the leave is necessary. Failure to provide medical certification within 15 days will result in a denial of the leave unless an extension is requested and granted. d. During a personal illness leave, an employee must exhaust all sick and personal business leave and accrued compensatory time before moving to unpaid status. Once an employee moves to an unpaid leave, all benefits will be terminated at the end of that month. However, if an employee has been employed less than 12 months with the district, the district will continue to pay its portion of the benefits for the first 12 weeks of the employee’s leave. Failure to return to work at the expiration of the leave will require repayment of the District’s portion of the benefits paid. e. Personal illness leave shall not exceed one year (12 months). f. Prior to return from personal illness leave, the employee shall present a medical release from his/her their physician, if applicable, that he/she is they are able to return to perform the essential functions required by the position. In addition, before the employee returns, the Board may, at its expense, require examination by a healthcare provider of its choice.

Personal Illness Leave. a. A. An employee may request personal illness leave under the following conditions: i. 1. The employee has a serious health condition condition, as defined by the FMLA FMLA, but does not meet the eligibility requirements for FMLA. ii2. An employee’s family member has a serious health condition as defined by the FMLA, but the employee does not meet the eligibility requirements for FMLA. iii3. The employee does not have a serious health condition as defined by FMLA but has an illness or condition that requires him/her to be absent from work for more than five (5) days (e.g., minor surgery)3 consecutive days. b. 4. In cases subject to Workers’ Workers Compensation Law, personal illness leave may be used to supplement Workers’ Compensation benefits so that the total amount paid to an employee will equal, but not exceed, exceed his/her regular salary for the period of absence from duty. c. B. An employee requesting personal illness leave shall submit a request in writing and shall submit a certification from a licensed healthcare health care provider to Human Resources, indicating that the leave is necessary. Failure to provide medical certification within 15 days will result in a denial of the leave unless an extension is requested and granted. d. C. During a personal illness leave, an employee must exhaust all sick and personal business leave and accrued compensatory time time, before moving to unpaid status. Once an employee moves to an unpaid leave, all benefits will be terminated at the end of that month. However, if an employee has been employed less than 12 months with the district, the district Affected employees will continue to pay its portion be notified about COBRA upon termination of the benefits for the first 12 weeks of the employee’s leave. Failure to return to work at the expiration of the leave will require repayment of the District’s portion of the benefits paidinsurance. e. D. Personal illness leave shall not exceed one year (12 months). f. E. Prior to return from personal illness leave, the employee shall present a medical release from his/her physician, if applicable, that he/she is able to return to perform the essential functions required by the positionpositon. In addition, before the employee returns, the Board may, at its expense, require examination by a healthcare provider health care providers of its choice.

Personal Illness Leave. a. An employee may request personal illness leave under the following conditions: i. The employee has a serious health condition as defined by the FMLA FMLA, but does not meet the eligibility requirements for FMLA. ii. An employee’s family member has a serious health condition as defined by the FMLA, but the employee does not meet the eligibility requirements for FMLA. iii. The employee does not have a serious health condition as defined by FMLA but has an illness or condition that requires him/her to be absent from work for more than five (5) days (e.g., minor surgery). b. In cases subject to Workers’ Compensation Law, personal illness leave may be used to supplement Workers’ Compensation benefits so that the total amount paid to an employee will equal, but not exceed, his/her regular salary for the period of absence from duty. c. An employee requesting personal illness leave shall submit a request in writing and shall submit a certification from a licensed healthcare provider to Human Resources, indicating that the leave is necessary. Failure to provide medical certification within 15 days will result in a denial of the leave unless an extension is requested and granted. d. During a personal illness leave, an employee must exhaust all sick and personal business leave and accrued compensatory time before moving to unpaid status. Once an employee moves to an unpaid leave, all benefits will be terminated at the end of that month. However, if an employee has been employed less than 12 months with the district, the district will continue to pay its portion of the benefits for the first 12 weeks of the employee’s leave. Failure to return to work at the expiration of the leave will require repayment of the District’s portion of the benefits paid. e. Personal illness leave shall not exceed one year (12 months. f. Prior to return from personal illness leave, the employee shall present a medical release from his/her physician, if applicable, that he/she is able to return to perform the essential functions required by the positionpositon. In addition, before the employee returns, the Board may, at its expense, require examination by a healthcare provider of its choice.