Illness or Disability. If, because of Employee’s illness or other disability for a continuous period of more than 45 days, Employee is unable to render the services required by the Company as provided herein, the Company may terminate Employee’s employment hereunder by written notice to Employee at least 30 days in advance of such termination. Upon such termination Employee shall not be entitled to any further payments of any nature, except for payment of (a) any earned but unpaid Annual Base Salary, (b) any unpaid bonuses and (c) unreimbursed business expenses (collectively, “Payable Amounts”). All Payable Amounts shall become due and payable on the date of such termination.
Illness or Disability. A. Each teacher shall be informed by the District, at the time of the first paycheck subsequent to the second Monday in September of each year, as to his or her total accumulated sick leave.
Illness or Disability. A. Each teacher shall be credited with six (6) days' of sick leave allowance at the beginning of the first semester and five (5) days' of sick leave allowance at the beginning of the second semester to be used for absences caused by illness or physical disability of the teacher or his/her immediate family. The unused portion of such allowance shall accumulate from year to year to a total of one hundred and seventy (170) days. A sick leave bank may be established by bargaining unit members from their accumulation of unused sick days. The sick leave pool shall not exceed an accumulation of fifty (50) days. The pool shall be created by a voluntary contribution from a member's accumulated sick leave bank and shall not exceed a contribution of three (3) sick days per year by any one person. A committee composed of three (3) members of the Association and one (1) member of Administration shall administer the pool of unused sick leave days generated by this process. The use of pool sick leave days shall be limited to major catastrophes and shall not be used for maternity leave or childcare purposes unless associated with a health care problem. Sick leave pool days cannot be used for retirement purposes and the granting or denial of the use of sick leave pool days shall not be subject to the grievance procedure. If the sick leave bank is depleted, the Association membership shall be provided with an opportunity to replenish the bank by an agreed upon voluntary contribution of Association member's accumulated sick days. Upon depletion of his or her personal sick and personal days, any bargaining unit member may make a written application to the committee to utilize sick leave pool days. Reports on the status of this sick leave pool, including the number of days remaining, will be provided to the Association upon request.
Illness or Disability. Faculty may request an unpaid leave of absence for their own illness or disability or the illness or disability of an immediate family member. Such leave may be granted for no more than one year (including any time taken pursuant to the Sick Leave or Family and Medical Leave policies for the illness or disability).
Illness or Disability. Staff members who qualify for disability benefits under Long Term Disability or Workplace Safety Insurance shall have the right to return to their former position if it still exists or in the alternative to a comparable position if they are fit to return to work within an eighteen (18) month period. Beyond eighteen (18) months, when an employee is certified as able to return to work, the University will place them in a position at the same band and nature of work to the extent possible. The employee shall be given training and a reasonable opportunity to adjust to a new position. Irrespective of the duration and the nature of the illness/disability, the University undertakes, where appropriate, to provide rehabilitative employment for which the staff member is qualified and comparable in compensation. A staff member who is absent from work due to illness for six (6) months, but who does not qualify for benefits under the Long Term Disability plan or under Workplace Safety Insurance, shall be laid off at the discretion of the University after that period. Where the University intends to lay off a staff member due to illness or disability, the University shall notify the staff member in writing at least thirty
Illness or Disability. (2) To take a course of study which shall increase the employee's usefulness on return to his/her position in the City service.
Illness or Disability. If Jxxx is absent from her employment by reason of illness or other incapacity for more than twenty-six (26) consecutive weeks, Breda may, after such twenty-six (26) consecutive weeks, but only if Jxxx then fails to return to active employment with Breda, terminate Jane’s employment by furnishing her with notice of termination. Breda shall pay Jxxx compensation during any period of illness or incapacity in accordance with Breda’s sick pay policy then in effect.
Illness or Disability. An employee who (1) is unable to work because of personal sickness or injury and (2) has exhausted sick pay from all sources and vacation payments will be granted a leave of absence without pay upon request in writing to the Employment Services Office, Human Resources and furnishing evidence of disability satisfactory to the University. Such request and evidence may be delivered or sent to the Employment Services Office, Human Resources by the Union or any other interested party. The leave of absence shall be for the period of continued disability for a maximum period of time of two (2) years. Requests for extensions of a leave of absence beyond two (2) years may be submitted to the Employment Services Office, Human Resources. To continue the leave of absence, an employee must receive appropriate medical treatment and furnish satisfactory evidence of continuing disability. When necessary, physicians' opinions shall be the basis used to determine the question of appropriate medical treatment or evidence of continuing disability. MEDICAL CONDITION FOLLOWING LEAVE - An employee returning from an unpaid medical leave of absence may be required to furnish a physician's statement as to the employee's condition with respect to whether the employee's condition might interfere with the performance of the employee's duties. If the University requires a medical statement from an employee returning from a personal leave of absence, then the examination will be at the expense of the University. MEDICAL DISPUTE - In the event of a dispute involving any employee's physical ability to perform that employee's assigned work upon his return to work at the University from a layoff or from any leave of absence, and the employee is not satisfied with the determination of the designated physician of the University with respect to the employee's ability to perform that employee's work, he may submit a report from a medical doctor of his/her own choosing and at his/her own expense. If the dispute still exists, at the request of the employee, the designated physician of the University and the employee's doctor shall agree upon a third doctor to submit a report to the University and the employee, and the decision of such third party will be binding upon the parties. The expenses of the third party medical physician shall be shared equally by the University and the employee.
Illness or Disability. A member of the bargaining unit shall be granted a leave of absence without pay for illness or other disability. At the option of the member, such leave shall be for (a) the balance of the school year or (b) the balance of the school year and the next ensuing school year. Upon written request, the Board shall grant an extension of such leave for one additional school year.
Illness or Disability. 1. At the beginning of each school year, bargaining unit members working ¾ (three quarters) of a day or more shall be credited with eleven (11) sick days. Bargaining unit members working less than ¾ (three quarters) of a day shall be credited with five and one-half (5.5) sick days. If a teacher is employed for less than the full school year, the allowance is reduced by one day for each month of the school year in which they are not employed. The unused portion shall accumulate from year to year to a limit of two hundred twenty (220) days. Bargaining unit members working less than ¾ (three quarter) of a day will be charged for a ½ (half) day each time they are absent. Bargaining unit members working ¾ (three quarters) of a day or more will be charged for a full day. The sick days may be used by bargaining unit members for illness, disability, which shall include all disability caused or contributed to by pregnancy, miscarriage, childbirth, or related medical conditions; medical treatment of the member of the bargaining unit; or serious illness of a member of the immediate family of the bargaining unit member. (Immediate family shall be interpreted as: mother, father, wife, husband, child, sister, and brother; or the family unit living in the teacher's household.) Employees who have accumulated one hundred (100) sick leave days prior to any given year will be able to use up to three (3) of these days, under the same provisions as personal days with appropriate notice to and approval of the Board or its designee.
