Section 9.6.1. 4 In the event that an employee is named as a co-defendant or witness for the District in a suit 5 brought against the District or a person or entity other than the employee bargaining group, and 7 compensated at the employee’s regular hourly rate.
Section 9.6.1. 14 An employee displaced from a position where there are two (2) or more individuals with a 15 specific job title shall be assigned to replace the most junior person with that specific job title 16 with the same number of hours unless he/she happens to be the most junior person with that 17 specific job title. If the employee bumped is not the most junior person in the compensation 18 level, he/she shall be assigned to replace the most junior person holding a position in the same 19 compensation level. The individual who is then bumped into layoff status pursuant to this 20 section shall be placed on a reemployment list maintained by the District provided that such
Section 9.6.1. 10 Current bargaining unit applicants will be given full consideration regarding all of their 11 qualifications for a vacant position before the District decides to consider hiring an applicant 12 from outside the bargaining unit. A person hired from outside the bargaining unit must have
Section 9.6.1. 39 Upon written application to and consideration by the District, such leave may be granted by the 40 School Board for the period of actual illness or injury up to twelve (12) months. If additional 41 time is desired, written application must be made to the District and up to six (6) additional 42 months may be granted at the discretion of the School Board. An employee who has been on 43 protracted illness leave for more than twelve (12) months shall provide written intent to return to 2 returning, the employee shall be returned to the same or a comparable position to the one they
Section 9.6.1. 32 Upon written application to and consideration by the District, such leave may be granted by 33 the School Board for the period of actual illness or injury up to twelve (12) months. If 34 additional time is desired, written application must be made to the District and up to six (6) 35 additional months may be granted at the discretion of the School Board. An employee who 36 has been on protracted illness leave for more than twelve (12) months shall give ten (10) 37 days notice in writing of intent to return to work. An employee who has been off less than 38 six (6) months shall give ten (10) days notice of intent to return to work. Before the 39 employee may return to work, he/she shall have his/her fitness to return to work certified in 40 writing by the attending physician, subject to District-paid review by a second physician if 41 the District so desires. Upon returning, the employee shall be returned to the same or a 42 comparable position to the one he or she held, unless the position has been abolished or a 43 general reduction in force has placed a more senior employee in the position. In those 44 cases, the employee shall be returned to as equivalent a position as possible without 45 violating terms of Article X.
Section 9.6.1. 12 The District may not lay off senior employees before junior employees in any general job 13 classification unless the junior employee possesses substantially greater ability and performance
Section 9.6.1. 7 The leave of absence shall be for a specific period of time and the employee shall not be 8 employed during the leave. The employee may return earlier than the designated return time at 9 the sole discretion of the school district.
Section 9.6.1. 34 The employee with the earliest hire date has preferential rights to temporary hours taking place 35 during school vacation periods (Holiday, Spring, and Summer) in the current or different job title; 36 provided, however, that the senior employee has the minimum qualification(s) for the job(s) in 37 question.
Section 9.6.1. In the event that an employee is a party in a court action, such employee shall be granted a 47 leave of absence upon request. 2 Section 9.7. Leave of Absence. Upon recommendation of the immediate supervisor through 3 administrative channels to the Superintendent, and upon approval of the Board of Directors, an employee 4 may be granted a leave of absence for a period not to exceed one (1) year; provided, however, if such leave 5 is granted due to extended illness, one (1) additional year may be granted. When an employee is on a 6 leave of absence for a period of three (3) or more months, the Human Resources office will send him/her a 7 letter via registered mail within a month of the termination of that leave requesting whether or not the 8 employee plans to return, retire, or ask for an extension. It is expected that the employee return said 9 questionnaire within two (2) weeks of the request. If the employee does not return the questionnaire or 10 contact the Human Resources office with the answer to the questionnaire within the two-(2) week 11 timeframe, it is assumed that the employee is not planning on returning therefore forfeiting all seniority 12 rights and a letter to that effect will be sent to the employee.
Section 9.6.1. 11 In the event that an employee is a party in a court action, such employee shall be granted a 12 leave of absence upon request.
