Common use of Reemployment Clause in Contracts

Reemployment. If, at the conclusion of all approved disability absences, paid or unpaid, the employee is still disabled and unable to perform the essential duties of his/her position, the employee shall be placed on a reemployment list for a period of thirty-nine (39) months. If, at any time during the prescribed thirty-nine (39) months, the employee is able to assume the essential duties of the position, with or without reasonable accommodation, the employee shall notify the Human Resources Office in writing and provide a satisfactory medical release. Upon receipt of such notification and release, an administrator of the Human Resources Office shall notify the employee in writing of any vacant Regular position(s) in the classification of the employee’s previous assignment within the prescribed thirty-nine (39) months and offer the employee reemployment in such position. Such reemployment will take preference over all other applicants except that an employee on the thirty-nine (39) months reemployment list due to an extended disability shall be ranked according to his/her proper service credit, as provided in Article 18, in the event another employee in the same classification is eligible for reemployment because of having been laid off under the provisions of Article 18. An employee who has been placed on the reemployment list due to an extended disability, who has been medically released to return to duty, and who fails to notify the Human Resources Office, or to accept an appropriate assignment within ten (10) work days of receipt of an employment offer, shall be deemed to have declined reemployment, and the employee’s name shall be removed from the reemployment list and be deemed terminated from the District. Upon reemployment, the employee shall be reinstated as a continuing employee of the District.

Reemployment. If, at the conclusion of all approved disability absences, paid or unpaid, the employee Officer is still disabled and unable to perform the essential duties of his/her position, the employee Officer’s services shall be terminated and the Officer shall be placed on a reemployment list for a period of thirty-nine (39) months. If, at any time during the prescribed thirty-nine (39) months, the employee Officer is able to assume the essential duties of the his/her position, with or without reasonable accommodation, the employee Officer shall notify the Office of Human Resources Office in writing and provide a satisfactory medical release. Upon receipt of such notification and release, an administrator of the Human Resources Office shall notify the employee Officer in writing of any vacant Regular Unit position(s) in the classification of the employee’s his previous assignment within the prescribed thirty-nine (39) months and offer the employee Officer reemployment in such position. Such reemployment will take preference over all other applicants except that an employee Officer on the thirty-nine (39) months reemployment list due to an extended disability shall be ranked according to his/her his proper service credit, as provided in Article 1816, in the event another employee Officer in the same classification is eligible for reemployment because of having been laid off under the provisions of Article 1816. An employee Officer who has been placed on the reemployment list due to an extended disability, who has been medically released to return to duty, and who fails to notify the Human Resources Office, Office or to accept an appropriate assignment within ten (10) work days of receipt of an employment offer, shall be deemed to have declined reemployment, and the employeeOfficer’s name shall be removed from the reemployment list and be deemed terminated from the Districtincluding all rights thereto. Upon reemployment, the employee Officer shall be reinstated as a continuing employee Officer of the District.

Reemployment. If, at the conclusion (a) Any permanent employee who is laid off or who bumps into a lower class or who is placed into a durational position or into a part time position from a full time permanent position in lieu of all approved disability absences, paid or unpaid, the employee is still disabled and unable to perform the essential duties of layoff may request that his/her position, the employee shall name be placed on a reemployment list(s). An employee shall be entitled to specify for placement on the reemployment list for a period any and all classes in which he/she formerly held permanent status or which are deemed comparable. Employees must designate location preference when placed on these lists. At the time of thirty-nine (39) months. If, at any time during the prescribed thirty-nine (39) monthslayoff, the employee is able to assume the essential duties of the position, with or without reasonable accommodation, Employer shall provide forms on which the employee shall notify the Human Resources Office in writing designate choice of reemployment list(s) and provide acceptable location(s). The employee shall sign all such forms. The employee will also be provided an opportunity to indicate whether or not temporary or durational positions would be acceptable. Three waivers of positions offered from a satisfactory medical release. Upon receipt of such notification and release, an administrator of the Human Resources Office shall notify the employee in writing of any vacant Regular position(s) in the classification of the employee’s previous assignment within the prescribed thirty-nine (39) months and offer the employee reemployment in such position. Such reemployment will take preference over all other applicants except that an employee on the thirty-nine (39) months reemployment list due will result in removal from that list. A no- reply to an extended disability offer of position, which offer was sent by certified mail return receipt requested, shall be ranked according deemed a waiver. An employee will also automatically be removed from all reemployment lists if appointed to his/her proper service credit, as provided in Article 18, in the event another employee a position in the same classification salary group held at time of layoff, provided, however, that such removal shall not occur if an employee is eligible for appointed to a temporary or durational position or is a previously employed full time employee and is appointed to a part time position. Any employee appointed from the reemployment because of having been laid off under the provisions of list to a temporary, durational or part time position shall have their rights and benefits determined in accordance with Article 1822. An employee who has appointed from a reemployment list to a position in a lower salary group than other classification(s) for which he/she had been placed on the reemployment list due to an extended disability, who has been medically released to return to duty, and who fails to notify the Human Resources Office, or to accept an appropriate assignment within ten (10list(s) work days of receipt of an employment offer, shall be deemed to have declined reemployment, and the employee’s name shall be removed will remain eligible for certification from the reemployment list and be deemed terminated from for the District. Upon reemploymentclassifications of higher salary groups, not to exceed to salary group held at the employee shall be reinstated as a continuing employee time of the Districtlayoff.

