Common use of Protracted Illness or Disability Clause in Contracts

Protracted Illness or Disability. All employees with three-hundred sixty-five (365) days length of service with the Employer will be granted an FMLA leave of absence in cases of protracted illness or disability provided that the employee shall be required to provide certification from a competent physician verifying the need for such leave of absence. Upon mutual agreement between the Employer and the Union, exceptions may be made to permit an employee with less than three-hundred sixty-five (365) days seniority such leave of absence. The Board shall maintain the right to have any employee examined by a Board- designated physician at its expense at any time such examination is deemed necessary. In the event a difference of opinion persists between the employee's physician and the Board-designated physician, the matter shall be referred to an appropriate specialist in the area of controversy at the Ford Hospital, or the University of Michigan Hospital at Xxx Arbor for final determination in the matter which shall be binding on all parties. The employees must notify the Employer and the Union within the first three (3) days of absence, whenever possible. Such leave shall be granted for up to one year; provided, however, that such leave may be extended for up to one year. During the time employees are on leave of absence, they will not lose their seniority. When the employees return to work they will be placed in a position comparable to the type of work and wages of the classification which they left. The Employer shall not be required to re-employ any person who is not capable of performing the duties applicable to the position. Such employees shall be given the opportunity to work another job classification if capable of performing such job. An employee who is granted a leave of absence under this Section shall have the Board paid Employee’s Health Benefit Plan, if applicable, continued at Board expense for up to the first three (3) months of such unpaid FMLA leave. Further, in the case of a serious injury, illness or disease, the Superintendent may, at his/her discretion, grant a longer extension of the Board paid health plan above. In any such case the decision of the Superintendent shall be final. The Family Medical Leave Act shall be governed pursuant to the Board policy. The employee must first use accumulated paid sick leave. The remainder of any FMLA leave time will be unpaid.

Protracted Illness or Disability. 1. All employees with three-hundred sixty-five (365) days length of service employed for one calendar year with the Employer will be granted an FMLA a leave of absence in cases of protracted illness or disability provided that the employee shall be required to provide certification from a competent physician verifying the need for such leave of absence. Upon mutual agreement between the Employer and the Union, exceptions may be made to permit an employee with less than three-hundred sixty-five (365) days seniority such leave of absence. The Board shall maintain the right to have any employee examined by a Board- designated physician at its expense at any time such examination is deemed necessary. In the event a difference of opinion persists between the employee's ’s physician and the Board-Board designated physician, the matter shall be referred to an appropriate specialist in the area of controversy at the Ford Hospital, or the University of Michigan Hospital at Xxx Arbor for final determination in the matter matter, which shall be binding on all parties. In proper cases, upon agreement between the Employer and the Union, exceptions will be made to permit an employee with less than one calendar year of employment such leave of absence. The employees employee must notify the Employer and the Union within the first three (3) days of absence, whenever possible. 2. Such leave shall be granted for up to one calendar year; provided, however, that such leave may be extended for up to one calendar year. During that first calendar year the time employees are employee is on a leave of absence, they absence he/she will not lose their seniority. When the employees return employee returns to work they he/she will be placed in a position comparable to the type of work and wages of the classification which they that he/she left. The Employer shall not be required to re-employ any person who is not capable of performing the duties applicable to the position. Such employees shall be given the opportunity to work another job classification if capable of performing such job. 3. An employee who is granted a leave of absence under this Section shall have the Board paid Employee’s Health Benefit Plan, if applicable, continued at Board expense for up to the first three (3) months of such unpaid FMLA leave. Further, in the case of a serious injury, illness illness, or disease, the Superintendent may, at his/her discretion, grant a longer extension of the Board paid health plan above. In any such case the decision of the Superintendent shall be finalhealth 4. The Family Medical Leave Act shall be governed pursuant to the Board policy. The employee must H.V.S. Employee Handbook, except that the employer, or the employee, shall have the option of first use using accumulated paid sick leave, vacation, and/or personal leave during the FMLA Leave. The remainder of any FMLA leave time will be unpaid. If the employer elects this option they cannot require that the employee utilize their last five (5) days of accumulated sick leave.

Protracted Illness or Disability. 1. All employees with three-hundred sixty-five (365) days length of service employed for one calendar year with the Employer will be granted an FMLA a leave of absence in cases of protracted illness or disability provided that the employee shall be required to provide certification from a competent physician verifying the need for such leave of absence. Upon mutual agreement between the Employer and the Union, exceptions may be made to permit an employee with less than three-hundred sixty-five (365) days seniority such leave of absence. The Board shall maintain the right to have any employee examined by a Board- designated physician at its expense at any time such examination is deemed necessary. In the event a difference of opinion persists between the employee's ’s physician and the Board-Board designated physician, the matter shall be referred to an appropriate specialist in the area of controversy at the Ford Hospital, or the University of Michigan Hospital at Xxx Arbor for final determination in the matter matter, which shall be binding on all parties. In proper cases, upon agreement between the Employer and the Union, exceptions will be made to permit an employee with less than one calendar year of employment such leave of absence. The employees employee must notify the Employer and the Union within the first three (3) days of absence, whenever possible. 2. Such leave shall be granted for up to one calendar year; provided, however, that such leave may be extended for up to one calendar year. During that first calendar year the time employees are employee is on a leave of absence, they absence he/she will not lose their seniority. When the employees return employee returns to work they he/she will be placed in a position comparable to the type of work and wages of the classification which they that he/she left. The Employer shall not be required to re-employ any person who is not capable of performing the duties applicable to the position. Such employees shall be given the opportunity to work another job classification if capable of performing such job. 3. An employee who is granted a leave of absence under this Section shall have the Board paid Employee’s Health Benefit Plan, if applicable, continued at Board expense for up to the first three (3) months of such unpaid FMLA leave. Further, in the case of a serious injury, illness illness, or disease, the Superintendent may, at his/her discretion, grant a longer extension of the Board paid health plan above. In any such case the decision of the Superintendent shall be final. 4. The Family Medical Leave Act shall be governed pursuant to the Board policy. The employee must H.V.S. Employee Handbook, except that the employer, or the employee, shall have the option of first use using accumulated paid sick leave, vacation, and/or personal leave during the FMLA Leave. The remainder of any FMLA leave time will be unpaid. If the employer elects this option they cannot require that the employee utilize their last five (5) days of accumulated sick leave.