Procedure for Requesting Leave. In all cases, an employee requesting leave must complete an "Application for Family and Medical Leave" and return it to the Superintendent's office. The completed application must state the reason for the leave, the duration of the leave, and the starting and ending dates of the leave. An employee intending to take family or medical leave because of an expected birth or placement, or because of a planned medical treatment, must submit an application for leave at least thirty (30) days before the leave is to begin. If leave is to begin within thirty (30) days, an employee must give notice to his or her supervisor and to the Superintendent's office as soon as the necessity for the leave arises.
Procedure for Requesting Leave. With the exception of holiday, sick, and injury leave, an employee must submit a request to his/her Department Head or designee indicating the: 1) type of leave, and 2) dates of intended departure and return. This request must be approved prior to the taking of the leave.
Procedure for Requesting Leave. All leave other than sick, injury, or emergency leave must be requested and approved by the Director or Department Head prior to taking of leave. In the case of illness, injury, or emergency, employees shall notify the Director of Public Works or the Director’s designee between the hours of 6:30 a.m. and 6:45 a.m. In the case of extenuating circumstances which preclude the employee from notifying the Director or the Director’s designee between the hours of 6:30 a.m. and 6:45 a.m., the employee must give notice as soon as possible and state the reason(s) why notice was not given at the required time.
Procedure for Requesting Leave. When you plan to take leave under this policy, you must give us 30 days’ notice. If it is not possible to give 30 days’ notice, you must give as much notice as is practicable. If you are undergoing planned medical treatment, you are required to make a reasonable effort to schedule the treatment to minimize disruptions to our operations. If you fail to provide 30 days’ notice of foreseeable leave, the leave request may be denied until at least 30 days from the date we received notice. When you request leave under this policy, you must submit the request in writing to your immediate supervisor, with a copy to the Human Resources Department. Where the need for leave is not foreseeable, you must verbally notify your supervisor of the need for leave as soon possible, and follow our normal call-in procedures for unexpected absences. Failure to follow our normal call-in procedures under such circumstances will be treated like any other violation of our call-in procedures, and may result in discipline or termination, even though the leave itself may be covered by the FMLA. You may be required to confirm your need for FMLA leave in writing after giving verbal notice. While on leave, you may be required to periodically report to us regarding the status of your intent to return to work.
Procedure for Requesting Leave. Employees must request a leave of absence in writing by completing the appropriate form available from Human Resources and obtaining all necessary signatures. Except in cases of an emergency, such request should be made at least four (4) weeks prior to the desired commencement date of a leave of four (4) weeks or less duration; and twelve (12) weeks prior to the commencement date of a desired leave for a period greater than four (4) weeks. Documentation of the nature and the need for leave shall be provided by the employee at the time of the request.
Procedure for Requesting Leave. Except where leave is not foreseeable, all full-time faculty members requesting leave under this policy must give a 30-day notice in writing to their immediate supervisor, with a copy to the Chief Human Resources Officer. If it is not possible to give 30 days’ notice, the faculty member must give as much notice as is practicable. A faculty member undergoing planned medical treatment is required to make a reasonable effort to schedule the treatment to minimize disruptions to the College's operation. If a full-time faculty member fails to provide 30 days’ notice for foreseeable leave with no reasonable excuse for the delay, the leave request may be denied until at least 30 days from the date the College received notice. While on leave, full-time faculty members must report monthly to the College regarding the status of the medical condition, and their intent to return to work. Full-time faculty members on leave for their own serious health condition must provide medical certification to return to work.
Procedure for Requesting Leave. The process for requesting Parental Leave is as follows:
Procedure for Requesting Leave. (i) When Leave is Foreseeable. For foreseeable leaves, the employee must complete a Request for a Personal Leave of Absence form to his/her manager and/or department director at least 30 days prior to the first day of proposed absence.
Procedure for Requesting Leave. All employees requesting leave under this policy must complete the Family/Medical leave form available from the Human Resources Director or the Town Manager. When an employee plans to take leave under this policy, the employee must give the Town 30 days' notice. If it is not possible to give 30 days' notice, the employee must give as much notice as is possible. An employee undergoing planned medical treatment is required to make a reasonable effort to schedule the treatment to minimize disruptions to the Town's operations. While on leave, employees will be requested to report periodically to the Town regarding the status of the medical condition, and their intent to return to work.
Procedure for Requesting Leave. Employees are required to request Family Care or Medical Leave at least thirty days before the leave is to commence, unless the need for the leave is not foreseeable. If the need for the leave is not foreseeable thirty days in advance, the Employee must give as much notice as possible. For leave due to the serious health condition of the Employee or the Employee’s family member, the Employee will be required to provide a medical certification of the serious health condition. After an Employee requests a Family or Medical Leave, the City will provide information to the Employee regarding the specific requirements for the leave including any necessary medical certification and confirm the Employee’s right to return to his or her job at the conclusion of the leave.
