Voluntary and Involuntary Leaves Sample Clauses

Voluntary and Involuntary Leaves. Upon written request of the faculty member, the College may grant a leave of absence for a period not to exceed one (1) year, without pay. Such leave will be subject to renewal at the will of the College. Leaves of absence without faculty request, because of physical or mental disability, may be granted by the College for a period not to exceed one (1) year; provided that any faculty member so placed on an unrequested leave of absence will have a right to a hearing conducted at Level Three of the grievance process.
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Voluntary and Involuntary Leaves. A request for an unpaid leave of absence must be submitted by the employee in writing to his/her supervisor and the Office of Human Resources. The College, may grant a leave of absence for a period not to exceed one (1) year, subject to renewal at the will of the College, provided that without request, leave of absence because of physical or mental disability may be granted or implemented by the College for a period not to exceed one (1) year. Consistent with the terms of Article 4, a position held for an employee on a leave of absence may be filled, unless an extension of up to six (6) additional months (totaling not more than twelve (12) months) has been granted. If the employee is rehired into the bargaining unit within twelve (12) months of the conclusion of his/her leave of absence, he/she shall have bargaining unit seniority and college service-driven benefits accrued at the commencement of the leave of absence reinstated. Employees are required to keep their supervisor’s informed of their leave status, including, but not limited to advance notice of changes in the return to work date.
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Voluntary and Involuntary Leaves. The Employer, upon request of an employee, may grant a leave of absence for a period not to exceed one (1) year, subject to renewal at the sole discretion of the Employer; provided, that without request, a leave of absence due to a physical or mental disability may be granted by the Employer for a period not to exceed one (1) year. Employees returning from a leave of absence of one (1) year or less shall have the right to return to the position which they held at the time that they took the leave of absence. Employees who are on a leave of absence in excess of one (1) year shall have the right to return to a vacant bargaining unit position for which he/she is qualified.
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Related to Voluntary and Involuntary Leaves

  • Voluntary Layoff Appointing authorities will allow an employee in the same job classification and department where layoffs will occur to volunteer to be laid off provided that the employee is in a position requiring the same skills and abilities, as a position subject to layoff. Any volunteer for layoff shall have no formal layoff option. If the appointing authority accepts the employee’s voluntary request for layoff, the employee will submit a non-revocable letter stating they are accepting a voluntary layoff from the University. The employee will be placed on all applicable rehire lists.

  • Voluntary Layoffs Leave of Absence or Reduction in Hours The President, reporting Vice President and/or designee, in consultation with the Associate Vice President for Human Resource Services and/or designee, may impose or authorize alternative actions when the College believes such actions are practical and can be taken without undue disruption to business operations. Such actions may include, but are not limited to, furloughs, reduced work schedules, and leave without pay; and hiring controls.

  • Voluntary quit 2. Discharge for just cause.

  • Voluntary Demotions For purposes of this Section, the term Aopening@ shall apply to any permanent vacancy in a classification. An employee may vacate from his current classification once per year given there is an opening and the employee is qualified to perform in the lower classification to which the employee has requested a demotion. The Department will assign voluntarily demoted employees beginning with the next employee pay cycle. Employees will have thirty (30) days to certify for position openings. No employee shall be displaced from the Department through a voluntary demotion. Employees who voluntarily demote to a lower classification will be placed in the new payline for the lower classification based on their years of service in the lower classification. Employees that voluntarily demote to the classification of Firefighter will receive credit for total time spent in the Department when being placed on that payline.

  • Involuntary Demotion An employee assigned to a lower rated position shall continue to be paid at the employee's current rate of pay until the rate of pay in the new position equals or exceeds it.

  • Voluntary Demotion An employee requesting a voluntary demotion from a higher-rated position and who is subsequently demoted to the lower-rated position, shall be paid on the increment step appropriate to the employee’s continuous service with the Employer. A voluntary demotion shall not change an employee’s anniversary date.

  • Voluntary Overtime In the event that the Employer’s reasonable effort to avoid overtime is not successful, and the Employer has knowledge of the overtime requirement at least three (3) hours in advance, the Employer will first offer the overtime work, on a seniority basis, to qualified employees who have indicated in writing a willingness to work overtime. It is understood that if there is no availability form on file for an employee, the Employer has no obligation to contact that employee to work additional hours. If the Employer has knowledge of the overtime requirement less than three (3) hours in advance, the Employer’s obligation will be limited to offering the overtime work in order of seniority to qualified employees on duty in the affected unit or classification. The Employer will make a reasonable effort to arrange for voluntary sharing between employees of the overtime requirement prior to invoking mandatory overtime. Notwithstanding the foregoing, the Employer retains the right to select a less senior employee whose overtime rate will be at time and one-half, if the more senior employee’s overtime rate for any of the overtime hours to be worked will be at double- time, or to replace an employee at the point that he or she would be working on less than ten (10) hours’ rest on the employee’s next scheduled shift.

  • Voluntary Deductions A. The Employer agrees to deduct from the wages of any employee who is a member of the Union a DRIVE and/or a Teamsters Legal Defense Fund deduction as provided for in a written authorization. Such authorization must be executed by the employee and may be revoked by the employee at any time by giving written notice to both the Employer and the Union. The beginning and/or termination of this deduction will coincide with the payroll cycle. The Employer agrees to remit any deductions made pursuant to this provision to the Union together with a report showing:

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