Leave Without Pay (LWOP Clause Samples

Leave Without Pay (LWOP a. Requests for LWOP will be given careful consideration. The granting of LWOP will be in a fair and equitable manner in accordance with applicable laws, rules, and regulations. b. In emergency cases, minus annual and/or sick leave, LWOP may be requested. c. Upon written request from the Union president or designee, an employee may be granted annual leave or leave without pay to engage in Union activities on the national, district or local level, to work in programs sponsored by the Union or the AFL-CIO. Such requests will be referred to the appropriate Management official. Such employees shall continue to accrue benefits in accordance with applicable OPM guidance, law, rule or regulations. LWOP for this purpose is limited to one year but may be extended or renewed upon proper application. An extension beyond 1 year may be approved only when it is in the best interest of the Federal service, or when it is determined that because of unusual circumstances; the employee would be subjected to undue hardship if the extension was denied. d. Upon return to duty after a period of LWOP, when the employee has not submitted a resignation in conjunction with the LWOP (e.g., military spouse), Management will restore the employee to the position that the employee held prior to the leave or to a similar position at the same grade and pay. e. Employees may request LWOP for educational purposes, when the course of study is in line with work performed and would serve the best interests of the Air Force. f. LWOP is granted at the discretion of Management, except where mandated by law, rule or regulation: 1) A disabled veteran to cover an absence for medical treatment related to a service- connected disability. 2) When requested by a reservist or National Guard member for military duties in accordance with appropriate military orders. 3) When an employee makes a request under the Family and Medical Leave Act and meets the criteria for that program. 4) If the employee has followed leave procedures the granting of LWOP is mandatory under the following circumstances: For protecting an employee's status and benefits pending action by the Office of Workers' Compensation Programs (OWCP) on a claim resulting from a work-related illness or injury or during a period the employee is carried on the rolls while being compensated by the OWCP.

Leave Without Pay (LWOP. 1. An employee’s request for leave without pay may be granted as follows: a. When serving as an officer, employee, or representative of the Union: (1) An employee who has been duly elected or appointed as a Union Officer or Delegate, and whose official Union duties may require an extended absence from their regular position, may be granted annual leave and/or leave without pay upon request, not to exceed four (4) cumulative years, pursuant to a sixty (60) day written notice. LWOP shall not be granted for the purposes of political campaigning. b. To deal with personal matters or emergencies. 2. Employees are entitled to LWOP for the following purposes: a. The Family and Medical Leave Act of 1993 (FMLA), provides covered employees with an entitlement to a total of up to twelve (12) weeks of unpaid leave (LWOP) during any 12-month period for certain family and medical needs. Military caregiver leave allows an eligible employee who is the spouse, son, daughter, parent, or ‘next of kin’ of a covered veteran with a serious injury or illness to take up to a total of twenty-six (26) workweeks of LWOP during a ‘single 12-month period’ to provide care for the veteran. b. The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) provides employees with an entitlement to LWOP when employment is interrupted by a period of service in the uniformed service. c. Executive Order 5396, July 17, 1930, provides that disabled veterans are entitled to LWOP for necessary medical treatment.

Leave Without Pay (LWOP. The supervisor may grant leave without pay for no more than three (3) consecutive days, otherwise, the President’s approval is required. Benefits such as annual leave, sick leave, and paid holidays are not recognized or accrued while on LWOP. Bargaining unit members on LWOP are eligible to continue their medical/dental coverage by paying their portion of the premium. A bargaining unit member may use LWOP only after all sick leave, compensatory leave and annual leave is exhausted. Bargaining unit members must use annual leave and compensatory leave once sick leave is exhausted.

Leave Without Pay (LWOP. 1. An employee’s request for leave without pay may be granted as follows: a. When serving as an officer, employee, or representative of the Union: (1) An employee who has been duly elected or appointed as a Union Officer or Delegate, and whose official Union duties may require an extended absence from their regular position, may be granted personal leave and/or leave without pay upon request, not to exceed four (4) cumulative years, pursuant to a sixty (60) day written notice. LWOP shall not be granted for the purposes of political campaigning. b. To deal with personal matters or emergencies. 2. Eligible employees are entitled to LWOP for the following purposes: a. The Family and Medical Leave Act of 1993 (FMLA), provides covered employees with an entitlement to a total of up to twelve (12) weeks of unpaid leave (LWOP) during any twelve (12) month period for certain family and medical needs. Military caregiver leave allows an eligible employee who is the spouse, son, daughter, parent, or ‘next of kin’ of a covered veteran with a serious injury or illness to take up to a total of twenty-six

Leave Without Pay (LWOP. When an employee requests leave without pay in conjunction with any other leave, the requests should be combined so the employee’s manager may assess the consequences of the entire period of time off being requested. Requests for LWOP may not be approved unless it will occur after all appropriate paid leave accruals are exhausted. When the absence is for personal reasons, all paid time off must be exhausted. If illness is involved, all extended illness, long-term sick leave, and paid time off leave must be exhausted. Suspensions or unpaid time for disciplinary reasons may result in LWOP while there are payable leave balances. If LWOP is requested in conjunction with paid time off, compensation may be arranged to be paid over the entire period off at a reduced amount or schedule. This arrangement requires advance notice and a Request for Personnel Action form to advise Accounting of the change in schedule.

Leave Without Pay (LWOP. The County Manager or his designee may authorize leave without pay for six (6) months or less, upon written request of the employee concerned. An employee shall be returned to his former position or be reassigned to a comparable position if the employee returns to work within six (6) months of the day LWOP became effective. This requirement may be waived by written agreement of the parties. The County shall have no obligation to return the employee to his former or comparable position if the LWOP is for a period greater than six (6) months. Neither annual leave nor sick leave shall be accrued while on LWOP. Failure to report back to work upon expiration of approved LWOP shall be considered a resignation.

Leave Without Pay (LWOP. The authorization of leave without pay (LWOP) is a matter of supervisory and administrative discretion and may be granted upon request.

Leave Without Pay (LWOP a. Requests for LWOP will be given serious, bona fide consideration. The granting of LWOP will be fair and equitable. b. LWOP may be requested in the same manner and for the same purposes as annual leave and sick leave. c. Upon return to duty after a period of LWOP, management will restore the employee to the position which the employee held prior to the leave or to a similar position at the same grade and pay within the commuting area. d. Employees may request LWOP for educational purposes. e. LWOP is granted at the discretion of management, except in the following cases: (1) when a disabled veteran requests LWOP for medical treatment (2) when requested by an employee who has suffered an incapacitating job related injury or illness, and is waiting adjudication of a claim for compensation by the Office of Workers' Compensation Program, or (3) when an employee makes a request under the Family and Medical Leave Act and meets the criteria for that program.

Leave Without Pay (LWOP. ‌ 41.1 An Employee may be granted LWOP, subject to the approval of the Director. Applications for LWOP will be considered: based upon the merits of the application and the operational requirements of the Centre; and normally, only if an Employee has exhausted all annual leave, long service leave and Child Care Special Leave entitlements. 41.2 Any continuous period of LWOP in excess of 10 working days will not count as Continuous Service for the purposes of this Agreement, but will not constitute a Break in Service.