Common use of Continuous leave Clause in Contracts

Continuous leave. 2 In the event of a continuous leave of absence without pay in 3 excess of any legal requirement of the FMLA or OFLA, the County may require from 4 the employee’s physician, and/or arrange for the employee to see a physician 5 selected by the County to examine the employee and provide a statement of the 6 disability, current condition, and the anticipated length of current absence. If the 7 County requires the employee to see a physician it has selected, it will pay the costs. 8 If deemed necessary by the County, such an examination shall be repeated every 9 thirty days. If management determines that continued leave would not be in the best 10 interest of the County, then any resulting termination would be subject to review 11 under the just cause standard as to the reasonableness of this determination. 12 Following six months of leave without pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, any extension of the leave shall be deemed permissive on the 14 part of the County and if the employee’s leave is not extended, and the employee 15 does not return to work, the employee will be deemed to have resigned.

Continuous leave. 2 In the event of a continuous leave of absence 5 without pay in 3 excess of any legal requirement of the FMLA or OFLA, the County may 6 require from 4 the employee’s physician, and/or arrange for the employee to see a 7 physician 5 selected by the County to examine the employee and provide a statement of 8 the 6 disability, current condition, and the anticipated length of current absence. If the 7 9 County requires the employee to see a physician it has selected, it will pay the costs. 8 If 10 deemed necessary by the County, such an examination shall be repeated every 9 thirty 11 (30) days. If management determines that continued leave would not be in the best 10 12 interest of the County, then any resulting termination would be subject to review 11 under 13 the just cause standard as to the reasonableness of this determination. 12 Following six 14 (6) months of leave without pay, to include time spent on unpaid FMLA 13 and/or OFLA 15 leave, any extension of the leave shall be deemed permissive on the 14 part of the County 16 and if the employee’s leave is not extended, and the employee 15 does not return to work, 17 the employee will be deemed to have resigned.

Continuous leave. 2 In the event of a continuous leave of absence without pay in 3 excess of any legal requirement of the FMLA or OFLA, the County may require from 4 the employee’s physician, and/or arrange for the employee to see a physician 5 selected by the County to examine the employee and provide a statement of the 6 disability, current condition, and the anticipated length of current absence. If the 7 County requires the employee to see a physician it has selected, it will pay the costs. 8 If deemed necessary by the County, such an examination shall be repeated every 9 thirty (30) days. If management determines that continued leave would not be in the best 10 interest of the County, then any resulting termination would be subject to review 11 under the just cause standard as to the reasonableness of this determination. 12 Following six (6) months of leave without pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, any extension of the leave shall be deemed permissive on the 14 part of the County and if the employee’s leave is not extended, and the employee 15 does not return to work, the employee will be deemed to have resigned.

Continuous leave. 2 34 In the event of a continuous leave of absence without pay in 3 35 excess of any legal requirement of the FMLA or OFLA, the County may require from 4 the 36 employee’s physician, and/or arrange for the employee to see a physician 5 selected by the 37 County to examine the employee and provide a statement of the 6 disability, current 38 condition, and the anticipated length of current absence. If the 7 County requires the 39 employee to see a physician it has selected, it will pay the costs. 8 If deemed necessary by 40 the County, such an examination shall be repeated every 9 thirty (30) days. If management 41 determines that continued leave would not be in the best 10 interest of the County, then any 42 resulting termination would be subject to review 11 under the just cause standard as to the 1 reasonableness of this determination. 12 Following six (6) months of leave without pay, to 2 include time spent on unpaid FMLA 13 and/or OFLA leave, any extension of the leave shall 3 be deemed permissive on the 14 part of the County and if the employee’s leave is not 4 extended, and the employee 15 does not return to work, the employee will be deemed to 5 have resigned.

Continuous leave. 2 15 In the event of a continuous leave of absence without pay in 3 16 excess of any legal requirement of the FMLA or OFLA, the County may require from 4 17 the employee’s physician, and/or arrange for the employee to see a physician 5 18 selected by the County to examine the employee and provide a statement of the 6 19 disability, current condition, and the anticipated length of current absence. If the 7 20 County requires the employee to see a physician it has selected, it will pay the costs. 8 21 If deemed necessary by the County, such an examination shall be repeated every 9 22 thirty days. If management determines that continued leave would not be in the best 10 23 interest of the County, then any resulting termination would be subject to review 11 24 under the just cause standard as to the reasonableness of this determination. 12 25 Following six months of leave without pay, to include time spent on unpaid FMLA 13 26 and/or OFLA leave, any extension of the leave shall be deemed permissive on the 14 27 part of the County and if the employee’s leave is not extended, and the employee 15 28 does not return to work, the employee will be deemed to have resigned.

