Common use of Workers' Compensation Leave Clause in Contracts

Workers' Compensation Leave. An employee awarded a Workers' Compensation grant shall be granted a compensable disability leave with compensation made up of a tax-free Workplace Safety Insurance Board award, and a taxable top-up grant for the duration of Workers’ Compensation Disability benefits. The top-up grant will ensure an employee's net pay is maintained. If the employee is awarded a Future Economic Loss (FEL) award and is unable to perform the essential duties of any available job, the leave and top-up grant will be extended for the first 24 months of the FEL award. If an employee is unable to return to work during the first two years of a FEL award, an application for LTD should be submitted. The qualifying period is waived in these cases, and LTD benefits will be payable at the expiry of the first FEL for a qualifying employee. Pending a decision of the Workplace Safety Insurance Board regarding the legitimacy of a claim the employee will receive sick leave. Employees who are receiving Workers' Compensation benefits for claims or injuries suffered while in the employ of an Employer other than Xxxxx Power are required to notify Xxxxx Power of being in receipt of those benefits in order to qualify for the top up grant. These employees will not be eligible for sick leave while receiving Workers' Compensation benefits for the top-up grant. The top-up grant for compensable disability leave will be withheld if the employee refuses a medically suitable position that she/he is capable of performing, pursuant to the provisions of Article 45 (“Rehabilitation and Re-Employment”) of the Collective Agreement. The grant may also be withheld where an employee is subject to appropriate discipline or discharge for cause pursuant to Article 17 (“Discipline and Discharge”). Authority for withholding the supplementary grant is vested in Directors.

Workers' Compensation Leave. An employee awarded a Workers' Compensation grant shall be granted a compensable disability After completion of the twelve (12) week family and medical leave with compensation made up requested because of a tax-free Workplace Safety Insurance Board award, and a taxable top-up grant for the duration of Workers’ Compensation Disability benefits. The top-up grant will ensure an employee's net pay is maintained. If serious health condition that made the employee is awarded a Future Economic Loss (FEL) award and is unable to perform the essential duties functions of any available their job, a supplemental worker’s compensation leave of absence for the remainder of the school year will be granted to employees who are unable to continue to work for the Employer because of a work related injury or disease for which the employee is entitled to receive benefits under the Worker’s Compensation laws of the State of Michigan and is receiving payments from the Employer, subject to the Employer’s right to require medical proof. At the completion of the initial period of the leave, the Employer may grant an extension of the leave and top-for up grant to an additional twelve (12) months if the employee can present evidence from their treating physician that there is a substantial likelihood that the employee will be extended for the first 24 months of the FEL award. If an employee is unable able to return to work during the first two years period of extended leave. An employee whose leave ends prior to their being able to return to work will be considered to be on layoff with rights to return in accordance with the recall procedure. The Employer may require at any time, as a condition of continuance of a FEL awardworker’s compensation leave of absence, an application for LTD should be submitted. The qualifying period is waived in these cases, and LTD benefits will be payable at the expiry of the first FEL for a qualifying employee. Pending a decision of the Workplace Safety Insurance Board regarding the legitimacy proof of a claim continuing inability to perform work for the employee will receive sick leaveEmployer. Employees who incur a work-related injury or disease for which they are receiving Workers' Compensation worker’s compensation benefits for claims or injuries suffered while may utilize accrued paid sick leave days, charged to the employee’s sick leave account on a pro rata basis, to maintain the difference between the employee’s net take-home pay based upon their regular salary and the worker’s compensation benefits received. It is agreed between the parties that this use of paid sick leave is not a wage continuation program as that term is utilized in the employ Worker’s Compensation Act. In the event that this use is claimed to be a wage continuation program by the Board’s worker’s compensation carrier, the parties agree to renegotiate this subsection. As a condition of an Employer other than Xxxxx Power are required to notify Xxxxx Power of being in receipt of those benefits such supplemental payments, the employee agrees to reimburse the Employer for any duplicate amounts received in order to qualify instances where paid sick leave is utilized and worker’s compensation later provides payment for the top up grant. These employees will not be eligible for sick leave while receiving Workers' Compensation benefits for the top-up grant. The top-up grant for compensable disability leave will be withheld if the employee refuses a medically suitable position that she/he is capable of performing, pursuant to the provisions of Article 45 (“Rehabilitation and Re-Employment”) of the Collective Agreement. The grant may also be withheld where an employee is subject to appropriate discipline or discharge for cause pursuant to Article 17 (“Discipline and Discharge”). Authority for withholding the supplementary grant is vested in Directorssame days.

