Unpaid Leave of Absence for Health or Protected Leave Purposes Sample Clauses

Unpaid Leave of Absence for Health or Protected Leave Purposes. The College will comply with all relevant federal and state leave laws, including those which provide unpaid leave of absences, where the full-time faculty member meets the eligibility requirements and has a qualifying condition or an eligible family member with a qualifying condition. Though the leaves under protected laws control, they are also captured in College Policy for process purposes and contacts with College personnel responsible for oversight are identified for assistance. The faculty member is responsible for providing information responsive to the College’s request and certification from the health care provider for the faculty member, faculty member’s family member or covered service member for the purpose of qualifying for applicable protected leaves. The College has the authority to designate absences that meet the criteria and the use of any paid or unpaid leave (excluding leave for work-related illness or injury covered by Workers’ Compensation) will run concurrently with, not in addition to, the use of some leaves. At the conclusion of the faculty member’s own leave due to health, the faculty member will be required to provide a fitness for duty certificate from a health care provider. Leave without pay will be granted for the following: 15.8.1 W/State Family and Medical Leave (FMLA) and federal FMLA; 15.8.2 Compensable work-related injury or illness under W/State worker’s compensation law; 15.8.3 Pregnancy disability leave under W/State law; 15.8.4 Temporary disability leave (Section 6.2 of this Agreement also applies); 15.8.5 Volunteer firefighting leave (RCW 49.12.460);
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Unpaid Leave of Absence for Health or Protected Leave Purposes. The College will comply with all relevant federal and state leave laws, including those which provide unpaid leave of absences, where the full-time faculty member meets the eligibility requirements and has a qualifying condition or an eligible family member with a qualifying condition. The faculty member is responsible for providing information responsive to the College’s request and certification from the health care provider for the faculty member, faculty member’s family member or covered service member for the purpose of qualifying for applicable protected leaves. Leave without pay may be granted for the following:  W/State Family and Medical Leave (FMLA) effective until December 31, 2019 and federal FMLA;  Compensable work-related injury or illness under W/State worker’s compensation law;  Pregnancy disability leave under W/State law;  Temporary disability leave;  Volunteer firefighting leave (RCW 49.12.460);  FMLA Service Member Family Leave;  Military Family Leave Act (Chapter 49.77 RCW);  Domestic violence leave (Chapter 49.76 RCW);  W/State Respecting Holidays of Faith and Conscience Act. 9.25.1 Requests for a leave of absence exceeding one quarter shall be made in writing to Human Resources provided that if an individual is incapable of requesting such leave, the administration will handle the matter with consideration given to the circumstances surrounding the situation. 9.25.2 The request for a leave of absence shall specify the reasons for such leave and appropriate documentation; provided that if sick leave benefits are to be claimed, per Article 8.5, the request shall include a written statement from a qualified health care provider justifying such claim. 9.25.3 Following receipt of the request, the faculty member shall submit the request and documentation to Human Resources for consideration. 9.25.4 Human Resources shall have final determination as to the award of such extraordinary leaves of absence. 9.25.5 Human Resources shall notify the individual in writing. 9.25.6 Prior to returning to service after a leave of absence, the individual shall submit a written statement from a qualified health care provider, as appropriate, certifying the individual’s ability to resume duties and responsibilities. Such statement shall be filed with Human Resources. Human Resources may request a second opinion regarding such return to service at its expense. 9.25.7 Following the receipt of such written statement, the individual shall be returned t...
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Unpaid Leave of Absence for Health or Protected Leave Purposes. The College will comply with all relevant federal and state leave laws, including those which provide unpaid leave of absences, where the full-time faculty member meets the eligibility requirements and has a qualifying condition or an eligible family member with a qualifying condition. 8.20.1 Leave without pay will be granted for the following: 8.20.1.1 Washington State Family and Medical Leave (FMLA) and federal FMLA. The Family Medical Leave Act (FMLA) assures eligible employees 12 weeks unpaid leave for a serious health condition that makes the employee unable to perform their job.; 8.20.1.2 Compensable work-related injury or illness under Washington State worker’s compensation law; 8.20.1.3 Pregnancy disability leave under Washington State law; 8.20.1.4 Temporary disability leave. The College will comply with all relevant reasonable accommodations laws and regulations. 8.20.1.5 Volunteer firefighting leave (RCW 49.12.460); 8.20.1.6 FMLA Service Member Family Leave; 8.20.1.7 Military Family Leave Act (Chapter 49.77 RCW); 8.20.1.8 W/State Respecting Holidays of Faith and Conscience Act. 8.20.2 Though the leaves under protected laws control, they are also captured in College Policy for process purposes and contacts with College personnel responsible for oversight are identified for assistance. The faculty member is responsible for providing information responsive to the College’s request and certification from the health care provider for the faculty member, faculty member’s family member or covered service member for the purpose of qualifying for applicable protected leaves. Such leaves of absence shall be governed by the following procedure: 8.20.2.1 Requests for a leave of absence exceeding one quarter shall be made in writing to Human Resources provided that if an individual is incapable of requesting such leave, the administration will handle the matter with consideration given to the circumstances surrounding the situation. 8.20.2.2 The request for a leave of absence shall specify the reasons for such leave and appropriate documentation; provided that if sick leave benefits are to be claimed, the request shall include a written statement from a qualified health care provider justifying such claim. 8.20.2.3 Following receipt of the request, the faculty member shall submit the request and documentation to Human Resources for consideration. 8.20.2.4 Human Resources shall have final determination as to the award of such extraordinary leaves of absence. ...
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Related to Unpaid Leave of Absence for Health or Protected Leave Purposes