Continuous leave. 2 In the event of a continuous leave of absence 29 without pay in 3 excess of any legal requirement of the FMLA or OFLA, the County may 30 require from 4 the employee’s physician, and/or arrange for the employee to see a 31 physician 5 selected by the County to examine the employee and provide a statement of 1 the 6 disability, current condition, and the anticipated length of current absence. If the 7 2 County requires the employee to see a physician it has selected, it will pay the costs. 8 If 3 deemed necessary by the County, such an examination shall be repeated every 9 thirty 4 (30) days. If management determines that continued leave would not be in the best 10 5 interest of the County, then any resulting termination would be subject to review 11 under 6 the just cause standard as to the reasonableness of this determination. 12 Following six (6) 7 months of leave without pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, 8 any extension of the leave shall be deemed permissive on the 14 part of the County and if 9 the employee’s leave is not extended, and the employee 15 does not return to work, the 10 employee will be deemed to have resigned.

Continuous leave. 2 In the event of a continuous leave of absence 29 without pay in 3 excess of any legal requirement of the FMLA or OFLA, the County may 30 require from 4 the employee’s physician, and/or arrange for the employee to see a x 31 physician 5 selected by the County to examine the employee and provide a statement of 1 the 6 disability, current condition, and the anticipated length of current absence. If the 7 2 County requires the employee to see a physician it has selected, it will pay the costs. 8 If 3 deemed necessary by the County, such an examination shall be repeated every 9 thirty 4 (30) days. If management determines that continued leave would not be in the best 10 5 interest of the County, then any resulting termination would be subject to review 11 under 6 the just cause standard as to the reasonableness of this determination. 12 Following six (6) 7 months of leave without pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, 8 any extension of the leave shall be deemed permissive on the 14 part of the County and if 9 the employee’s leave is not extended, and the employee 15 does not return to work, the 10 employee will be deemed to have resigned.

Continuous leave. 2 In the event of a continuous leave of absence 8 without pay in 3 excess of any legal requirement of the FMLA or OFLA, the County may 9 require from 4 the employee’s physicianHCP, and/or arrange for the employee to see a physician 5 HCP 10 selected by the County to examine the employee and provide a statement of the 6 11 disability, current condition, and the anticipated length of current absence. If the 7 County 12 requires the employee to see a physician HCP it has selected, it will pay the costs. 8 If deemed 13 necessary by the County, such an examination shall be repeated every 9 thirty (30) days. 14 If management determines that continued leave would not be in the best 10 interest of the 15 County, then any resulting termination would be subject to review 11 under the just cause 16 standard as to the reasonableness of this determination. 12 Following six (6) months of 17 leave without pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, any 18 extension of the leave shall be deemed permissive on the 14 part of the County and if the 19 employee’s leave is not extended, and the employee 15 does not return to work, the 20 employee will be deemed to have resigned.

Continuous leave. 2 9 In the event of a continuous leave of absence without pay in 3 10 excess of any legal requirement of the FMLA or OFLA, the County may require 11 from 4 the employee’s physician, and/or arrange for the employee to see a physician 5 12 selected by the County to examine the employee and provide a statement of the 6 13 disability, current condition, and the anticipated length of current absence. If the 7 14 County requires the employee to see a physician it has selected, it will pay the 15 costs. 8 If deemed necessary by the County, such an examination shall be repeated 16 every 9 thirty (30) days. If management determines that continued leave would not 17 be in the best 10 interest of the County, then any resulting termination would be 18 subject to review 11 under the just cause standard as to the reasonableness of this 19 determination. 12 Following six (6) months of leave without pay, to include time spent 20 on unpaid FMLA 13 and/or OFLA leave, any extension of the leave shall be deemed 21 permissive on the 14 part of the County and if the employee’s leave is not extended, 22 and the employee 15 does not return to work, the employee will be deemed to have 23 resigned.

Continuous leave. 2 17 In the event of a continuous leave of absence without pay in 3 18 excess of any legal requirement of the FMLA or OFLA, the County may require from 4 19 the employee’s physician, and/or arrange for the employee to see a physician 5 20 selected by the County to examine the employee and provide a statement of the 6 21 disability, current condition, and the anticipated length of current absence. If the 7 22 County requires the employee to see a physician it has selected, it will pay the costs. 8 23 If deemed necessary by the County, such an examination shall be repeated every 9 24 thirty days. If management determines that continued leave would not be in the best 10 25 interest of the County, then any resulting termination would be subject to review 11 26 under the just cause standard as to the reasonableness of this determination. 12 27 Following six months of leave without pay, to include time spent on unpaid FMLA 13 28 and/or OFLA leave, any extension of the leave shall be deemed permissive on the 14 29 part of the County and if the employee’s leave is not extended, and the employee 15 30 does not return to work, the employee will be deemed to have resigned.

