Employee Medical. A bargaining unit member whose absence due to a serious health condition exceeds accrued sick leave and is not eligible to receive FMLA leave may take Employee Medical Leave Without Pay for up to twelve (12) weeks less any accrued sick leave used, unless otherwise required by law. The University may require medical certification and/or a second or third opinion (see Section 15.1(H)) to support a leave of this type. When a bargaining unit member uses Employee Medical Leave Without Pay to receive inpatient or outpatient treatment from a medical provider, or to visit a doctor, dentist or other medical provider, he/she shall provide to the Chief Human Resources Officer or his/her designee written verification of the visit in order for the Employee Medical Leave Without Pay to be approved. Whenever possible, the bargaining unit member will inform the department head one (1) week in advance of such scheduled visits. If the University receives within the period of either FMLA leave or Employee Medical Leave Without Pay medical evidence from its physician and/or the bargaining unit member's physician that indicates the bargaining unit member is expected to be able to substantially and materially perform his/her duties by a specified date that is no later than one (1) year from the last day on the job, a request for extension of Medical Leave Without Pay will be considered.
Employee Medical. A bargaining unit member whose absence due to a serious health condition exceeds accrued sick leave and is not eligible to receive FMLA leave may take Employee Medical Leave Without Pay for up to twelve (12) weeks less any accrued sick leave used, unless otherwise required by law. The University may require medical certification and/or a second or third opinion (see Section 15.1 (G)) to support this type of leave. When a bargaining unit member uses Employee Medical Leave Without Pay to receive inpatient or outpatient treatment from a medical provider, or to visit a doctor, dentist or other medical provider, they shall provide to the Chief Human Resources Officer or their designee written verification of the visit in order for the Employee Medical Leave Without Pay to be approved. Whenever possible, the bargaining unit member will inform the department head one (1) week in advance of such scheduled visits. If the University receives within the period of Employee Medical Leave Without Pay medical evidence from its physician and/or the bargaining unit member's physician that indicates the bargaining unit member is expected to be able to substantially and materially perform their duties by a specified date that is no later than one (1) year from the last day on the job, a request for extension of Medical Leave Without Pay will be considered.
Employee Medical. For the employee’s own serious health condition, if the condition renders the employee unable to perform the employee’s essential job functions.
Employee Medical. A bargaining unit member whose absence due to a serious health condition exceeds accrued sick leave and is not eligible to receive FMLA leave may take Employee Medical Leave Without Pay for up to twelve (12) weeks. The University may require medical certification and/or a second or third opinion (see Section 15.1 (F)) to support this type of leave. When a bargaining unit member uses Employee Medical Leave Without Pay to receive inpatient or outpatient treatment from a medical provider, or to visit a doctor, dentist or other medical provider, they shall provide to the Chief Human Resources Officer or their designee written verification of the visit in order for the Employee Medical Leave Without Pay to be approved. Whenever possible, the bargaining unit member will inform the department head one (1) week in advance of such scheduled visits. If the University receives within the period of Employee Medical Leave Without Pay medical evidence from its physician and/or the bargaining unit member's physician that indicates the bargaining unit member is expected to be able to substantially and materially perform their duties by a specified date that is no later than one (1) year from the last day on the job, a request for extension of Medical Leave Without Pay will be considered.
Employee Medical. A bargaining unit member whose absence due to a serious health condition exceeds accrued sick leave and is not eligible to receive FMLA leave may take Employee Medical Leave Without Pay for up to twelve (12) weeks less any accrued sick leave used, unless otherwise required by law. The University may require medical certification and/or a second or third opinion (see Section 15.1 (G)) to support this type ofa leave of this type. When a bargaining unit member uses Employee Medical Leave Without Pay to receive inpatient or outpatient treatment from a medical provider, or to visit a doctor, dentist or other medical provider, theyhe/she shall provide to the Chief Human Resources Officer or theirhis/her designee written verification of the visit in order for the Employee Medical Leave Without Pay to be approved. Whenever possible, the bargaining unit member will inform the department head one (1) week in advance of such scheduled visits. If the University receives within the period of either FMLA leave or Employee Medical Leave Without Pay medical evidence from its physician and/or the bargaining unit member's physician that indicates the bargaining unit member is expected to be able to substantially and materially perform theirhis/her duties by a specified date that is no later than one (1) year from the last day on the job, a request for extension of Medical Leave Without Pay will be considered.
Employee Medical. The City shall provide full family coverage for all employees through Michigan Blue Cross/Blue Shield Community Blue PPO Plan 12 upgraded to Plan 1 through the utilization of a third party administration like Employee Health Insurance Management, Inc. (EHIM). In addition, the Master Medical and Prescription Drug Program with a $10 (generic)/$20 (DAW) Co-Pay shall be included and the City shall pay all premium costs for such coverage. Employees may, at their option, carry the traditional coverage by paying the difference in the monthly premiums between the Community Blue PPO Plan 12 as upgraded and traditional plan through payroll deduction. This selection can be made on an annual basis during our re-opening date. From date hereof, the City shall also provide said coverage under the traditional plan for disability retires under Section 14 of the City Charter. The City shall offer hospitalization/medical coverage through Blue Cross/Blue Shield Health Maintenance Organization (HMO) with a $10 (generic)/$20 (DAW) Prescription Co-Pay at City cost in lieu of the hospitalization insurance provided herein. If an employee selects the option of a provided HMO, it will be deemed that the City has fulfilled its obligation under this section. Once an employee has selected an offered hospitalization/medical coverage option, no change can be made until the next re- opening date. The City shall provide hospitalization coverage for the family of an employee killed in the line of duty until the spouse remarries. The City is not obligated to provide duplicate coverage if equivalent insurance is provided by a national or state health insurance plan. The City shall be permitted to investigate more cost effective alternative health insurance carriers and/or coverage provided that shall be no change in carriers or health insurance coverage unless mutually agreed to in writing by the City and the Union. It is understood that legislation at a federal or state level could mandate greater or lesser benefits and the employer has no control over any such mandates. In the event the employer does not elect the “opt out” model under P.A. 152 and requires the employee to pay a portion of health care costs, then the employee shall be eligible to receive a portion of any annual rebates or refunds of Blue Cross premiums. A formula agreed upon by the Union and the employer shall be used to calculate the portions due.
Employee Medical. 1. The City agrees to pay the Northwest Fire Fighters Benefits Trust (NWFFT) 95% of the cost of the lowest base premium for employees enrolled with NWFFT $1,500 Deductible Plan medical and vision premiums for the employee on a monthly basis. Costs for dependent coverage shall be shared as called for in Article 9-D.