  • Personal Leave of Absence The Administrator may grant a request for leave of absence for personal reasons without pay provided that he receives at least one (1) month's clear notice, in writing, unless impossible, and provided that such leave may be arranged without undue inconvenience to the normal operations of the Nursing Home. Employees when applying for such leave shall indicate the proposed date of departure and return. Such leave shall not be unreasonably withheld.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Educational Leave of Absence Leaves of absence may be granted up to six (6) months under the above provisions only if the course would be beneficial to both the University and the employee.

  • Return from Leave of Absence (a) Before a Nurse may return to work from a leave granted under Article 9.00, she or he must provide a minimum of four (4) weeks written notice of the specific date of his or her return to work, or such shorter time as mutually agreed. (b) Upon return from an approved Unpaid Leave of Absence, a Nurse shall be reinstated to her or his former position unless the position has been discontinued, in which case the Nurse shall be appointed to an equivalent position. (c) This clause requiring four (4) weeks written notice, does not apply to other leaves granted by an express provision of this Collective Agreement with different requirements for written notice.

  • General Leave of Absence a) Leave of absence without pay may be granted to employees for valid reasons as set out by Company policy. b) An employee on general leave of absence shall not accumulate sick leave credits, or earn vacation but shall retain the seniority, sick leave credits, and vacation credits earned prior to commencing leave of absence. c) Employees do not have the option of continuing their benefit coverage during the leave. d) Employees on leave of absence shall be required to apply for any extension.

  • Leave of Absence for Union Business ‌ Any elected or appointed officer of the Union shall, upon request and approval of the Employer, be granted a leave of absence without pay to attend to Union business, or the leave can be granted with pay if the Union agrees to pay the cost of the substitute.

  • Maternity Disability Leave Parental Leave

  • Personal Leaves of Absence SRD includes the time an employee is on "leave", if the employee is on a: • personal leave of absence with pay; or • personal leave of absence without pay which is less than 15 working days; or • personal leave of absence without pay which is more than 15 working days and which was started on or after April 15, 1993 -- only that portion which was taken during the period from April 15, 1993 to August 31, 1997. • prepaid leave of absence, under the enhanced leaves of absence policy dated April 16, 1993, greater than eight (8) weeks.

  • Union Leave of Absence 22:01 (a) The Employer shall grant leave of absence to employees to attend Union conventions, seminars, educational classes or other Union business. It is understood that the Union will not request leave of absence for more than four (4) full-time employees and three (3) part-time employees at any one time and the total leave of absence in any year shall be not more than an aggregate of thirty (30) working days for full- time employees and fifteen (15) working days for part- time employees. Longer leaves of absence will be approved at management’s discretion and will not be unreasonably withheld. Such leaves of absence shall not seriously disrupt the operations of the Home, and shall be requested as far in advance as possible, in writing to the Home Administrator, with a copy to the Human Resources Associate. It is further understood that the leave of absence shall be granted without pay and the Union shall be responsible for the payment of wages during the period of absence. (b) The parties agree the employer will continue the regular compensation for the employees on such leave, and the Union agrees to reimburse the Employer in a timely fashion for all costs associated with the compensation for the employees. The parties agree that the Employer is not liable for any WSIB claims that may arise while the employee is on union leave as described in 22.01 (a). 22:02 An employee who is elected or appointed to office in the Unifor, upon request and provision of six (6) weeks notice, shall be granted a leave of absence without loss of seniority and benefits for up to three (3) years. During such leaves of absence, salary and benefits shall be kept whole by the Employer and the Union agrees to reimburse the Employer for such salary and the Employers' contribution to said benefits. The employee agrees to notify the Employer of the employee's intention to return to work within four (4) weeks following termination of office for which the leave was granted. At the end of such leave, any employee hired or placed as a substitute for the employee on such absence, may be terminated or laid off by the Employer as required, or be transferred to the employee's previous position, if the substitution was a transfer. 22:03 Employees who are on leave of absence will not engage in gainful employment while on such leave and if an employee does engage in gainful employment while on such leave of absence they may forfeit all seniority rights and privileges contained in this Agreement. Ft&Pt 22:04 Employees on leave of absence under this Article shall continue to accumulate all rights and privileges under this Agreement.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

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