Continuous leave. 2 11 In the event of a continuous leave of absence without pay in 3 excess 12 of any legal requirement of the FMLA or OFLA, the County may require from 4 the 13 employee’s physician, and/or arrange for the employee to see a physician 5 selected 14 by the County to examine the employee and provide a statement of the 6 disability, 15 current condition, and the anticipated length of current absence. If the 7 County 16 requires the employee to see a physician it has selected, it will pay the costs. 8 If 17 deemed necessary by the County, such an examination shall be repeated every 9 18 thirty days. If management determines that continued leave would not be in the 19 best 10 interest of the County, then any resulting termination would be subject to 20 review 11 under the just cause standard as to the reasonableness of this 21 determination. 12 Following six months of leave without pay, to include time spent on 22 unpaid FMLA 13 and/or OFLA leave, any extension of the leave shall be deemed 23 permissive on the 14 part of the County and if the employee’s leave is not extended, 24 and the employee 15 does not return to work, the employee will be deemed to have 25 resigned.

Continuous leave. 2 26 In the event of a continuous leave of absence without pay in 3 27 excess of any legal requirement of the FMLA or OFLA, the County may require from 4 28 the employee’s physician, and/or arrange for the employee to see a physician 5 29 selected by the County to examine the employee and provide a statement of the 6 30 disability, current condition, and the anticipated length of current absence. If the 7 31 County requires the employee to see a physician it has selected, it will pay the costs. 8 1 If deemed necessary by the County, such an examination shall be repeated every 9 2 thirty days. If management determines that continued leave would not be in the best 10 3 interest of the County, then any resulting termination would be subject to review 11 4 under the just cause standard as to the reasonableness of this determination. 12 5 Following six months of leave without pay, to include time spent on unpaid FMLA 13 6 and/or OFLA leave, any extension of the leave shall be deemed permissive on the 14 7 part of the County and if the employee’s leave is not extended, and the employee 15 8 does not return to work, the employee will be deemed to have resigned.

Continuous leave. 2 6 In the event of a continuous leave of absence without pay in 3 excess 7 of any legal requirement of the FMLA or OFLA, the County may require from 4 the 8 employee’s physician, and/or arrange for the employee to see a physician 5 selected by 9 the County to examine the employee and provide a statement of the 6 disability, current 10 condition, and the anticipated length of current absence. If the 7 County requires the 11 employee to see a physician it has selected, it will pay the costs. 8 If deemed necessary 12 by the County, such an examination shall be repeated every 9 thirty (30) days. If 13 management determines that continued leave would not be in the best 10 interest of the 14 County, then any resulting termination would be subject to review 11 under the just cause 15 standard as to the reasonableness of this determination. 12 Following six (6) months of 16 leave without pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, any 17 extension of the leave shall be deemed permissive on the 14 part of the County and if the 18 employee’s leave is not extended, and the employee 15 does not return to work, the 19 employee will be deemed to have resigned.

Continuous leave. 2 34 In the event of a continuous leave of absence without pay in 3 35 excess of any legal requirement of the FMLA or OFLA, the County may require from 4 the 36 employee’s physician, and/or arrange for the employee to see a physician 5 selected by the 37 County to examine the employee and provide a statement of the 6 disability, current 38 condition, and the anticipated length of current absence. If the 7 County requires the 39 employee to see a physician it has selected, it will pay the costs. 8 If deemed necessary by 40 the County, such an examination shall be repeated every 9 thirty (30) days. If management 41 determines that continued leave would not be in the best 10 interest of the County, then any 42 resulting termination would be subject to review 11 under the just cause standard as to the ARTICLE 9, SICK LEAVE, FITNESS FOR DUTY AND DISABILITY INSURANCE 1 reasonableness of this determination. 12 Following six (6) months of leave without pay, to 2 include time spent on unpaid FMLA 13 and/or OFLA leave, any extension of the leave shall 3 be deemed permissive on the 14 part of the County and if the employee’s leave is not 4 extended, and the employee 15 does not return to work, the employee will be deemed to 5 have resigned.

Continuous leave. 2 12 In the event of a continuous leave of absence without pay in 3 13 excess of any legal requirement of the FMLA or OFLA, the County may require 14 from 4 the employee’s physician, and/or arrange for the employee to see a physician 5 15 selected by the County to examine the employee and provide a statement of the 6 16 disability, current condition, and the anticipated length of current absence. If the 7 17 County requires the employee to see a physician it has selected, it will pay the 18 costs. 8 If deemed necessary by the County, such an examination shall be repeated 19 every 9 thirty (30) days. If management determines that continued leave would not 20 be in the best 10 interest of the County, then any resulting termination would be 21 subject to review 11 under the just cause standard as to the reasonableness of this 22 determination. 12 Following six (6) months of leave without pay, to include time spent 23 on unpaid FMLA 13 and/or OFLA leave, any extension of the leave shall be deemed 24 permissive on the 14 part of the County and if the employee’s leave is not extended, 25 and the employee 15 does not return to work, the employee will be deemed to have 26 resigned.. 27

