Common use of Re-employment Clause in Contracts

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article Recommendation 29.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in for absences under Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in for absences under Section 1.a11.a. and the first 14 weeks of leave as described under Section 1.c11.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c., and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a11.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29. c. Upon the Employer’s receipt of written notice of the availability of the UC Claims Intermittent Intake Interviewer for work, the name of such UC Claims Intermittent Intake Interviewer shall be placed on the no pay status recall list for the appropriate seniority unit in the order of seniority unless there is a UC Claims Intermittent Intake Interviewer working who has less seniority. In such cases, the UC Claims Intermittent Intake Interviewer returning from FMLA leave shall be returned to active pay status and the UC Claims Intermittent Intake Interviewer with less seniority shall be placed in no pay status. If the UC Claims Intermittent Intake Interviewer is unable to report for work upon the expiration of the approved leave or at the end of the initial entitlement, whichever is sooner, the UC Claims Intermittent Intake Interviewer shall be terminated. d. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 11.a. and the first 14 weeks of leave under Section 11.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a., Return Rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 11.a. and the first 14 weeks of leave under Section 11.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency university intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency university intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency university intends to fill the position. c. Employees who use twenty-six (26) weeks or more of paid leave (twelve [12] weeks of leave under Section 10a. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at and the work site in which the employee was assigned first fourteen [14] weeks of leave under Section 10.c.) and who return to work prior to before or upon the FMLA exhaustion of the paid leave for absences will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than twenty-six (26) weeks (twelve [12] weeks of leave under Section 1.a10.a. and the first fourteen [14] weeks of leave under Section 10.c., provided that a position ) are in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29.accordance with Subsection b.

Re-employment. a. A permanent employee officer shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee officer shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims claim and which the agency intends to fill. If such a position is not available, the employee officer shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, held within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee officer refuses an offer of a position in the same classification, the employee's officer’s rights under this Section shall terminate. If the employee officer accepts a position in a lower classification or a position previously held, the employee officer will be offered a position in the same classification if there is a vacancy in that the classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employeeofficer’s right to reemployment re-employment as set forth in this the section will be to a position at the work site in which the employee officer was assigned to work prior to the FMLA leave for absences under Section 1.a., provided that a position in the employeeofficer’s classification continues to exist at the work site and further provided that the employee officer is not subject to a transfer or furlough as provided for in Article 2926.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29Recommendation 25. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 1. a. and the first 14 weeks of leave under Section 1.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2938. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 1. a. and the first 14 weeks of leave under Section 1.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee officer shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee officer shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee officer shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee officer refuses an offer of a position in the same classification, the employeeofficer's rights under this Section shall terminate. If the employee officer accepts a position in a lower classification or a position previously held, the employee officer will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employeeofficer’s right to reemployment as set forth in this section will be to a position at the work site in which the employee officer was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided that a position in the employeeofficer’s classification continues to exist at the work site and further provided that the employee officer is not subject to a transfer or furlough as provided for in Article 29.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency university intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency university intends to fill. If the employee refuses an offer of a position in the same classification, the employee's ’s rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency university intends to fill the position. c. Employees who use twenty-six (26) weeks or more of paid leave (twelve [12] weeks of leave under Section 10.a. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at and the work site in which the employee was assigned first fourteen [14] weeks of leave under Section 10.c.) and who return to work prior to before or upon the FMLA exhaustion of the paid leave for absences will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than twenty-six (26) weeks (twelve [12] weeks of leave under Section 1.a10.a. and the first fourteen [14] weeks of leave under Section 10.c., provided that a position ) are in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29.accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in for absences under Section 1.a11.a. and the first 14 weeks of leave as described under Section 1.c11.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a11.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29. c. Upon the Employer’s receipt of written notice of the availability of the UC Claims Intermittent Intake Interviewer for work, the name of such UC Claims Intermittent Intake Interviewer shall be placed on the no pay status recall list for the appropriate seniority unit in the order of seniority unless there is a UC Claims Intermittent Intake Interviewer working who has less seniority. In such cases, the UC Claims Intermittent Intake Interviewer returning from FMLA leave shall be returned to active pay status and the UC Claims Intermittent Intake Interviewer with less seniority shall be placed in no pay status. If the UC Claims Intermittent Intake Interviewer is unable to report for work upon the expiration of the approved leave or at the end of the initial entitlement, whichever is sooner, the UC Claims Intermittent Intake Interviewer shall be terminated. d. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 11.a. and the first 14 weeks of leave under Section 11.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a., Return Rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 11.a. and the first 14 weeks of leave under Section 11.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 fourteen weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 297. c. Employees who use 26 weeks or more of paid leave (twelve weeks of leave under Section 10.a. and the first fourteen weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (twelve weeks of leave under Section 10.a. and the first fourteen weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on FMLA leave as described in Section 1.a. and the first 14 weeks of leave as described for absences under Section 1.c10.a. of this Article. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2924. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c., and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's ’s rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee officer shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee officer shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims claim and which the agency intends to fill. If such a position is not available, the employee officer shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, held within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee officer refuses an offer of a position in the same classification, the employee's officer’s rights under this Section shall terminate. If the employee officer accepts a position in a lower classification or a position previously held, the employee officer will be offered a position in the same classification if there is a vacancy in that the classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employeeofficer’s right to reemployment re-employment as set forth in this the section will be to a position at the work site in which the employee officer was assigned to work prior to the FMLA leave for absences under Section 1.a., provided that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29.Section

