Common use of Shared Leave Use Clause in Contracts

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty-two (522) days of shared leave during total state employment, except that the Employer may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because they are suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. A non-permanent employee who is eligible to use accrued leave or personal holiday may not use shared leave beyond the termination date specified in the non-permanent employee’s appointment letter. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and the expected date of return- to-work status for shared leave under Subsection 13.2 A.1 and A.5; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3; 4. Verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4; or‌ 5. Verification of birth or placement for adoption or xxxxxx care of a child for shared leave under Subsection 13.2 A.6. C. To the extent allowed by law, the Employer will maintain the confidentiality of the verifying information unless disclosure is authorized in writing by the employee. Within ten (10) working days, the Employer will acknowledge receipt or request additional information. Response will be in writing.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty-two (522) days of shared leave during total state employment, except that the Employer may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because they are suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. A non-permanent employee who is eligible to use accrued leave or personal holiday may not use shared leave beyond the termination date specified in the non-permanent employee’s appointment letter. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and the expected date of return- to-work status for shared leave under Subsection 13.2 A.1 and A.5; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3; 4. Verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4; or‌or 5. Verification of birth or placement for adoption or xxxxxx care of a child for shared leave under Subsection 13.2 A.6. C. To the extent allowed by law, the Employer will maintain the confidentiality of the verifying information unless disclosure is authorized in writing by the employee. Within ten (10) working days, the Employer will acknowledge receipt or request additional information. Response will be in writing.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty-two (522) days of shared leave during total state employment, except that the Employer may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because they are suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. A non-permanent employee who is eligible to use accrued leave or personal holiday may not use shared leave beyond the termination date specified in the non-permanent employee’s appointment letter. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and the expected date of return- to-work status for shared leave under Subsection 13.2 A.1 and A.5; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3;A.3;‌ 4. Verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4; or‌or 5. Verification of birth or placement for adoption or xxxxxx care of a child for shared leave under Subsection 13.2 A.6. C. To the extent allowed by law, the Employer will maintain the confidentiality of the verifying information unless disclosure is authorized in writing by the employee. Within ten (10) working days, the Employer will acknowledge receipt or request additional information. Response will be in writing.

Shared Leave Use. ‌ A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty-two (522) days of shared leave during total state employment, except that the Employer may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because they are he or she is suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. A non-permanent employee who is eligible to use accrued leave or personal holiday may not use shared leave beyond the termination date specified in the non-permanent employee’s appointment letter. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and the expected date of return- return-to-work status for shared leave under Subsection 13.2 A.1 and A.5A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3;; or 4. Verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4; or‌ 5. Verification of birth or placement for adoption or xxxxxx care of a child for shared leave under Subsection 13.2 A.6. C. To the extent allowed by law, the Employer will maintain the confidentiality of the verifying information unless disclosure is authorized in writing by the employee. Within ten (10) working days, the Employer will acknowledge receipt or request additional information. Response will be in writing.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty-two (522) days of shared leave during total state employment, except that the Employer may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because they are he or she is suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. A non-permanent employee who is eligible to use accrued leave or personal holiday may not use shared leave beyond the termination date specified in the non-permanent employee’s appointment letter. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and the expected date of return- return-to-work status for shared leave under Subsection 13.2 A.1 and A.5; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3;; or 4. Verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4; or‌. 5. Verification of birth or placement for adoption or xxxxxx care of a child for shared leave under Subsection subsection 13.2 A.6. C. To the extent allowed by law, the Employer will maintain the confidentiality of the verifying information unless disclosure is authorized in writing by the employee. Within ten (10) working days, the Employer will acknowledge receipt or request additional information. Response will be in writing.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty-twenty- two (522) days of shared leave during total state employment, except that the Employer may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because they are suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. A non-permanent employee who is eligible to use accrued leave or personal holiday may not use shared leave beyond the termination date specified in the non-permanent employee’s appointment letter. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and the expected date of return- return-to-work status for shared leave under Subsection 13.2 A.1 and A.5; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3; 4. Verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4; or‌or 5. Verification of birth or placement for adoption or xxxxxx care of a child for shared leave under Subsection 13.2 A.6. C. To the extent allowed by law, the Employer will maintain the confidentiality of the verifying information unless disclosure is authorized in writing by the employee. Within ten (10) working days, the Employer will acknowledge receipt or request additional information. Response will be in writing.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty-two (522) days of shared leave during total state employment, except that the Employer may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because they he or she isthey are suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. A non-permanent employee who is eligible to use accrued leave or personal holiday may not use shared leave beyond the termination date specified in the non-non- permanent employee’s appointment letter. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and the expected date of return- return-to-work status for shared leave under Subsection 13.2 A.1 and A.5; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3;; or 4. Verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4; or‌. 5. Verification of birth or placement for adoption or xxxxxx care of a child for shared leave under Subsection subsection 13.2 A.6. C. To the extent allowed by law, the Employer will maintain the confidentiality of the verifying information unless disclosure is authorized in writing by the employee. Within ten (10) working days, the Employer will acknowledge receipt or request additional information. Response will be in writing.