Employee Medical Leave. The Employer may require an employee who is unable to work due to illness or injury to provide a Gateway Employee Medical Form, from:
Employee Medical Leave. A. The Employer will upon timely written application therefore grant written medical leave of absence without pay to regular employees for pregnancy or recovery from bona fide incapacitation due to non-occupational or occupational illness or injury resulting from a serious health condition lasting longer than three (3) consecutive days as evidenced by satisfactory medical proof. Such leave shall be granted for up to ninety (90) days and shall medically justifiable reasons. During any such period of unpaid medical leave of absence, the employee will be eligible to maintain existing health care plan coverage, provided he contributes the amounts required of other employees actively at work during the same period.
Employee Medical Leave. A leave of absence without pay shall be granted to an employee In the case of illness or physical disability, rendering the employee unable to work as certified by a physician, which exhausts accumulated time off. Such leave shall be for the period of illness or disability only, up to a maximum of one (1) year. An employee must either be authorized forty (40) hours or more per pay period or have worked for the Employer for twelve (12) months and a minimum of twelve hundred fifty (1,250) hours in the preceding twelve (12) months in order to be eligible. The leave terminates after expiration of the one (1) year or upon certification by a physician of recovery from such illness or disability, whichever occurs first. The Employer reserves the right to request proof of illness and/or to require a medical examination paid for by the Employer by a physician of the Employer’s choosing.
Employee Medical Leave. The administration of illness and injury leaves of absence within the Employer’s business requires the parties to come to a mutual understanding in how those absences can be properly managed. Illness and injury absences per year can vary, but in many sectors, the average can be approximately nine days per year. The implementation and administration of Clause 19.12 – Employee Medical Leave, the parties agree that the language needs to be applied in a reasonable manner. To assist the parties in their efforts to administer the language of Clause 19.12, the following principles are to be applied:
Employee Medical Leave. In the event an employee is off on paid leave due to a non-duty medical or injury disability, which is not totally disabling, and he/she exhausts all of his/her sick leave and then exhausts all of his/her annual leave, such employee shall then be placed on a medical leave of absence without pay not to exceed one year from the date of exhaustion of his/her annual leave. Upon request, such leave may be renewed by the Employer for a period of time up to one year. Upon return from any leave caused by a non-duty medical or injury disability of not more than three months (from the commencement of the absence), the employee shall be assured a same position at the same location. Time off in excess of three months means that the employee shall be eligible for a position in the same classification or the first vacancy available. Periodic medical confirmation of the medical or injury disability including extension request, is required. A medical certification of good health is required before he/she will be allowed to return to full-duty status. Disabilities resulting from pregnancy and childbirth, and complications arising therefrom, shall be treated the same as any other medical/physical disability.
Employee Medical Leave. A leave of absence shall be granted to an employee in the case of illness or physical disability, rendering the employee unable to work as certified by a physician. The request for a medical leave shall be submitted in writing. Such leave shall be for the period of illness or disability only, up to a maximum of six (6) months per year. An employee must have worked for the Employer for twelve (12) months in order to be eligible. The leave terminates after expiration of the six (6) months or upon certification by a physician of recovery from such illness or disability, whichever occurs first. The Employer reserves the right to request proof of illness and/or to require a medical examination paid for by the Employer by a physician of the Employer's choosing. Full‐time employees authorized eighty (80) hours per pay period will be granted up to four (4) hours of time off per year for their annual physical or for other physician appointments. The employee will be able to take such time from their PTO bank or without pay.
Employee Medical Leave. If an employee is unable to perform the functions of her/his job because of a serious health condition, s/he may be eligible for employee medical leave. If the employee is qualified, employee medical leave will fall under DCFML unless federal FML provides more generous benefits.
Employee Medical Leave. Because of a serious health condition (including pregnancy) that renders the employee unable to perform the functions of his job. The period of leave shall not exceed the period of disability. All parenting leave shall be taken on consecutive full days and must be utilized before the newborn is 12 months old or within 12 months following the adoptive or xxxxxx placement. Husbands and wives shall not be required to aggregate family medical or parenting leave. During the first year of the contract, the Company shall not exercise its statutory right to require employees to first utilize vacation in substitution for leave. If, during the first year of the contract, the frequency of family and medical leave increases significantly, the Company may require the utilization of up to one week of vacation. 2. In the case of employee medical leave, the term "serious medical condition" means an illness, injury, or condition that: (a) renders the employer unable to perform the functions of their job; and (b) requires in-patient care in a hospital or residential care facility; or (c) requires continuing treatment by a physician or other health care provider. The following conditions do not normally constitute serious medical conditions: colds, flu, ear ache, upset stomach, minor ulcers, headaches, and routine dental problems. Any period of incapacity due to pregnancy will be considered a serious medical condition. Absence because of substance abuse (as opposed to treatment therefor) does not qualify. 3. Where the need for leave is foreseeable (e.g., normal childbirth, elective surgery), the employee shall give at least 30 days' written advance notice. The leave shall not commence until proper notice has been given. 4. The employee must provide specific information as to the need for the leave and its expected duration. In the case of employee medical leave, the employee must notify the Company as soon as possible of the nature of the medical problem and whether it will require in-patient treatment or continuing treatment by a physician. Unless physically incapacitated to do so, employees granted family or medical leave shall telephonically report on their status and expected date of return on a weekly basis. 5. If the leave is for a serious health condition of the employee or a family member, such condition must be supported by a written certification from the treating physician or health care provider. In the case of employee medical leave, the certification must recit...
Employee Medical Leave. An employee medical leave may begranted foremployees who have notsatisfied the requirements for FML or ADA or have already exhausted the leave. One medical leave is allowed per rolling year. Employee medical leave can either be triggered on the fourth shift away from work and is retroactive back to the first date of absence, in the instance of not being eligible for various other leaves, or could be applied immediately when a previous leave has been completed. A medical leave can be up to a maximum of 120 days (four consecutive months) in any 12-month rolling-year period. Subsequently, the employee must be placed on long-term disability, PERS disability, PERS retirement or separated from employment with the Authority. Employee medical leave is unpaid and any accrued PTO or comp time is to be taken concurrently. Employees who are eligible for FML are not eligible to take employee medical leave as a substitute leave to cover a medical condition that would otherwise qualify for FML.
