Disability Program. Eligibility and administration of disability benefits shall be pursuant to current Ohio Law and the Administrative Rules of the Department of Administrative Services except for the following modifications and clarifications:
Disability Program. Section 32.1. If an Employee becomes disabled and is unable to work, the employee shall provide the Employer with a doctor’s statement. At that time, the employee may elect to take a disability leave of absence. The Employer may, at that time, require that the employee undergo a confirmatory medical examination prior to granting or denying the disability leave request. All time spent in receiving said confirmatory medical examination shall be considered employed time, and said employee shall receive all contractual benefits, including but not limited to, meal and travel reimbursement and overtime for all hours outside of the normal workday. An employee granted a disability leave of absence shall be required to use all available sick leave until such sick leave is exhausted. After the employee has exhausted all available sick leave, the employee shall utilize all other forms of paid leave. Such period of absence will not exceed six (6) months in total for a full-time employee or three (3) months in total for a part- time employee. During the time the employee is on Disability Leave, the employee shall not accrue any paid leave time. If the full-time employee fails to return within the six (6) months and continues to be disabled, then he/she will be placed on the Agency layoff list with return rights for a period of one (1) year from the date of placement on the layoff list. If the individual applies for a vacancy, she/he will be considered for the vacancy in accordance with Section 10. 4(A)-(B). Where the reason for the disability leave constitutes a qualifying reason for leave as defined in the “Family and Medical Leave Act” (FMLA), time off under this article shall run concurrently with any entitlement to FMLA.
Disability Program. If immediately before the promotion the employee was covered by the County LTD program, the employee will have the same LTD coverage in this unit, rather than coverage under the pension plan non-duty disability provisions and Section 11.2 of this Agreement.
Disability Program. Section I. The VILLAGE shall provide a Long Term Disability Program. It shall be substantially equivalent to the policy in effect on the effective date of this AGREEMENT. The VILLAGE reserves the right to change the policy or the carrier provided there is no reduction in the benefits currently provided and as long as any proposed change is reviewed by the UNION and the VILLAGE before any change is affected.
Disability Program. EMPLOYEE agrees to pay the cost of membership in the CITY-approved short-term/ long-term disability insurance program. EMPLOYEE agrees that such premiums will be paid with after-tax dollars in order to maintain the tax- free benefit status to both the CITY and EMPLOYEE in the event benefits are paid. It is agreed between the Parties that in the event of disability, EMPLOYEE shall enjoy all the rights and privileges to which EMPLOYEE is entitled under state and federal law.
Disability Program. The Employer will continue to provide at the employee’s cost a short-term and long-term Disability Program through payroll deduction.
Disability Program. The Employer shall provide a Long-Term Disability Program, which shall be equivalent to the policy in effect on June 30, 1977.
Disability Program. The College shall provide, at no expense to the employee, a temporary disability income plan for faculty members who are absent from work during the Fall or Spring semesters due to prolonged serious illness/injury. This program is offered as a substitute for participation in the New Jersey Disability program. The terms of the College program will be no less than those of the New Jersey Disability program. Disability is defined as an absence from work, due to sickness or injury, not caused by the faculty member’s job. The maximum amount of disability leave is twenty-six (26) calendar weeks. The faculty member must be disabled a minimum of seven (7) calendar days before disability leave can begin. Any available sick leave must be used prior to being placed on a disability leave of absence. The faculty member will be required to complete and submit a NJ State Disability Form prior to approval for disability leave. Disability payments shall cease when the faculty member returns to work, or the faculty member leaves employment with the College, or the faculty member qualifies for permanent disability under the New Jersey Division of Pensions, or the disability benefit is exhausted. Faculty members must submit medical verification of their ability to perform the essential functions of their position prior to returning to work in accordance with the Americans with Disabilities Act. Any requests for accommodations must be submitted to the Director of Human Resources at least three (3) days prior to the recommended return to work date. For faculty members unable to return to work after 26 weeks of temporary disability leave, a long-term disability (LTD) leave may be available through the New Jersey Division of Pensions. Additional information is available in the Human Resources Department.
Disability Program. The Panel finds that, by reforming the disability pro- gram for employees represented by the FOP in the same manner as provided in the agreements negotiat- ed between the City and the AFSCME unions, the City may achieve substantial savings without significantly disrupting the basic benefits available to employees who incur injuries or illnesses. These reforms are intended to reduce the amount of disability pay to a level commensurate with an employee’s pre-injury net salary and to eliminate abuses of the present system. The City shall amend Civil Service Regulation 32 and the Pension Ordinance to conform to this Award.
Disability Program. 34.1: The Township shall provide the Long-Term Disability Benefit program, existing as of December 15, 1989, and provided for in Policy No. C-0214 (as amended April 1, 1992, L-0053), or equivalent. The maximum monthly benefit cap shall be $5,000.
