Return to Line Duty Sample Clauses

Return to Line Duty. An employee shall be returned to line duty after his/her reinstatement provided s/he has been declared fit for flight duty by the Company Medical Branch and is qualified in every respect.
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Return to Line Duty. A temporary limited duty or long term limited duty assignment will end when the employee is certified as capable of return to line duty by his/her physician and, if necessary, when an IME ordered by the Employer determines that the employee is capable of return to line duty.
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Return to Line Duty. An employee shall be returned to line duty after reinstatement provided has been declared fit for flight duty by the Company Medical Department and is qualified in every respect. SENIORITY LISTS Prior to in any year, the Company shall post at each Cabin Personnel Base a copy of both the Flight Attendant and In-Charge seniority lists indicating the respective seniority of each employee within classification as of January in that year. Prior to March 1st in that year, an employee may protest, in writing, to the Vice President, Customer Service, any error or omission affecting seniority. Prior to April the Company shall post the revised lists indicating any changes resulting from any protest found valid. Prior to May any employee whose seniority was affected by any change made to the initial seniority list may protest, in writing, to the Vice President, Customer Service with a copy to the Component President of the Union. Prior to June the Company shall post the final seniority lists, which will be conclusive of Cabin Personnel seniority as of January 1st in that year. SENIORITY TEMPORARY EMPLOYEE A temporary employee’s seniority shall be drawn from the same lot as permanent employees and will be placed on the same employee seniority All temporary employees will be identified on this list with a after their seniority number. Should a temporary employee become permanent, the will be removed from the list. Temporary seniority shall be effective for bidding purposes only. A Temporary employee may be permitted to do a mutual base transfer with another temporary employee provided the duration of their assignments and their language qualifications are the same. If a Temporary employee’s assignment was completed and the employee is rehired within thirty-three (33) days of the completion of that assignment, the employee’s original seniority will be reinstated and will be deemed continuous for the period from the assignment completion date to the rehire date. Notwithstanding the provisions of Article no Cabin Personnelother than those entitled to assume seniority under this CollectiveAgreement shall occupy any Cabin Personnel position on any scheduled or charter flight operated by the Company subject to the following. The provisions of Article do not include wet leases, code sharing arrangements and work undertaken by connector or alliance airlines whether or not under common control or direction with Air Canada.
Sample 1
Return to Line Duty. An employee shall be returned to line duty after reinstatement provided has been declared fit for flight duty by the Company Medical Department and is qualified in every respect. SENIORITY LISTS Prior to February 1st in any year, the Company shall post at each Cabin Personnel Base a copy of both the Flight Attendant and In-Chargeseniority lists indicating the respective seniority of each employee within classification as of January in that year. Prior to March 1st in that year, an employee may protest, in writing, to the Vice President, Customer Service, any error or omission affecting seniority. Prior to April the Company shall post the revised lists indicating any changes resulting from any protest found valid. Prior to May any employee whose seniority was affected by any change made to the initial seniority list may protest, in writing, to the Vice President, Customer Service with a copy to the Component President of the Union. Prior to June the Company shall post the final seniority lists, which will be conclusive of Cabin Personnel seniority as of January in that year.
Sample 1

Related to Return to Line Duty

  • 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.

  • Return to Duty Testing Any employee who has tested positive on a drug and/or alcohol test, and who was afforded the opportunity to return to work, must test negative for drugs and/or alcohol and be evaluated and released to duty by the Substance Abuse Professional before returning to work.

  • Graduated Return to Work Where an Employee is not receiving benefits from another source and is working less than his/her regular working hours in the course of a graduated return-to-work as the Employee recovers from an illness or injury, the Employee may use any unused sick/short term disability allocation remaining, if any, for the portion of the day where the Employee is unable to work due to illness or injury. A partial sick/short term leave day will be deducted for an absence of a partial day in the same proportion as the duration of the absence is to an employee’s regular hours. Where an employee returns on a graduated return to work from a WSIB/LTD claim, and is working less than his/her regular hours, WSIB and LTD will be used to top up the employee’s wages, as approved and if applicable. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source; • and is working less than his/her regular hours of work; • and has sick leave days and/or short-term disability days remaining from the previous year The employee can access those remaining days to top up their wages proportional to the hours not worked. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source, • and is working less than his/her regular hours of work, • and has no sick leave days and/ or short-term disability days remaining from the previous year, the employee will receive 11 days of sick leave paid at 100% of the new reduced working hours. When the employee’s hours of work increase during the graduated return to work, the employee’s sick leave will be adjusted in accordance with the new schedule. In accordance with paragraph c), the Employee will also be allocated one hundred and twenty (120) short-term disability days payable at ninety percent (90%) of regular salary proportional to the hours scheduled to work under the graduated return to work. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours.

  • Failure to Return to Work If, upon the expiration of FMLA or CFRA Leave, or any District approved extension thereof including General Leave, an employee fails to return to work and no additional leave has been authorized, the employee shall be considered to have automatically resigned from his or her position. In such cases, the employee will receive advance notification of the District’s intent to implement an automatic resignation.

  • RETURN TO PREVIOUS POSITION A promoted employee who is dismissed during his probationary period, except if the cause warrants action to dismiss him from the County Service, shall return to the position in which he held permanent status, if vacant, or any other vacant position in his former classification unless all positions in that classification are filled. The employee so dismissed may write a letter for inclusion in his permanent personnel file. Upon a return to his former position in the same agency or department, the employee shall not serve a new probationary period. In the absence of such vacancy in the agency or department in which he held permanent status, the dismissed probationary employee may either:

  • Return to Position Upon return from FMLA leave, the employee shall be returned to the same or equivalent position in the same class and work location, including the same shift or equivalent schedule, unless the University and the employee agree in writing to other conditions and terms under which such leave is to be granted.

  • Return to Service 11.7.5.1 Upon return to active service, the employee shall promptly complete the District absences form and submit it to the immediate or appropriate Administrator.

  • Return to Work Program When feasible, the Employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level restrictions must be adhered to.

  • Return to Former Class An employee who is returned to a former class following promotion, transfer, or demotion due to layoff, shall receive that step of the range which he or she would have received had he or she never left the former class.

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