Continuous leave. 2 1 In the event of a continuous leave of absence without County pay in 3 2 excess of any legal requirement of the FMLA or FMLA, OFLA, Paid Leave Oregon or WA PFML, the 3 County may require from 4 the employee’s physician, and/or arrange for the employee to see a 4 physician 5 selected by the County to examine the employee and provide a statement of the 6 5 disability, current condition, and the anticipated length of current absence. If the 7 County 6 requires the employee to see a physician it has selected, it will pay the costs. 8 If deemed 7 necessary by the County, such an examination shall be repeated every 9 thirty (30) days. If 8 management determines that continued leave would not be in the best 10 interest of the County, 9 then any resulting termination would be subject to review 11 under the just cause standard as to 10 the reasonableness of this determination. 12 Following six (6) months of leave without County 11 pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, any extension of the leave shall 12 be deemed permissive on the 14 part of the County and if the employee’s leave is not extended, 13 and the employee 15 does not return to work, the employee will be deemed to have resigned.

Continuous leave. 2 In the event of a continuous leave of absence without pay in 3 excess 7 of any legal requirement of the FMLA or OFLA, the County may require from 4 the employee’s physicianHCP, and/or 8 arrange for the employee to see a physician 5 HCP selected by the County to examine the employee and provide a 9 statement of the 6 disability, current condition, and the anticipated length of current absence. If the 7 County 10 requires the employee to see a physician HCP it has selected, it will pay the costs. 8 If deemed necessary by the County, 11 such an examination shall be repeated every 9 thirty (30) days. If management determines that continued leave 12 would not be in the best 10 interest of the County, then any resulting termination would be subject to review 11 under 13 the just cause standard as to the reasonableness of this determination. 12 Following six (6) months of leave without 14 pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, any extension of the leave shall be deemed 15 permissive on the 14 part of the County and if the employee’s leave is not extended, and the employee 15 does not 16 return to work, the employee will be deemed to have resigned.. 17

Continuous leave. 2 20 In the event of a continuous leave of absence without pay in 3 21 excess of any legal requirement of the FMLA or OFLA, the County may require from 4 22 the employee’s physician, and/or arrange for the employee to see a physician 5 selected 23 by the County to examine the employee and provide a statement of the 6 disability, 24 current condition, and the anticipated length of current absence. If the 7 County requires 25 the employee to see a physician it has selected, it will pay the costs. 8 If deemed 26 necessary by the County, such an examination shall be repeated every 9 thirty (30) days. 27 If management determines that continued leave would not be in the best 10 interest of the 28 County, then any resulting termination would be subject to review 11 under the just cause 29 standard as to the reasonableness of this determination. 12 Following six (6) months of 30 leave without pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, any 31 extension of the leave shall be deemed permissive on the 14 part of the County and if the 1 employee’s leave is not extended, and the employee 15 does not return to work, the 2 employee will be deemed to have resigned.

Continuous leave. 2 7 In the event of a continuous leave of absence without pay in 3 excess 8 of any legal requirement of the FMLA or OFLA, the County may require from 4 the 9 employee’s physician, and/or arrange for the employee to see a physician 5 selected by 10 the County to examine the employee and provide a statement of the 6 disability, current 11 condition, and the anticipated length of current absence. If the 7 County requires the 12 employee to see a physician it has selected, it will pay the costs. 8 If deemed necessary 13 by the County, such an examination shall be repeated every 9 thirty (30) days. If 14 management determines that continued leave would not be in the best 10 interest of the 15 County, then any resulting termination would be subject to review 11 under the just cause 16 standard as to the reasonableness of this determination. 12 Following six (6) months of 17 leave without pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, any 18 extension of the leave shall be deemed permissive on the 14 part of the County and if the 19 employee’s leave is not extended, and the employee 15 does not return to work, the 20 employee will be deemed to have resigned.

Continuous leave. 2 In the event of a continuous leave of absence without pay in 3 excess of any legal requirement of the FMLA or OFLA, the County may require from 4 the employee’s physicianHCP, and/or arrange for the employee to see a physician 5 HCP selected by the County to examine the employee and provide a statement of the 6 disability, current condition, and the anticipated length of current absence. If the 7 County requires the employee to see a physician HCP it has selected, it will pay the costs. 8 If deemed necessary by the County, such an examination shall be repeated every 9 thirty (30) days. If management determines that continued leave would not be in the best 10 interest of the County, then any resulting termination would be subject to review 11 under the just cause standard as to the reasonableness of this determination. 12 Following six (6) months of leave without pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, any extension of the leave shall be deemed permissive on the 14 part of the County and if the employee’s leave is not extended, and the employee 15 does not return to work, the employee will be deemed to have resigned.