Reemployment. If, at the conclusion of all approved disability absences, paid or unpaid, the employee is still disabled and unable to perform the essential duties of his/her position, the employee’s services shall be terminated and the employee shall be placed on a reemployment list for a period of thirty-nine (39) months. If, at any time during the prescribed thirty-nine (39) months, the employee is able to assume the essential duties of the position, with or without reasonable accommodation, the employee shall notify the Human Resources Office in writing and provide a satisfactory medical release. Upon receipt of such notification and release, an administrator of the Human Resources Office shall notify the employee in writing of any vacant Regular position(s) in the classification of the employee’s previous assignment within the prescribed thirty-nine (39) months and offer the employee reemployment in such position. Such reemployment will take preference over all other applicants except that an employee on the thirty-nine (39) months reemployment list due to an extended disability shall be ranked according to his/her proper service credit, as provided in Article 18, in the event another employee in the same classification is eligible for reemployment because of having been laid off under the provisions of Article 18. An employee who has been placed on the reemployment list due to an extended disability, who has been medically released to return to duty, and who fails to notify the Human Resources Office, or to accept an appropriate assignment within ten (10) work days of receipt of an employment offer, shall be deemed to have declined reemployment, and the employee’s name shall be removed from the reemployment list and be deemed terminated from the Districtincluding all rights thereto. Upon reemployment, the employee shall be reinstated as a continuing employee of the District.

Reemployment. IfIn order to be reinstated, an employee must be fully capable of performing the normal and customary duties of the job. Employees whose physical condition is such that they cannot be reinstated at the conclusion of all approved disability absences, paid or unpaid, time called for reemployment will be kept on the employee is still disabled and unable to perform the essential duties of his/her position, the employee shall be placed on a reemployment list for a period of not to exceed thirty-nine (39) calendar months. If, at any time during the prescribed thirty-nine (39) monthsWhen a vacancy occurs, the senior employee is able to assume the essential duties of the position, with or without reasonable accommodation, the employee shall notify the Human Resources Office in writing and provide a satisfactory medical release. Upon receipt of such notification and release, an administrator of the Human Resources Office shall notify the employee in writing of any vacant Regular position(s) who has held prior permanency in the classification of the employee’s previous assignment within the prescribed thirty-nine (39) months and offer the employee reemployment in such position. Such reemployment position will take preference over all other applicants except that an employee on the thirty-nine (39) months reemployment list due to an extended disability shall be ranked according to so notified by certified U.S. mail at his/her proper service creditknown address and given the opportunity to accept or reject appointment into the vacant position. He/she must advise the District of his/her decision no later than five (5) calendar days following notification. If he/she accepts, as provided in Article 18he/she must report to work no later than two (2) calendar weeks from the vacancy notification date unless otherwise directed. If he/she declines, in the event another employee in the same classification is eligible for reemployment because of having been laid off under the provisions of Article 18. An employee who has been placed on the reemployment list due to an extended reasons other than verifiable disability, who has been medically released to return to duty, and who fails to notify the Human Resources Office, or to accept an appropriate assignment within ten (10) work days of receipt of an employment offer, shall be deemed to have declined reemployment, and the employee’s his/her name shall will be removed from the reemployment list and he/she will forfeit all rights to which he/she would otherwise be deemed terminated entitled. When an employee is notified of a vacancy and fails to respond to the notification letter within five (5) calendar days or when the employee accepts appointment but fails to report to work within the two (2) week period following notification, his/her name will be removed from the Districtreemployment list and he/she will forfeit all rights to which he/she would otherwise be entitled. Upon reemploymentWhen a laid-off employee is reemployed, all accumulated sick leave credit will be restored to him/her. A laid-off permanent employee will be reemployed with all rights and benefits accorded to him/her at the time of layoff. A laid-off probationary employee shall will be reinstated reemployed as a continuing employee probationary employee, and the time served toward the completion of the Districtrequired probationary period will be counted. He/she will also be reemployed with all rights and benefits accorded to him/her at the time of layoff. Laid-off employees, when reemployed, will be placed on the salary step held at the time of layoff. Employees who bumped into a lower class will, when reinstated to their previous class, be placed on the salary step to which they would have progressed had they remained there. An adjusted anniversary date will be established for step increment purposes so as to reflect the actual amount of time served in the district.

