Common use of Intermittent Leave Clause in Contracts

Intermittent Leave. 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to the six (6) month entitlement provided for above. When such leave significantly 9 affects an employee’s job performance and is not subject to the requirements of law 10 (including but not limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:

Intermittent Leave. 7 21 Intermittent leave without pay used in lieu of sick leave is not 8 subject to 22 the six (6) month entitlement provided for above. When such leave significantly 9 affects an 23 employee’s job performance and is not subject to the requirements of law 10 (including but not 24 limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the 25 criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above 26 may be required for the evaluation. After completing the 13 evaluation management may do one 27 of the following:

Intermittent Leave. 7 15 Intermittent leave without pay used in lieu of sick leave is not 8 subject to 16 the six (6) month entitlement provided for above. When such leave significantly 9 affects an 17 employee’s job performance and is not subject to the requirements of law 10 (including but not 18 limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the 19 criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above 20 may be required for the evaluation. After completing the 13 evaluation management may do one 21 of the following:

Intermittent Leave. 7 11 Intermittent leave without pay used in lieu of sick leave is not 8 subject to 12 the six (6) month entitlement provided for above. When such leave significantly 9 affects an 13 employee’s job performance and is not subject to the requirements of law 10 (including but not 14 limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the 15 criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above 16 may be required for the evaluation. After completing the 13 evaluation management may do one 17 of the following:

Intermittent Leave. 7 17 Intermittent leave without pay used in lieu of sick leave is not 8 18 subject to the six (6) month entitlement provided for above. When such leave 19 significantly 9 affects an employee’s job performance and is not subject to the 20 requirements of law 10 (including but not limited to the FMLA), management may 21 evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:”

Intermittent Leave. 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to the six (6) month entitlement provided for above. When such leave significantly 9 affects an employee’s job performance and is not subject to the requirements of law 10 (including but not limited to the FMLA/OFLA), management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical HCP information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation evaluation, management may do one of the following:

Intermittent Leave. 7 30 Intermittent leave without pay used in lieu of sick leave is not 8 31 subject to the six (6) month entitlement provided for above. When such leave 1 significantly 9 affects an employee’s job performance and is not subject to the 2 requirements of law 10 (including but not limited to the FMLA), management may 3 evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:”

Intermittent Leave. 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to the six (6) month entitlement provided for above. When such leave significantly 9 affects an employee’s job performance and is not subject to the requirements of law 10 (including but not limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:

Intermittent Leave. 7 27 Intermittent leave without pay used in lieu of sick leave is not 8 subject 28 to the six (6) month entitlement provided for above. When such leave significantly 9 29 affects an employee’s job performance and is not subject to the requirements of 30 law 10 (including but not limited to the FMLA), management may evaluate the 31 employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical 32 information as provided 12 for in “Section D.1” above may be required for the 33 evaluation. After completing the 13 evaluation management may do one of the 34 following:

Intermittent Leave. 7 30 - 1 Intermittent leave without pay used in lieu of sick leave is not 8 2 subject to the six (6) six-month entitlement provided for above. When such leave 3 significantly 9 affects an employee’s job performance and is not subject to the 4 requirements of law 10 (including but not limited to the FMLA), management may 5 evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:”

Intermittent Leave. 7 10 Intermittent leave without pay used in lieu of sick leave is not 8 11 subject to the six (6) six-month entitlement provided for above. When such leave 12 significantly 9 affects an employee’s job performance and is not subject to the 13 requirements of law 10 (including but not limited to the FMLAFMLA and/or OFLA), 14 management may evaluate the employee’s use of 11 leave according to the criteria of 15 “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above 16 may be required for the evaluation. After completing the 13 evaluation management may 17 do one of the following:

Intermittent Leave. 7 Intermittent leave without pay used in lieu of sick leave is not 8 19 subject to the six (6) month entitlement provided for above. When such leave significantly 9 affects an employee’s 20 job performance and is not subject to the requirements of law 10 (including but not limited to the FMLA/OFLA), 21 management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical HCP 22 information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation 23 evaluation, management may do one of the following:

Intermittent Leave. 7 22 Intermittent leave without pay used in lieu of sick leave is not 8 23 subject to the six (6) month entitlement provided for above. When such leave 24 significantly 9 affects an employee’s job performance and is not subject to the 25 requirements of law 10 (including but not limited to the FMLA), management may evaluate 26 the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical 27 information as provided 12 for in “Section D.1” above may be required for the evaluation. 28 After completing the 13 evaluation management may do one of the following:

Intermittent Leave. 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to the six (6) six-month entitlement provided for above. When such leave significantly 9 affects an employee’s job performance and is not subject to the requirements of law 10 (including but not limited to the FMLAFMLA and/or PFML), management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:

Intermittent Leave. 7 21 Intermittent leave without pay used in lieu of sick leave is not 8 subject 22 to the six (6) month entitlement provided for above. When such leave significantly 9 affects 23 an employee’s job performance and is not subject to the requirements of law 10 (including 24 but not limited to the FMLA), management may evaluate the employee’s use of 11 leave 25 according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in 26 “Section D.1” above may be required for the evaluation. After completing the 13 evaluation 27 management may do one of the following:

Intermittent Leave. 7 Intermittent leave without pay used in lieu of 22 sick leave is not 8 subject to the six (6) month entitlement provided for above. When such 23 leave significantly 9 affects an employee’s job performance and is not subject to the 24 requirements of law 10 (including but not limited to the FMLA/OFLA), management may 25 evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical 26 HCP information as provided 12 for in “Section D.1” above may be required for the 27 evaluation. After completing the 13 evaluation evaluation, management may do one of the following:

Intermittent Leave. 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to the six (6) month entitlement provided for above. When such leave significantly 9 affects an employee’s job performance and is not subject to the requirements of law 10 (including but not limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:

Intermittent Leave. 7 4 Intermittent leave without pay used in lieu of sick leave is not 8 subject 5 to the six (6) month entitlement provided for above. When such leave significantly 9 6 affects an employee’s job performance and is not subject to the requirements of law 10 7 (including but not limited to the FMLA/OFLA), management may evaluate the 8 employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical 9 information as provided 12 for in “Section D.1” above may be required for the evaluation. 10 After completing the 13 evaluation evaluation, management may do one of the following:

Intermittent Leave. 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to the six (6) month entitlement provided for above. When such leave significantly 9 affects an employee’s job performance and is not subject to the requirements of law 10 (including but not limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation evaluation, management may do one of the following:

Intermittent Leave. 7 26 Intermittent leave without pay used in lieu of sick leave is not 8 27 subject to the six (6) month entitlement provided for above. When such leave 28 significantly 9 affects an employee’s job performance and is not subject to the 29 requirements of law 10 (including but not limited to the FMLAFMLA and/or OFLA), 30 management may evaluate the employee’s use of 11 leave according to the criteria 31 of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” 1 above may be required for the evaluation. After completing the 13 evaluation 2 management may do one of the following:

Intermittent Leave. 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to the six (6) month entitlement provided for above. When such leave significantly 9 affects an employee’s job performance and is not subject to the requirements of law 10 (including but not limited to the FMLA/OFLA), management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation evaluation, management may do one of the following:

Intermittent Leave. 7 Intermittent leave without pay used in lieu 31 of sick leave is not 8 subject to the six (6) month entitlement provided for above. When 1 such leave significantly 9 affects an employee’s job performance and is not subject to 2 the requirements of law 10 (including but not limited to the FMLA/OFLA), management 3 may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” 4 above. Medical Health Care Provider information as provided 12 for in “Section D.1” above may 5 be required for the evaluation. After completing the 13 evaluation evaluation, management may do 6 one of the following:

Intermittent Leave. 7 30 Intermittent leave without pay used in lieu of sick leave is not 8 31 subject to the six (6) month entitlement provided for above. When such leave - 30 - 1 significantly 9 affects an employee’s job performance and is not subject to the 2 requirements of law 10 (including but not limited to the FMLA), management may 3 evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:”