Reinstatement for Leaves Beyond Forty-Five Sample Clauses

Reinstatement for Leaves Beyond Forty-Five. (45) Days‌ When an employee is absent from work for a period of more than forty-five (45) days, the WSF shall require the employee to have his/her doctor complete/sign the Job Analysis Form which includes certification that the employee meets the essential job functions before the employee may return to work. A completed/signed Job Analysis Form will be accepted by the WSF so long as the form was completed/signed within two (2) months of the employee’s anticipated return date. The employee shall submit the completed/signed Job Analysis to the WSF Human Resources in person, by fax, or by mail. If the employee is ready to return to work as expected, the employee shall be returned to work within twenty-four (24) hours after the WSF Human Resources receives the completed/signed Job Analysis Form, excluding weekends and holidays. For example, if the WSF receives the completed/signed Job Analysis Form, which includes certification that the employee meets the essential job functions, at noon on a Friday, the employee would be entitled to return to work by noon on the following Monday. The WSF’s failure to return an employee to work within twenty-four (24) hours shall be subject to the parties’ grievance procedure. If an employee is ready to return to work sooner than expected, the WSF shall ensure that the employee is returned to work as soon as practicable. The WSF’s failure to return the employee to work as soon as practicable shall be subject to the parties’ grievance procedure.
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Reinstatement for Leaves Beyond Forty-Five. (45) Days When an employee is absent from work for a period of more than forty-five (45) days, the WSDOT Ferries Division shall require the employee to have their doctor complete/sign the Job Analysis Form which includes certification that the employee meets the essential job functions before the employee may return to work. A completed/signed Job Analysis Form will be accepted by the WSDOT Ferries Division so long as the form was completed/signed within two (2) months of the employee’s anticipated return date. The employee shall submit the completed/signed Job Analysis to the WSDOT Ferries Division Human Resources in person, by fax, or by mail. If the employee is ready to return to work as expected, the employee shall be returned to work within twenty-four (24) hours after the WSDOT Ferries Division Human Resources receives the completed/signed Job Analysis Form, excluding weekends and holidays. For example, if the WSDOT Ferries Division receives the completed/signed Job Analysis Form, which includes certification that the employee meets the essential job functions, at noon on a Friday, the employee would be entitled to return to work by noon on the following Monday. The WSDOT Ferries Division’s failure to return an employee to work within twenty-four (24) hours shall be subject to the parties’ grievance procedure. If an employee is ready to return to work sooner than expected, the WSDOT Ferries Division shall ensure that the employee is returned to work as soon as practicable. The WSDOT Ferries Division’s failure to return the employee to work as soon as practicable shall be subject to the parties’ grievance procedure.‌‌
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Related to Reinstatement for Leaves Beyond Forty-Five

  • Reinstatement from Leave Upon completion of a leave of absence, the employee is to be returned to the position formerly occupied, or to a similar position if the employee's former position no longer exists. Any replacement in the position while an employee is on leave is to be on a temporary basis.

  • Reinstatement of Sick Leave An eligible employee who is reinstated or reappointed to State service within four (4) years of the date of resignation in good standing, or retirement shall have their accumulated but unused sick leave balance restored and posted to their credit in the records of the employing department provided such sick leave was accrued in accordance with the personnel rules or the provisions of this Agreement. An employee who receives severance pay, and returns to State service within four (4) years of the date of resignation in good standing or retirement, shall have their sick leave balance restored at sixty percent (60%) of the employee’s first nine-hundred (900) hours of accumulated but unused sick leave, plus eighty-seven and one-half percent (87½%) of the employee’s accumulated but unused sick leave in excess of nine-hundred (900) hours. Upon request, employees of the legislative branch who transfer or who are appointed to State service within four (4) years of the date of resignation in good standing or retirement shall have accumulated unused sick leave posted to the employee's credit provided such sick leave was accrued in accordance with the personnel rules or the provisions of this Agreement.

  • Payment for period of leave (a) Payment to an Employee in respect of long service leave shall be made in one of the following ways:

  • Reinstatement of Vacation Days - Sick Leave In the event an employee is sick or injured prior to the commencement of his/her vacation, such employee shall be granted sick leave and the vacation period so displaced shall be added to the vacation period if requested by the employee and by mutual agreement, or shall be reinstated for use at a later date.

  • Payment for leave (a) Payment will be made based on the number of ordinary hours the Employee would have worked on the day or days on which the leave was taken.

  • Payment for Unused Sick Leave a. An employee with less than ten (10) years of continuous University service, as defined herein, who separates from the University shall not be paid for any unused sick leave. For employees appointed on or before 1/7/03 University service includes continuous employment by the University or the State of Florida.

  • Payment for annual leave (a) Before going on annual leave, an employee will be paid the amount of wages they would have received for ordinary time worked had they not been on leave during that period.

  • Utilization of Sick Leave with Pay Temporary employees who have earned sick leave credits in their temporary appointment shall be eligible for sick leave for any period of absence from employment due to any of the following reasons: • illness; • bodily injury; • disability resulting from pregnancy; • necessity for medical or dental care; • if the employee is a victim of domestic violence, harassment, sexual assault, or stalking; or the parent or guardian of a minor child or dependent who is a victim of domestic violence, harassment, sexual assault or stalking, pursuant to ORS 659A.270 through 659A.290; • attendance at an employee assistance program; • exposure to contagious disease; • for the emergency repair of personal assistive devices which are medically necessary for the employee to perform assigned duties; • attendance upon members of the employee’s or the employee’s spouse’s immediate family, or the equivalent of each for domestic partners, (parent, wife, husband, children, brother, sister, grandmother, grandfather, grandchild, or another member of the immediate household) where the employee’s presence is required because of illness or death; • parental leave. The employee has the duty to insure that they make other arrangements, within a reasonable period of time, for the attendance upon children or other persons in the employee’s care. Certification of an attending physician or practitioner may be required by the Agency to support the employee’s claim for sick leave if the employee is absent in excess of seven (7) days, or if the Agency has evidence that the employee is abusing sick leave privileges. The Agency may also require such certificate from an employee to determine whether the employee should be allowed to return to work where the Agency has reason to believe that the employee’s return to work would be a health hazard to either the employee or to others. (See Section 4 for FMLA and OFLA.)

  • Reinstatement after Leave An employee on an approved leave of absence is required to contact the Appointing Authority if an extension is being requested. Failure to contact the Appointing Authority about an extension prior to the end of the approved leave shall be deemed to be a voluntary resignation, and the employee shall be severed from State service. The Local Union and the Appointing Authority may agree to waive the five (5) month reassignment restriction in order to temporarily fill the position of an employee on unpaid Military Leave until s/he returns from active duty. Any employee returning from an approved leave of absence as covered by this Article shall be entitled to return to employment in his/her former position or another position in his/her former class/class option in his/her seniority unit, or a position of comparable duties and pay within his/her seniority unit. Employees returning from extended leaves of absence (one (1) month or more) shall notify their Appointing Authority at least two (2) weeks prior to their return from leave. Employees may return to work prior to the agreed upon termination date with the approval of the Appointing Authority. Employees returning from an unpaid leave of absence shall be returned at the same rate of pay the employee had been receiving at the time the leave of absence commenced plus any automatic adjustments that would have been made had the employee been continuously employed during the period of absence. (See also Article 12, Section 7A, regarding return from a leave of absence to a vacancy.)

  • Reinstatement of Vacation Upon Recall The period of vacation leave so displaced resulting from recall and transportation time in accordance with Articles 17.16 and 17.17, shall either be added to the vacation period, if requested by the Employee and approved by the Employer, or reinstated for use at a later date.

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