Reemployment. If, at the conclusion of all approved disability absences, paid or unpaid, the employee is still disabled and unable to perform the essential duties of his/her position, the employee shall be placed on a reemployment list for a period of thirty-nine (39) months. If, at any time during the prescribed thirty-nine (39) months, the employee is able to assume the essential duties of the position, with or without reasonable accommodation, the employee shall notify the Human Resources Office in writing and provide a satisfactory medical release. Upon receipt of such notification and release, an administrator of the Human Resources Office shall notify the employee in writing of any vacant Regular position(s) in the classification of the employee’s employee‟s previous assignment within the prescribed thirty-nine (39) months and offer the employee reemployment in such position. Such reemployment will take preference over all other applicants except that an employee on the thirty-nine (39) months reemployment list due to an extended disability shall be ranked according to his/her proper service credit, as provided in Article 18, in the event another employee in the same classification is eligible for reemployment because of having been laid off under the provisions of Article 18. An employee who has been placed on the reemployment list due to an extended disability, who has been medically released to return to duty, and who fails to notify the Human Resources Office, or to accept an appropriate assignment within ten (10) work days of receipt of an employment offer, shall be deemed to have declined reemployment, and the employee’s employee‟s name shall be removed from the reemployment list and be deemed terminated from the District. Upon reemployment, the employee shall be reinstated as a continuing employee of the District.

Reemployment. IfExcept in cases of emergencies, any officer or member of the Union whose services are required in connection with Union affairs shall upon written request by the Union, be made at least two (2) days in advance, be released without pay, provided that not more than three (3) employees from each Local Union [upon mutual agreement between the Union and the Company there may be more than three (3)], the four (4) officers from the System Council and the five (5) members of the System Committee shall be so released at the conclusion same time. Insofar as practicable, the Union will hold its meetings at such time and place as will require the least number of all approved disability absencesemployees to be absent from their headquarters during regular working hours. Release of this nature shall not exceed fifteen (15) days in any calendar year, paid except additional time may be granted by mutual agreement; provided, however, any employee of the Company who is a member of the Union and is covered by this Agreement and who is elected or unpaidappointed to any full-time office in the Union shall, upon the employee’s retirement from such office, be reinstated to the employee’s former position in the Company or one as fully comparable, “or to any specific job which the employee could have successfully bid under Paragraph 17”, with full seniority rights in the department of the Company in which the employee was formerly employed, provided the employee presents themselves for reemployment within thirty (30) days from the date the employee is retired from said office and the employee is still disabled qualified both physically and unable mentally and has the skill and other qualifications to perform the essential duties work required. Nuclear 49 When an individual is elected or appointed to a full or part-time position with the Union including regular Company employees on Union business, they will be coded as a Leave of his/her position, Absence (in the classification held immediately prior to release on leave of absence) but will continue to be considered full-time employees of the Company with regards to employee benefits and communications. They will continue to be afforded benefits provided to other Bargaining Unit employees. Any communication or benefit statement provided to Bargaining Unit employees shall be sent to these employees also. Life Insurance and Long Term Disability coverage continues as though they had not gone on leave. These employees would be required to pay any required premium to maintain the elected coverage above the basic coverage furnished to the Bargaining Unit employees without cost. The coverage will be based on the current Exhibit “A” rate of pay for the employee’s classification. Medical and Dental coverage for these employees on Paragraph 51 leaves will continue with those options as selected by the employee. The employee shall be billed for the employee and dependent portion of the premium on a regular schedule. The Union Office Clerical Staff shall also be allowed to elect coverage in the same manner however the Union shall make the payment for the coverage paid by the Company. Retirement savings plan participation shall be allowed for those employees on Paragraph 51 leaves. The participation shall be in the post-tax option and all other benefits of the plan will be unchanged. The matching funds normally made to the fund on behalf of the employee shall be placed on made by the Union and contributed upon billing. Pension participation will continue as a reemployment list for a period of thirtyfull-nine (39) monthstime employee. IfPension vesting, at any time during the prescribed thirty-nine (39) monthsfunding and participation shall continue, with the employee is able on Paragraph 51 leave continuing to assume accrue seniority, years of service and the essential duties of the position, with or without reasonable accommodation, wages afforded in Exhibit “A” for the employee shall notify the Human Resources Office in writing and provide ’s listed classification. All credits due a satisfactory medical release. Upon receipt of such notification and release, an administrator of the Human Resources Office shall notify the employee in writing of any vacant Regular position(s) in the classification of the employee’s previous assignment within the prescribed thirty-nine (39) months and offer the employee reemployment in such position. Such reemployment will take preference over all other applicants except that an employee on the thirty-nine (39) months reemployment list due to an extended disability shall be ranked according to his/her proper service credit, as provided in Article 18, in the event another employee in the same classification is eligible for reemployment because of having been laid off under the provisions of Article 18. An employee who has been placed on the reemployment list due to an extended disability, who has been medically released to return to duty, and who fails to notify the Human Resources Office, or to accept an appropriate assignment within ten (10) work days of receipt of an employment offer, shall be deemed to have declined reemployment, and the employee’s name shall be removed from the reemployment list and be deemed terminated from the District. Upon reemployment, the Bargaining Unit employee shall be reinstated as given to the employee on Paragraph 51 leave, to include interest credits, basic credits (if applicable) and transition credits (if applicable). All applicable options within the Pension Plan shall be afforded to the employee on a continuing employee Paragraph 51 leave. If the Company is required by the rules of the DistrictUnited Sates Government or its Agents to contribute to the plan to keep it solvent, the Union shall make the appropriate contribution for those who are on a Paragraph 51 leave.

