Reinstatement for Leaves Beyond Forty-Five (45) Days 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 for medical reasons, WSF 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 and the employee must meet all necessary administrative and operational requirements in advance of returning to work. A completed/signed Job Analysis Form will be accepted by 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 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 forty-eight (48) hours after WSF Human Resources receives the completed/signed Job Analysis Form, excluding weekends and holidays. If the deck employee is ready to return to work as expected, the employee shall be returned to work within forty-eight (48) hours after WSF Human Resources received the completed/signed Job Analysis Form, and has met drug testing requirements if applicable consistent with the USCG and WSF approved drug policy, excluding weekends and holidays. WSF shall notify the employee and the Union if the employee is not to be returned to work within forty-eight (48) hours. WSF’s failure to return an employee to work within forty-eight (48) hours shall be subject to the parties’ grievance procedure. Deck employees returning from a documentation issue that cannot prove they applied for an MMC, Medical Certificate or TWIC ninety (90) days prior to the documents expiration date may be returned to work on the next work cycle. If an employee is ready to return to work sooner than expected, WSF shall ensure that the employee is returned to work as soon as practicable or as the contract allows. WSF’s failure to return the employee to work as soon as practicable shall be subject to the parties’ grievance procedure.‌ An employee returning to full duty from an authorized leave of absence for more than forty-five (45) days will be reinstated to their former position which includes their shift, classification, and days off unless otherwise provided for by contract bidding requirements which occurred during the employee’s absence which would indicate and qualify the employee for a different shift.
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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 (45) Days

  • Reinstatement, etc The Guarantor agrees that this Guaranty shall continue to be effective or be reinstated, as the case may be, if at any time any payment (in whole or in part) of any of the Guaranteed Obligations is rescinded or must otherwise be restored by any Lender Party, upon the insolvency, bankruptcy or reorganization of the Borrowers, any other Loan Party or otherwise, all as though such payment had not been made.

  • 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 period of leave 30.9.1. Each employee before going on leave shall be paid the amount of wage he/she would have received in respect of the ordinary time which he/she would have worked had he/she not been on leave during the relevant periods. For the purpose of this clause and 29.1 wages shall be at the rate prescribed by the relevant part of Schedule 3 for the classification in which the employee was ordinarily employed immediately prior to the commencement of his/her leave.

  • Payment for Unused Sick Leave (a) An employee with less than ten (10) years of FIU service who separates from FIU shall not be paid for any unused sick leave. (b) An employee who has completed ten (10) or more years of FIU service, has not been found guilty or has not admitted to being guilty of committing, aiding, or abetting any embezzlement, theft, or bribery in connection with State government, or has not been found guilty by a court of competent jurisdiction of having violated any State law against or prohibiting strikes by public employees, and separates from FIU because of retirement for other than disability reasons, termination, or death, shall be compensated at the employee's current regular hourly rate of pay for one-eighth of all unused sick leave accrued prior to October 1, 1973, plus one- fourth of all unused sick leave accrued on or after October 1, 1973; provided that one-fourth of the unused sick leave since 1973 does not exceed 480 hours. The compensation in this paragraph 8(4)(b) shall not be given to an employee who starts employment at FIU on or after July 1, 2006. (c) Upon layoff, an employee with ten (10) or more years of FIU service shall be paid for unused sick leave as described in paragraph b., above, unless the employee requests in writing that unused sick leave be retained pending re-employment. For an employee who is re-employed by the University within twelve (12) calendar months following layoff, all unused sick leave shall be restored to the employee, provided the employee requests such action in writing and repays the full amount of any lump sum leave payments received at the time of layoff. An employee who is not re- employed within twelve (12) calendar months following layoff shall be paid for sick leave in accordance with this Policy. (d) All payments for unused sick leave shall be made in lump sum and shall not be used in determining the average final compensation of an employee in any State administered retirement system. An employee shall not be carried on the payroll beyond the last official day of employment, except that an employee who is unable to perform duties because of a disability may be continued on the payroll until all sick leave is exhausted. (e) If an employee has received a lump sum payment for accrued sick leave, the employee may elect in writing, upon re-employment within 100 days, to restore the employee's accrued sick leave. Restoration will be effective upon the repayment of the full lump sum leave payment. (f) In the event of the death of an employee, payment for unused sick leave at the time of death shall be made to the employee's beneficiary, estate, or as provided by law.

  • Public Holidays falling within Annual Leave (a) If a Public Holiday, as prescribed in this Agreement, falls within an Employee’s Annual Leave the Public Holiday does not constitute part of the Employee’s Annual Leave and will be paid as ordinary hours.

  • 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.)

  • REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE 16.1 Where an employee resigns from a permanent position with the employer to care for pre-school children, the employer is committed, upon application from the employee, to make every reasonable endeavour to re-employ that person where a comparable and suitable position exists within four years of the resignation, providing that the person has the necessary skills to fill the vacancy competently; then the person under these provisions shall be appointed in preference to any other applicant for the position. 16.2 Absence for childcare reasons will interrupt service but not break it. The period of absence will not count as service for the purpose of sick leave, annual leave, retiring leave or gratuities, long service leave or any other leave entitlements.

  • Payment for leave (a) Payment will be made based on the Employee’s ordinary pay for the ordinary hours the Employee would have worked on the day or days on which the leave was taken. (b) An Employee utilising personal leave may take leave for part of a single day. Leave will be deducted from the Employee’s accrued personal leave including, where relevant, for a part day.

  • 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. (b) At the election of the employee such payments may be paid in accordance with the usual pay day relevant to the period of leave being taken.

  • Holiday Falling on a Scheduled Workday An Employee who works on a designated holiday which is a scheduled workday shall be compensated at the rate of double time for hours worked, plus a day off in lieu of the holiday; except for Christmas and New Year's when the compensation shall be at the rate of double time and one-half (2½) for hours worked, plus a day off subject to this Agreement.

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