Return to District Sample Clauses

Return to District. (1) Any Bargaining Unit Member who is granted a sabbatical leave shall file a bond with the DISTRICT, which shall enable the DISTRICT to reclaim any remuneration granted the bargaining unit member while on leave, in the event the Bargaining Unit Member does not return to the DISTRICT for a period of at least two (2) years after the leave has been completed. (2) In the event of physical disability or death, whereby the bargaining unit member is rendered unable to perform such two years of service, he/she will be exonerated from the forfeiture of such bond. (3) Each Bargaining Unit Member will be required to sign a statement prior to the granting of the leave, that he/she will return to the DISTRICT in the position to which he/she may be assigned on his/her return, and not necessarily the specific position he/she held when the leave was granted.
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Return to District. The teacher shall return to teaching in the local school district for not less than two (2) years following the completion of the sabbatical, or refund the sabbatical leave pay.
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Return to District. 3.6.10.1 It is the responsibility of the teacher on sabbatical leave to agree in writing to return to the District and teach at least two (2) years. Any fraction of this requirement not fulfilled will mandate that the salary paid during that leave will be reimbursed back to the District in proportion thereof. Salary shall be defined as a teacher’s total base salary, credit hour compensation and graduate degree compensation. 3.6.10.2 All applicants, at the time of request for a sabbatical leave, shall be required to sign an affirmative statement attesting to the above commitment.
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Return to District. Employees who return to the District from a granted leave of absence shall retain prior service credits.
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Return to District. Each applicant for sabbatical leave shall agree in writing to return to and perform contractual service in the District for a period of one (1) year after his/her return. If a recipient does not so return and perform after his/her sabbatical leave, he/she shall refund to the Board the amount of compensation and other payments made to or for his/her benefit during that leave. This provision shall not apply when, upon proper medical certification, it is determined that such return and performance are prevented by illness or incapacity.
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Return to District. Upon being granted Sabbatical Leave, the unit member will sign an agreement to return to service in the District for not less than two years upon completion of leave or restore to the District all salary payments received while on leave.
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Related to Return to District

  • Return to Duty The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to- work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code. (b) The Home and the Union agree to ongoing and timely communication by all participants. For the purposes of expediting communication the Home and the Union agree that participants will use electronic communication where available. (c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.

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