Reemployment. IfExcept in cases of emergencies, any officer or member of the Union whose services are required in connection with Union affairs shall upon written request by the Union, be made at least two (2) days in advance, be released without pay, provided that not more than three (3) employees from each Local Union [upon mutual agreement between the Union and the Company there may be more than three (3)], the four (4) officers from the System Council and the five (5) members of the System Committee shall be so released at the conclusion same time. Insofar as practicable, the Union will hold its meetings at such time and place as will require the least number of all approved disability absencesemployees to be absent from their headquarters during regular working hours. Release of this nature shall not exceed fifteen (15) days in any calendar year, paid except additional time may be granted by mutual agreement; provided, however, any employee of the Company who is a member of the Union and is covered by this Agreement and who is elected or unpaidappointed to any full-time office in the Union shall, upon the employee’s retirement from such office, be reinstated to the employee’s former position in the Company or one as fully comparable, “or to any specific job which the employee could have successfully bid under Paragraph 17”, with full seniority rights in the department of the Company in which the employee was formerly employed, provided the employee presents themselves for reemployment within thirty (30) days from the date the employee is retired from said office and the employee is still disabled qualified both physically and unable mentally and has the skill and other qualifications to perform the essential duties work required. When an individual is elected or appointed to a full or part-time position with the Union including regular Company employees on Union business, they will be coded as a Leave of his/her position, Absence (in the classification held immediately prior to release on leave of absence) but will continue to be considered full-time employees of the Company with regards to employee benefits and communications. They will continue to be afforded benefits provided to other Bargaining Unit employees. Any communication or benefit statement provided to Bargaining Unit employees shall be sent to these employees also. Life Insurance and Long Term Disability coverage continues as though they had not gone on leave. These employees would be required to pay any required premium to maintain the elected coverage above the basic coverage furnished to the Bargaining Unit employees without cost. The coverage will be based on the current Exhibit “A” rate of pay for the employee’s classification. Medical and Dental coverage for these employees on Paragraph 51 leaves will continue with those options as selected by the employee. The employee shall be billed for the employee and dependent portion of the premium on a regular schedule. The Union Office Clerical Staff shall also be allowed to elect coverage in the same manner however the Union shall make the payment for the coverage paid by the Company. Retirement savings plan participation shall be allowed for those employees on Paragraph 51 leaves. The participation shall be in the post-tax option and all other benefits of the plan will be unchanged. The matching funds normally made to the fund on behalf of the employee shall be placed on made by the Union and contributed upon billing. Pension participation will continue as a reemployment list for a period of thirtyfull-nine (39) monthstime employee. IfPension vesting, at any time during the prescribed thirty-nine (39) monthsfunding and participation shall continue, with the employee is able on Paragraph 51 leave continuing to assume accrue seniority, years of service and the essential duties of the position, with or without reasonable accommodation, wages afforded in Exhibit “A” for the employee shall notify the Human Resources Office in writing and provide ’s listed classification. All credits due a satisfactory medical release. Upon receipt of such notification and release, an administrator of the Human Resources Office shall notify the employee in writing of any vacant Regular position(s) in the classification of the employee’s previous assignment within the prescribed thirty-nine (39) months and offer the employee reemployment in such position. Such reemployment will take preference over all other applicants except that an employee on the thirty-nine (39) months reemployment list due to an extended disability shall be ranked according to his/her proper service credit, as provided in Article 18, in the event another employee in the same classification is eligible for reemployment because of having been laid off under the provisions of Article 18. An employee who has been placed on the reemployment list due to an extended disability, who has been medically released to return to duty, and who fails to notify the Human Resources Office, or to accept an appropriate assignment within ten (10) work days of receipt of an employment offer, shall be deemed to have declined reemployment, and the employee’s name shall be removed from the reemployment list and be deemed terminated from the District. Upon reemployment, the Bargaining Unit employee shall be reinstated as given to the employee on Paragraph 51 leave, to include interest credits, basic credits (if applicable) and transition credits (if applicable). All applicable options within the Pension Plan shall be afforded to the employee on a continuing employee Paragraph 51 leave. If the Company is required by the rules of the DistrictUnited Sates Government or its Agents to contribute to the plan to keep it solvent, the Union shall make the appropriate contribution for those who are on a Paragraph 51 leave.

