Notification and Reporting Requirements. When the need for FMLA leave is foreseeable, such as the birth or adoption of a child, or planned medical treatment, the employee must provide reasonable prior notice, and make efforts to schedule leave so as not to disrupt Town operations. In cases of illness, the employee will be required to report periodically on his or her FMLA leave status and intention to return to work. At the expiration of any FMLA leave due to the employee's own illness, the employee must present a written authorization from his/her doctor stating that the employee is ready to return to work.
Notification and Reporting Requirements. When the need for FMLA leave is foreseeable, such as the birth or adoption of a child, or planned medical treatment, the employee must provide reasonable prior notice, and make efforts to schedule leave so as not to disrupt Town operations. In cases of illness, the employee will be required to report periodically on his or her FMLA leave status and intention to return to work. At the expiration of any FMLA leave due to the employee's own illness, the employee must present a written authorization from his/her doctor stating that the employee is ready to return to work. The parties agree that there are circumstances (sickness/injury of employee or family member) which may preclude the employee's ability to provide notice as herein described. Should such a case arise, the employee's request for FMLA usage will not be denied solely for failure to follow the notification procedures referred to herein.
Notification and Reporting Requirements. When the need for leave is foreseeable, such as the birth or adoption of a child, or planned medical treatment, the bargaining unit member must provide reasonable prior notice, and make efforts to schedule leave so as not to disrupt employer’s operations. In cases of illness, the bargaining unit member will be required to report periodically on his or her leave status and intention to return to work.
Notification and Reporting Requirements. Employees are required to notify their supervisor if they will be late or absent as soon as possible but not later than two hours prior to their scheduled shift. Notification can be by voicemail or text. Employees must also notify their job site.
Notification and Reporting Requirements. When the need for leave is foreseeable, such as the birth or adoption of a child, or planned medical treatment, the teacher must provide thirty (30) days prior notice, and make efforts to schedule leave so as not to disrupt District operations. Failure to provide the required notice may result in delaying the start of the leave. In cases of illness, the employee will be required to report at three (3) week intervals on his or her leave status and intention to return to work.
Notification and Reporting Requirements. When the need for leave can be planned, such as the birth or placement of a child, or scheduled medical treatment, the employee must provide reasonable prior notice, and make efforts to schedule the leave to minimize disruption to the School Department’s operations. In cases of illness, the employee will be required to report periodically on his or her leave status and intention to return to work.
Notification and Reporting Requirements. When the need for leave is foreseeable, such as the birth or adoption of a child, or planned medical treatment, the employee must provide reasonable prior notice (normally thirty (30) days advance notice) and, for medical treatment, must make reasonable efforts to schedule leave so as not to disrupt District operations. If the need for leave is not foreseeable at least 30 days in advance, or is unforeseeable, the employee must notify the District as soon as practicable upon learning of the need for leave. Employees must follow the District’s normal call-in and other procedures when requesting leave. If appropriate notice has not been given, leave may be denied until such notice is provided, or, in the case of an instructional employee requesting an intermittent or reduced work week leave, the employee may be required to take the leave in one (1) uninterrupted period. In case of illness, the employee will also be required to report periodically on his/her leave status and intention to return to work. Such notification must be provided every thirty (30) days. Employees returning to work will be required to provide a doctor’s certification releasing them to work.
Notification and Reporting Requirements. All requests for leaves of absence must be submitted to your supervisor or the Human Resources Manager at least thirty (30) days in advance of the start of the leave, except when the leave is due to an emergency or is otherwise not foreseeable. If the leave is not foreseeable, you must provide notice as soon as "practicable", which generally means either the same day or the next business day that you learn of the need for leave, in the absence of any unusual circumstances. A delay in submitting an FMLA leave request may result in a loss of FMLA protections and/or a delay of the start of your leave. Your supervisor will forward the request to the Human Resources Manager for approval. You must respond to our questions relative to your leave request so that we can determine if the leave qualifies for FMLA protection; failure to do so may result in loss or delay of FMLA protections. If you are seeking leave due to an FMLA-qualifying reason for which the County has previously granted you FMLA-protected leave, you must specifically reference the qualifying reason or need for FMLA leave at the time of your request to be away from work. It is not sufficient to simply "call in sick" without providing additional information which would reasonable cause the County to believe your absence/time away from work may qualify as an FMLA qualifying event. In all cases in which you are seeking leave under this policy, you shall provide such notice to the County consistent with the County's established call-in procedures so long as no unusual circumstances prevent you from doing so. Failure to comply with the call-in procedures may result in a delay or denial of FMLA protected leave. You must make an effort to schedule a leave so as not to disrupt business operations. During the leave, you may be required to report periodically on your status and your intention to return to work. Any extension of time for your leave of absence must be requested in writing prior to your scheduled date of return to work, together with written documentation to support the extension. Your failure to either return to work on the scheduled date of return or to apply in writing for an extension prior to that date will be considered to be a resignation of employment effective as of the last date of the approved leave. Employees on leaves for their own serious health condition must provide fitness-for-duty releases from their health care provider before they will be permitted to return to work. Your ma...
Notification and Reporting Requirements. The Host School must record International Student attendance and participation in class for the Services being delivered by the Host School for which the student is enrolled; and Report on the attendance and participation records to the Purchasing School’s International Student Coordinator. The Host School must provide reports and notifications in accordance with Item 2 of Schedule 4 to this Agreement, to the Purchasing School’s International Student Coordinator. Student complaints and appeals The Host School agrees that any complaints and appeals in relation to International Students must be made in accordance with the Department’s International Education Division (IED) Complaint and Appeals Process Guide (available online: xxxxx://xxx.xxxxx.xxx.xxx.xx/Xxxxxx%00Xxxxxxxxx/xx/Xxxxxxxxxx-Xxxxxxx-Xxxxxxx.xxx).
Notification and Reporting Requirements when taking Personal Leave for purposes other than illness or injury