Workers' Compensation Leave. An employee awarded a Workers' Compensation grant shall be granted a compensable disability After completion of the twelve (12) week family and medical leave with compensation made up requested because of a tax-free Workplace Safety Insurance Board award, and a taxable top-up grant for the duration of Workers’ Compensation Disability benefits. The top-up grant will ensure an employee's net pay is maintained. If serious health condition that made the employee is awarded a Future Economic Loss (FEL) award and is unable to perform the essential duties functions of any available their job, a supplemental worker's compensation leave of absence for the remainder of the school year will be granted to employees who are unable to continue to work for the Employer because of a work related injury or disease for which the employee is entitled to receive benefits under the Worker's Compensation laws of the State of Michigan and is receiving payments from the Employer, subject to the Employer's right to require medical proof. At the completion of the initial period of the leave, the Employer shall grant an extension of the leave and top-for up grant to an additional twelve (12) months if the employee can present evidence from their treating physician that there is a substantial likelihood that the employee will be extended for the first 24 months of the FEL award. If an employee is unable able to return to work during the first two years period of extended leave. An employee whose leave ends prior to their being able to return to work will be considered to be on layoff with rights to return in accordance with the recall procedure. The Employer may require at reasonable times, as a condition of continuance of a FEL awardworker's compensation leave of absence, an application for LTD should be submitted. The qualifying period is waived in these cases, and LTD benefits will be payable at the expiry of the first FEL for a qualifying employee. Pending a decision of the Workplace Safety Insurance Board regarding the legitimacy proof of a claim continuing inability to perform work for the employee will receive sick leaveEmployer. Employees who incur a work-related injury or disease for which they are receiving Workers' Compensation worker's compensation benefits for claims or injuries suffered while may utilize accrued paid sick leave days, charged to the employee's sick leave account on a pro rata basis, to maintain the difference between the employee's net take-home pay based upon their regular salary and the worker's compensation benefits received. It is agreed between the parties that this use of paid sick leave is not a wage continuation program as that term is utilized in the employ Worker's Compensation Act. In the event that this use is claimed to be a wage continuation program by the Board's worker's compensation carrier, the parties agree to renegotiate this subsection. As a condition of an Employer other than Xxxxx Power are required to notify Xxxxx Power of being in receipt of those benefits such supplemental payments, the employee agrees to reimburse the Employer for any duplicate amounts received in order to qualify instances where paid sick leave is utilized and worker's compensation later provides payment for the top up grant. These employees will not be eligible for sick leave while receiving Workers' Compensation benefits for the top-up grant. The top-up grant for compensable disability leave will be withheld if the employee refuses a medically suitable position that she/he is capable of performing, pursuant to the provisions of Article 45 (“Rehabilitation and Re-Employment”) of the Collective Agreement. The grant may also be withheld where an employee is subject to appropriate discipline or discharge for cause pursuant to Article 17 (“Discipline and Discharge”). Authority for withholding the supplementary grant is vested in Directorssame days.

