Leave Restrictions Sample Clauses
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Leave Restrictions. Section 1 All benefits to which a teacher was entitled at the time any such leave commenced, including unused accumulated sick leave, will be restored to the teacher's account upon return from leave. It is recognized that no specific position can be held open during ANY leave, but in all instances every effort will be made to assign the teacher to a substantially equivalent position to the one held at the time the leave commenced.
Section 2 The teacher will notify the Superintendent by March 1 of the teacher's intention to return the following September. If a teacher fails to inform the Superintendent by March 1 of his/her intent to return the following September, he/she will be taken to have resigned. All requests for extensions or renewals of leaves must be applied for in writing on or before March 1 of each year in which the leave expires. Decisions on such requests will be confirmed in writing by April 15.
Section 3 A teacher may not be granted more than one (1) leave under Article XXVI (Other Leaves) or Article XXII (Exchange Teacher) during the teacher's service with the District. This means one
(1) leave may be taken under each of these Articles.
Leave Restrictions. Except as provided in, Article VIII, Section 8.08, a leave of absence shall not be granted for the purpose of alternate employment. During the term of the leave the employee shall not secure or engage in alternate employment.
Leave Restrictions. In making a determination concerning the commencement and duration of a family leave, the school board shall not, in any event, be required to:
a) ▇▇▇▇▇ any leave more than twelve (12) months in duration.
b) Permit the educational support professional to return to his or her employment prior to the date designated in the request for family leave.
Leave Restrictions. A. Leave restrictions are used to ensure that a sufficient number of employees are available to conduct the work of the Agency, to ensure that employees request and use leave in accordance with this Agreement, NARA policy, and government-wide regulations, and to encourage employees to manage leave responsibly.
B. Employees are responsible for complying with the leave requirements specified in this Agreement, NARA policy, and government-wide regulation. When Management has reasonable cause to believe that an employee has failed to comply with leave requirements or established a pattern of excessive use of unscheduled leave, Management may place that employee on a leave restriction. Supervisors will counsel an employee whenever it appears that there may be a problem with the employee's usage of leave or the employee fails to comply with leave request requirements and before a leave restriction letter is issued.
C. The leave restriction letter will include:
1. The reasons the employee is placed on the restriction, including the specific dates and/or circumstances relied upon;
2. The incident(s) of leave abuse;
3. A reference that the employee may contact the Union for further explanation or advice regarding the leave restriction. The Union will provide the Agency with the contact information to be included; and
4. The terms and conditions of using leave while on leave restriction.
D. Ordinarily, leave restrictions are for 6 months. Leave restrictions will be revoked after 6 months if the employee has not violated the restrictions during the 6-month period. After 3 months, the employee or a Union representative may request the supervisor review the leave restriction. The leave restriction may be removed sooner than 6 months if the employee has met the conditions of the leave restriction and the supervisor believes that the leave problem has been corrected. Employees who have been on a leave restriction in the past three years may be subject to restrictions longer than 6 months but not more than one year. However, the agency can extend the leave restriction beyond one year if an employee violates the leave restriction.
E. An employee who is on leave restriction will be required to provide documentation to support any absences.
F. Leave restrictions are not disciplinary actions; however, any violation of a leave restriction may be the basis of a disciplinary action.
Leave Restrictions. A leave shall not be granted or requested for purposes of extending a holiday or vacation or to avoid the use of sick days.
Leave Restrictions. A. For extended leaves, two (2) weeks before the employee’s anticipated return to work, the employee must report to his/her supervisor to give notice of his/her intention to return to work.
B. If an employee fails to report to work within three (3) days after the date on which he/she was to have returned to work, that employee will be presumed to have voluntarily resigned his/her position with the District.
C. Any employee who works principally in an instructional capacity and who would be on leave for greater than twenty (20) percent of the total number of
D. An employee who works primarily in an instructional capacity and who requests to return from a period of leave near the conclusion of the academic term may be required to continue the leave until the end of the term.
E. For unpaid leaves of absence, the health benefits provided under any group health plan will be provided as if the employee continued in employment during the leave, provided the employee pays the premiums.
F. Extended personal emergency leave shall not accumulate from year to year.
Leave Restrictions leave day shall not be granted during the first week nor the last week of the school year, unless prior approval has been given.
Leave Restrictions. 2.9.1 For extended leaves, two (2) weeks before the employee’s anticipated return to work, the employee must report to his/her supervisor to give notice of his/her intention to return to work.
2.9.2 If an employee fails to report to work within three (3) days after the date on which he/she was to have returned to work, that employee will be presumed to have voluntarily resigned his/her position with the District.
2.9.3 Any employee who works principally in an instructional capacity and who would be on leave for greater than twenty (20) percent of the total number of working days in the academic semester during which the leave would extend, may be required to take a leave for periods of particular duration or to transfer temporarily to an alternate equivalent position that better accommodates the leave.
2.9.4 An employee who works primarily in an instructional capacity and who requests to return from a period of leave near the conclusion of the academic term may be required to continue the leave until the end of the term.
2.9.5 For unpaid leaves of absence, the health benefits provided under any group health plan will be provided as if the employee continued in employment during the leave, provided the employee pays the premiums.
2.9.6 Extended personal emergency leave shall not accumulate from year to year.
Leave Restrictions. A. For extended leaves, two (2) weeks before the employee’s anticipated return to work, the employee must report to his/her supervisor to give notice of his/her intention to return to work.
B. If an employee fails to report to work within three (3) days after the date on which he/she was to have returned to work, that employee will be presumed to have voluntarily resigned his/her position with the District.
C. Any employee who works principally in an instructional capacity and who would be on leave for greater than twenty (20) percent of the total number of working days in the academic semester during which the leave would extend, may be required to
D. An employee who works primarily in an instructional capacity and who requests to return from a period of leave near the conclusion of the academic term may be required to continue the leave until the end of the term.
E. For unpaid leaves of absence, the health benefits provided under any group health plan will be provided as if the employee continued in employment during the leave, provided the employee pays the premiums.
F. Extended personal emergency leave shall not accumulate from year to year.
Leave Restrictions. Prior to an employee being placed on leave restriction in accordance with BLM Manual 1400- 630.17, supervisors are encouraged to provide verbal counseling on at least two (2) separate occasions. The leave restriction will be reviewed every three (3) months. If no leave abuse is found to be occurring, the leave restriction will be lifted at that review.