LEAVE OF ABSENCE POLICY. During the term of this agreement, the County may reopen negotiations on the issue of a comprehensive leave of absence policy and related changes in terms and conditions of employment.
LEAVE OF ABSENCE POLICY. 3701 An employee who is authorized to be absent from work and who is not on an authorized leave with pay shall be on leave without pay.
LEAVE OF ABSENCE POLICY. 6.6.1 A leave of absence without pay of up to one (1) year may be granted by the District to Members. Leave requests will be considered on their merits on an individual, written request basis. Leaves of absence may be granted for, but not limited to, the following purposes:
LEAVE OF ABSENCE POLICY. Each Program Director serves as the key resource on specialty board examinations and materials for application and preparation. Therefore, the Program Director should be contacted by the Resident/Fellow Physician to confirm the effect that a leave of absence, for any reason, will have on their ability to satisfy criteria for completion of the residency or fellowship program and eligibility for specialty board examination. Resident/Fellow physicians granted leave shall be responsible for making up the leave time in terms of maintaining his or her satisfactory performance and program progression, as determined by the Program Director and documented via the Leave of Absence Attestation Form and/or other supporting written documentation outlining the program extension time. A leave of absence may result in an extension of the total length of the time required to complete the training program. All leaves will be processed in accordance with the UPMC Policies on leave such as Family and Medical Leave of Absence (FMLA), Personal Leave of Absence (PLOA), Administrative Leave of Absence, Paid Parental Leave of Absence, as applicable.
LEAVE OF ABSENCE POLICY a) An employee, upon written request, may be granted a leave of absence by the Department of Human Resources for legitimate personal reasons. Such leave of absence shall be without pay and shall normally be granted for a period of up to one (1) year. Requests for an extension of a leave of absence shall be filed with the Department of Human Resources in writing no later than thirty (30) days prior to the end of the original leave, unless otherwise agreed upon by the Department of Human Resources. Requests for leaves of absence or extensions thereof shall be submitted through the employee's department head who shall forward same to the Department of Human Resources.
LEAVE OF ABSENCE POLICY. The school may allow a student under certain circumstances to take a leave of absence (LOA) from the program. Valid reasons for taking a LOA include: pregnancy, hospitalization of the student, temporary disability, immediate family or someone whom the student is designated as the primary care giver, military duty, or serious medical emergency.
LEAVE OF ABSENCE POLICY. During the term of this Agreement and upon request of the County, the County and E.T.A. will meet and confer on the issue of a comprehensive leave of absence policy and related changes in terms and conditions of employment. Provided, however, that the County shall not implement a comprehensive leave of absence policy or make related changes in terms and conditions of employment without mutual consent.
LEAVE OF ABSENCE POLICY. Teachers may be granted an unpaid leave of absence, for good cause, as determined by the Board of Education, for a period of up to one year. The vacant position will be filled on a temporary basis for the period of time for which the leave is granted. The teacher will then be returned to his/her original position. Teachers may at the end of a year's leave of absence request a succeeding year's leave of absence. The BOE has the prerogative of granting or not granting this leave. If the BOE grants a successive leave, the vacant position will be filled on a temporary basis for the period of time for which the leave is granted. The teacher will then be returned to his/her original position. If a succeeding leave is denied, the teacher must decide whether to resign or return to his/her original teaching assignment. Notification for BOE and teacher shall coincide with the continuing contract dates as outlined in Kansas law. In all cases, the Board's obligation is fulfilled when the position has been offered to the teacher (for which he/she is certified) and the teacher declines the position. The teacher must notify the Superintendent of Schools, in writing, by March 1st of the teacher’s intent to return from a leave of absence. If notice is not received, the position will be filled by other means. All requests for a leave of absence will be applied for in writing and submitted to the Superintendent. The teacher shall be notified in writing by the Superintendent as to the decision of the requestor. The teacher will provide the necessary contact information to the Central Office to receive such notification. Such leave, if approved, shall be granted without pay for a period not to exceed one year. The teacher may continue to participate in the district’s health insurance plan at the teacher’s expense and be able to retrieve personal belongings from the classroom. In the case of the returning teacher, such teacher will not be granted any experience credit from the time absent. No experience credit for movement on the salary schedule will be granted during this period. While on extended leave, the teacher shall retain all accumulated leave. However, no additional leave shall accrue during the extended leave of absence.
LEAVE OF ABSENCE POLICY. Employees on leaves of absence shall use 80 hours (prorated for part-time employees) of leave balance up to the maximum hours of applicable leave in each pay period on a leave of absence. Except where they have less than 80 hours (prorated for part-time employees) of leave balance available, employees may not use partial leave balances to extend the number of pay periods they might otherwise remain in a paid status. Notwithstanding these restrictions on employees on leaves of absence, this article does not affect the ability of an employee who is not on a leave of absence to use sick leave, vacation leave, or holiday leave as provided for in Articles 12, 14 and 28 of this MOU. During the term of this agreement, the County may reopen negotiations on the issue of a comprehensive leave of absence policy and related changes in terms and conditions of
LEAVE OF ABSENCE POLICY. During the term of this agreement, the County may reopen negotiations on the issue of a comprehensive leave of absence policy and related changes in terms and conditions of employment. If the County reopens negotiations on this subject, the proposed changes will not be implemented unless the parties mutually agree. DATED: _October 6, 2021 DATED: October 6, 2021 COUNTY OF SANTA XXXXXXX SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 721 Xxxx Xxxxxxx Xxxx Xxxxxxx (Oct 7, 2021 11:29 PDT) Xxxxxx Xxxxxx Xxxx Xxxxxxx Employee Relations Manager Campaign Coordinator/Negotiator Xxxxxx Xxxxx Xxxxxx Xxxxx (Oct 12, 2021 08:11 PDT) Revi Levi (Oct 7, 2021 11:45 PDT) Xxxxxx Xxxxx Revi Xxxx Employee Relations Manager Worksite Organizer/Bargaining Team Member Xxxxxx Xxxxxx Xxxxxx Xxxxxx (Oct 13_, 2021 18:11 PDT) Xxxx Xxxxx (Oct 11, 2021 19:22 PDT) Xxxxxx Xxxxxx Xxxx Xxxxx Chief of Employee Relations Bargaining Team Member _Megan Rein (Oct 11_, 2021 17:28 PDT) Xxxxx Xxxx Bargaining Team Member Mirlein Tovaralcaraz (Oct 14_, 2021 08:51 PDT) Xxxxxxx Xxxxx Xxxxxxx Bargaining Team Member Xxxxxx Xxxxxx _Robert Childs (Oct 11_, 2021 17:51 PDT) Xxxxxx Xxxxxx Bargaining Team Member Xxxxxx Xxxxxxx Bargaining Team Member Xxx Xxxx Xxxxx Xxx Xxxx Xxxxx (Oct 12, 2021 08:58 PDT) Xxx Xxxxx