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c., and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c., and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2927. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) and who return to work before or upon the

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article Recommendation 29. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in for absences under Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c., and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a., Return Rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2927. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee Supervisor shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee Supervisor shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee Supervisor shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee Supervisor refuses an offer of a position in the same classification, the employee's Supervisor’s rights under this Section shall terminate. If the employee Supervisor accepts a position in a lower classification or a position previously held, the employee Supervisor will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employeeSupervisor’s right to reemployment as set forth in this section will be to a position at the work site in which the employee Supervisor was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided that a position in the employeeSupervisor’s classification continues to exist at the work site and further provided that the employee officer is not subject to a transfer or furlough as provided for in Article 29Recommendation 25.

Re-employment. a. A permanent employee officer shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee officer shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee officer shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee officer refuses an offer of a position in the same classification, the employeeofficer's rights under this Section shall terminate. If the employee officer accepts a position in a lower classification or a position previously held, the employee officer will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employeeofficer’s right to reemployment as set forth in this section will be to a position at the work site in which the employee officer was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided that a position in the employeeofficer’s classification continues to exist at the work site and further provided that the employee officer is not subject to a transfer or furlough as provided for in Article 29. c. Officers who use 26 weeks or more of paid leave (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2927.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2923. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2926.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2923. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29Recommendation 25. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she the employee held before going on FMLA leave as described in for absences under Section 1.a. and the first 14 weeks of leave as described under Section 1.cthis Article. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2924. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2925. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2925. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency university intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency university intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency university intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29.

Re-employment. a. A permanent employee shall have the right to of return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. a., but prior to the expiration of the extension period under Section 1.c. and upon written request to return to work, a permanent employee officer shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee officer shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee officer refuses an offer of a position in the same classification, the employeeofficer's rights under this Section shall terminate. If the employee officer accepts a position in a lower classification or a position previously held, the employee officer will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employeeofficer’s right to reemployment as set forth in this section will be to a position at the work site in which the employee officer was assigned to work prior to the FMLA leave for absences under Section 1.a., provided providing that a position in the employeeofficer’s classification continues to exist at the work site and further provided that the employee officer is not subject to a transfer or furlough as provided for in Article 2928. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. Subsection c, and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a., provided providing that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 2923. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 1.a. and the first 14 weeks of leave under Section 1.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a10.a. and the first 14 weeks of leave as described under Section 1.c10.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee refuses an offer of a position in the same classification, the employee's rights under this Section shall terminate. If the employee accepts a position in a lower classification or a position previously held, the employee will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employee’s right to reemployment as set forth in this section will be to a position at the work site in which the employee was assigned to work prior to the FMLA leave for absences under Section 1.a10.a., provided that a position in the employee’s classification continues to exist at the work site and further provided that the employee is not subject to a transfer or furlough as provided for in Article 29. c. Employees who use 26 weeks or more of paid leave (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) and who return to work before or upon the exhaustion of the paid leave will have the same return rights as described in Subsection a. Return rights after paid leave is exhausted, if the absence is more than 26 weeks (12 weeks of leave under Section 10.a. and the first 14 weeks of leave under Section 10.c.) are in accordance with Subsection b.

Re-employment. a. A permanent employee Supervisor shall have the right to return to the same position in the same classification, or to an equivalent position with regard to pay and skill, as the position he/she held before going on leave as described in Section 1.a. and the first 14 weeks of leave as described under Section 1.c. b. Upon the expiration of the re-employment rights under Subsection a. or Subsection c. and upon written request to return to work, a permanent employee Supervisor shall be offered a position in the same classification and seniority unit for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If such a position is not available, the employee Supervisor shall be offered, during the remainder of the extension period, any position in the same classification, in a lower classification in the same classification series, or a position previously held, within the same geographical/organizational limitation as the seniority unit, for which a vacancy exists and to which there are no seniority claims and which the agency intends to fill. If the employee Supervisor refuses an offer of a position in the same classification, the employee's Supervisor’s rights under this Section shall terminate. If the employee Supervisor accepts a position in a lower classification or a position previously held, the employee Supervisor will be offered a position in the same classification if there is a vacancy in that classification during the remainder of the entitlement in the seniority unit, provided there are no seniority claims to the position, and the agency intends to fill the position. In those instances in which a seniority unit includes several work sites, it is understood that an employeeSupervisor’s right to reemployment as set forth in this section will be to a position at the work site in which the employee Supervisor was assigned to work prior to the FMLA leave for absences under Section 1.a., provided that a position in the employeeSupervisor’s classification continues to exist at the work site and further provided that the employee officer is not subject to a transfer or furlough as provided for in Article 29Recommendation 25.