Reemployment Rights Act Sample Clauses

Reemployment Rights Act. The parties to this Agreement shall comply with current applicable state and federal legislation regarding military service.
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Reemployment Rights Act. Any member of the faculty may take a leave of absence for military service in the uniformed services of the United States, including the Oklahoma National Guard. A faculty member going on military leave shall give advance notice of the leave to the chief academic officer as soon as practical. If advance notice cannot be given because of military necessity or other circumstances, notice shall be given as soon as reasonable after the beginning of the military leave. Military leave shall be unpaid. During military leave which lasts for more than 30 days, a faculty member may elect to continue employee and dependent health insurance coverage, at the employee’s expense, for up to 180 days. Time spent on military leave shall be counted in calculating years of service for all purposes, including senior faculty status, promotion in rank, and time required to be eligible for paid leave. Upon termination of military service, a faculty member who makes a timely application for reemployment shall be reemployed by the University unless reemployment is impossible, unreasonable, or an undue hardship under the circumstances. A faculty member returning from a military leave lasting longer than thirty (30) days shall provide official, written documentation showing that he or she is entitled to reemployment and that the application for reemployment and that the application for reemployment is timely.
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Reemployment Rights Act. The administrator, upon discharge, is entitled to reinstatement to his or her previous position or a position of like stature, provided the administrator makes application within 60 days after his or her discharge from such service, unless the administrator is discharged with a physical disability. In the event of a physical disability, a period of no longer than a year after discharge is extended to recuperate to the extent that the employee will be able to perform his or her previous responsibilities. No administrator is entitled to reinstatement in the event of dishonorable discharge. Upon reinstatement the administrator is entitled to any increases in compensation and to any promotion or advantage which would have accrued to the administrator had he or she continued in employment. However, the administrator will only be entitled to the sick leave accrued at the time of his or her entry into the armed forces. Administrators called to serve in the National Guard or Armed Forces Reserve are entitled to a leave of absence for their tours of duty. Administrators serving under this provision shall receive the difference between their military pay and what they would have earned had they not been called to service, and while on active duty. Pension contributions, as well as health and dental benefits will continue at the current administrator and employer share of the premium of the respective plan while on active duty. Administrators serving in the National Guard or as a Reservist, called to service for annual training to engage in military drill, training or other temporary duty will be entitled to not more than fifteen (15) days leave of absence with pay in any one year. An administrator will be required to give advance notice of leave, unless unable to provide advance notice due to military orders, and submit verification of leave orders as evidence of the amount of pay received.
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Reemployment Rights Act. The parties to this Agreement shall comply with current applicable state and federal legislation regarding military service. The employee will provide copies of their orders to the Company to substantiate military duty.
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Reemployment Rights Act. The parties to this Agreement shall 7 comply with current applicable state and federal legislation regarding 8 military service. 9 Section 8. When leaves of absence are granted, the employee, 10 upon return to active employment, will be returned to his/her 11 classification and shift, if available, based upon seniority and
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Reemployment Rights Act. Recognition‌
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Reemployment Rights Act. Any employee who attends reserve military training shall be given a leave of absence of not more than two (2) weeks each year for such training.
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Reemployment Rights Act. The parties to this Agreement shall 2 comply with current applicable state and federal legislation regarding
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Related to Reemployment Rights Act

  • CIVIL RIGHTS ACT This Agreement is subject to the compliance requirements of Title VI of the Civil Rights Act of 1964 as amended (42 U.S.C. § 2000d) relating to nondiscrimination in Federally assisted programs. The Performer has signed an Assurance of Compliance with the nondiscriminatory provisions of the Act.

  • Equal Employment During the performance of this Agreement or any related Work Order, the CONSULTANT shall: A. Not discriminate against any employee or applicant for employment because of race, color, religion, age, sex, handicap, or national origin. The CONSULTANT shall take affirmative action to ensure that applicants are employed and that employees are treated during employment without regard to their race, color, religion, age, sex, handicap, or national origin. Such action shall include, but not be limited to the following: Employment, upgrading, demotion, or transfer; recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship. The CONSULTANT shall post in conspicuous places, available to employees and applicants for employment, notices to be provided setting forth the provisions of this nondiscrimination clause. B. In all solicitations or advertisements for employees placed by or on behalf of the CONSULTANT, it must state that all qualified applicants will receive considerations for employment without regard to race, color, religion, age, sex, handicap, or national origin.

  • Family Medical Leave Act 1. If an employee takes a leave granted under this Article for a reason covered by the Family and Medical Leave Act, the leave shall be administered under the provisions of the FMLA. 2. Upon approval of the Superintendent and Association President, this Section may be modified as necessary to comply with federal law and rules and regulations. 3. The Board shall provide a copy of the policy on FMLA in the library of each building.

  • Layoff and Reemployment A. Application Whenever it is necessary because of a lack of work or funds, or whenever it is advisable in the interest of economy to reduce the number of permanent and/or probationary employees (hereinafter known as "employees") in any State agency, the State may lay off employees pursuant to this Section.

  • Civil Rights Act of 1964 Under Title VI of the Civil Rights Act of 1964, no person shall, on the grounds of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.

  • Reemployment List A list of persons who have occupied positions allocated to any class in the merit system and who have voluntarily separated and are qualified for consideration for reappointment under the Personnel Management Regulations governing reemployment.

  • Family Medical Leave (a) An employee is entitled to family medical leave in accordance with the provisions of the Employment Standards Act. (b) An employee who is on Family Medical Leave shall continue to accumulate seniority and service and the Home will continue to pay its share of the premiums of the subsidized employee benefits, including pension (if permitted by the Plan and matched by the employee) in which the employee is participating during the leave. (c) Subject to any changes in an employee’s status which would have occurred had he or she not been on Family Medical Leave, the employee shall be reinstated to her former position.

  • Family and Medical Leave Act of 1993 The parties agree that the Employer may adopt policies to implement the Family and Medical Leave Act of 1993 that are in accord with what is legally permissible under the Act.

  • Age Discrimination Act of 1975 The Contractor shall comply with the Age Discrimination Act of 1975 (42 U.S.C. § 6101 et seq.), as amended, and any applicable regulations. No person in the United States shall, on the basis of age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under, any program or activity receiving Federal financial assistance.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

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