Reemployment. If, at the conclusion (a) Any permanent employee who is laid off or who bumps into a lower class or who is placed into a durational position or into a part time position from a full time permanent position in lieu of all approved disability absences, paid or unpaid, the employee is still disabled and unable to perform the essential duties of layoff may request that his/her position, the employee shall name be placed on a reemployment list(s). An employee shall be entitled to specify for placement on the reemployment list for a period any and all classes in which he/she formerly held permanent status or which are deemed comparable. Employees must designate location preference when placed on these lists. At the time of thirty-nine (39) months. If, at any time during the prescribed thirty-nine (39) monthslayoff, the employee is able to assume the essential duties of the position, with or without reasonable accommodation, Employer shall provide forms on which the employee shall notify the Human Resources Office in writing designate choice of reemployment list(s) and provide acceptable location(s). The employee shall sign all such forms. The employee will also be provided an opportunity to indicate whether or not temporary or durational positions would be acceptable. Three waivers of positions offered from a satisfactory medical release. Upon receipt of such notification and release, an administrator of the Human Resources Office shall notify the employee in writing of any vacant Regular position(s) in the classification of the employee’s previous assignment within the prescribed thirty-nine (39) months and offer the employee reemployment in such position. Such reemployment will take preference over all other applicants except that an employee on the thirty-nine (39) months reemployment list due will result in removal from that list. A no-reply to an extended disability offer of position, which offer was sent by certified mail return receipt requested, shall be ranked according deemed a waiver. An employee will also automatically be removed from all reemployment lists if appointed to his/her proper service credit, as provided in Article 18, in the event another employee a position in the same classification salary group held at time of layoff, provided, however, that such removal shall not occur if an employee is eligible for appointed to a temporary or durational position or is a previously employed full time employee and is appointed to a part time position. Any employee appointed from the reemployment because of having been laid off under the provisions of list to a temporary, durational or part time position shall have their rights and benefits determined in accordance with Article 1822. An employee who has appointed from a reemployment list to a position in a lower salary group than other classification(s) for which he/she had been placed on the reemployment list due to an extended disability, who has been medically released to return to duty, and who fails to notify the Human Resources Office, or to accept an appropriate assignment within ten (10list(s) work days of receipt of an employment offer, shall be deemed to have declined reemployment, and the employee’s name shall be removed will remain eligible for certification from the reemployment list and be deemed terminated from for the District. Upon reemploymentclassifications of higher salary groups, not to exceed to salary group held at the employee shall be reinstated as a continuing employee time of the Districtlayoff.