Return to Active Employment. 1. At the conclusion of a leave of absence, an employee eligible to return will be placed in the employee’s former position provided the position is vacant and the University determines a need to fill the position or if a temporary employee is filling such a position.
Return to Active Employment. Upon return from sick leave, the employee shall be returned to his/her former position if available or to a substantially similar position for which the employee is qualified, and shall be placed at the same position on the salary schedule as if the employee had been in actual service to the district during such leave. ―Substantially similar‖ as used above shall mean positions requiring the same certification as the former position.
Return to Active Employment. A member of the bargaining unit on the recall list will, upon acceptance of the notification to resume active employment status, return to active employment status with the same seniority, accumulation of sick leave, and salary schedule placement and benefits at the same level in accordance with the contract in effect at the time of recall.
Return to Active Employment. 8.3(b)(1) It is a mutual objective of the Company and the Union that laid- off employees who have not been determined ineligible under Section 8.3(b)(3), be recalled to active employment in approximate reverse order of layoff. Accordingly, employees on file for recall pursuant to Section 8.3(b)(3) will be offered return to active employment within the applicable job classification in reverse order of layoff, prior to workforce additions from sources external to the Company, subject to the following limitations:
Return to Active Employment. Upon return to active employment from a leave of absence, the teacher shall advance on the salary schedule based on days worked. If a teacher works less than forty-five (45) days in the school year, no longevity credit shall be given for the year and the teacher shall not advance on the salary schedule. For those who work forty-five (45) days or more, but less than one hundred twenty (120) days, one half of a year's longevity credit shall be granted. Those teachers working one hundred twenty (120) days or more shall be granted a full year of longevity credit.
Return to Active Employment. If in the Company’s sole discretion business conditions warrant the hiring of one or more bargaining unit members following a workforce reduction, the Company will use the following rules in recalling to employment bargaining unit members who were laid off. Laid off bargaining unit members will retain recall rights for (four) 4 years following the effective dates of their respective layoffs. Such an employee will lose recall rights if he or she has failed to comply with written instructions to provide periodic notification to the Company indicating a desire to return to employment. Notices of recall will normally be sent by certified mail. Recalls will be made in reverse order of layoff. The Company may bypass an individual otherwise in line for recall if, based on reasonable business considerations, such individual does not possess the qualifications the Company deems necessary to accomplish the Company’s current and future business. The Company will advise the Union when and why such a determination has been made.
Return to Active Employment. The Bargaining Unit Member shall have the right to return to active employment immediately upon return from active duty or at any time thereafter up to the start of the school year immediately following the end of his/her period of active duty. The Bargaining Unit Member shall return to his/her former position, or to a position that they are highly qualified and certified for with equivalent employment benefits, pay and conditions of employment. The Bargaining Unit Member shall have the right to bump any Bargaining Unit Member with less seniority in a position for which the returning Bargaining Unit Member is highly qualified and certified for.
Return to Active Employment. If in the Company’s sole discretion 19 business conditions warrant the hiring of one or more bargaining unit members 20 following a workforce reduction, the Company will use the following rules in recalling 21 to employment bargaining unit members who were laid off. Laid off bargaining unit 22 members will retain recall rights for (four) 4 years following the effective dates of 23 their respective layoffs. Such an employee will lose recall rights if he or she has failed 24 to comply with written instructions to provide periodic notification to the Company 25 indicating a desire to return to employment. Notices of recall will normally be sent by 26 certified mail. Recalls will be made in reverse order of layoff. The Company may bypass 27 an individual otherwise in line for recall if, based on reasonable business considerations, 28 such individual does not possess the qualifications the Company deems necessary to 29 accomplish the Company’s current and future business. The Company will advise the 30 Union when and why such a determination has been made. 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 1 ARTICLE 4 2 COMPENSATION
Return to Active Employment. 157 Return to active employment prior to the expiration of any leave of absence, or any extension, shall be at the option of the Employer. The Employer, at its option and without cost to the employee, may require that a physician or physicians of its choosing examine the employee before returning him/her to active employment. An employee returning from a leave of absence will be placed in his/her former classification or equivalent classification unless the Employer's or the employee's circumstances have so changed as to make it impossible or unreasonable to do so. In such event the employee will be placed in an equivalent classification or other as the circumstances dictate.
Return to Active Employment. In order to be eligible to return to active employment, an employee returning from an illness or disability leave of absence must provide a statement from the employee's physician releasing the employee to return to work to Human Resources prior to reporting to duty.