Workers' Compensation Leave. An employee awarded a Workers' Compensation grant shall be granted a compensable disability leave with compensation made up of a tax-free Workplace Safety Insurance Board award, and a taxable top-up grant for the duration of Workers’ Compensation Disability benefits. The top-up grant will ensure an employee's net pay is maintained. If the employee is awarded a Future Economic Loss (FEL) award and is unable to perform the essential duties of any available job, the leave and top-up grant will be extended for the first 24 months of the FEL award. If an employee is unable to return to work during the first two years of a FEL award, an application for LTD should be submitted. The qualifying period is waived in these cases, and LTD benefits will be payable at the expiry of the first FEL for a qualifying employee. Pending a decision of the Workplace Safety Insurance Board regarding the legitimacy of a claim the employee will receive sick leave. Employees who are receiving Workers' Compensation benefits for claims or injuries suffered while in the employ of an Employer other than Xxxxx Bruce Power are required to notify Xxxxx Bruce Power of being in receipt of those benefits in order to qualify for the top up grant. These employees will not be eligible for sick leave while receiving Workers' Compensation benefits for the top-up grant. The top-up grant for compensable disability leave will be withheld if the employee refuses a medically suitable position that she/he is capable of performing, pursuant to the provisions of Article 45 (“Rehabilitation and Re-Employment”) of the Collective Agreement. The grant may also be withheld where an employee is subject to appropriate discipline or discharge for cause pursuant to Article 17 (“Discipline and Discharge”). Authority for withholding the supplementary grant is vested in Directors.

Workers' Compensation Leave. An employee awarded a Workers' Employees are entitled to only those Worker’s Compensation grant benefits specified under state law. Employees shall be granted a compensable disability leave required to make an irrevocable decision, in writing, to supplement or not supplement their worker’s compensation benefits with compensation made up of a tax-free Workplace Safety Insurance Board awardaccrued sick leave, if available, and a taxable top-up grant for then accrued vacation, if available, until the duration of Workers’ Compensation Disability benefits. The top-up grant will ensure an employee's net pay is maintained’s accrued leave (sick leave and/or vacation leave) has been exhausted. If the employee is awarded a Future Economic Loss (FEL) award elects to supplement his/her worker’s compensation benefits, once the accrued sick leave and is unable to perform the essential duties of any available jobvacation have been exhausted, the employee shall only be entitled to receive the Worker’s Compensation benefits specified by State law. If the employee elects not to supplement his/her worker’s compensation benefits, he/she shall only be entitled to receive the Worker’s Compensation benefits specified by State law. An employee who is out on worker’s compensation leave shall also be placed on leave under the Family and Medical Leave Act (FMLA) if he/she qualifies for FMLA leave. Leave under the FMLA cannot exceed 12 weeks. Worker’s Compensation leave and top-up grant will be extended for leave under the first 24 months FMLA shall run concurrently. Payment of the FEL award. If an employee is unable to return to work during the first two years of a FEL award, an application for LTD should be submitted. The qualifying period is waived in these cases, and LTD benefits will be payable at the expiry of the first FEL for a qualifying employee. Pending a decision of the Workplace Safety Insurance Board regarding the legitimacy of a claim the employee will receive sick leave. Employees who are receiving Workers' Worker’s Compensation benefits for claims only (i.e., not being supplemented with accrued sick or injuries suffered while in the employ of an Employer other than Xxxxx Power are required to notify Xxxxx Power of vacation hours) does not qualify as being in receipt of those benefits in order to qualify for the top up grant. These employees will not be eligible for sick leave while receiving Workers' paid status, since Worker’s Compensation benefits for are not paid through the top-up grantCity’s payroll system. The top-up grant for compensable disability leave will be withheld Therefore, if the employee refuses exhausts his/her accrued leave and, if eligible for FMLA leave, has exhausted his/her FMLA leave, the employee shall thereafter be considered to be on unpaid leave. Once the employee has been on unpaid leave for 30 calendar days, he/she will be required to reimburse the City for the cost of his/her medical insurance, dental insurance, and vision insurance premiums if the employee wishes to have coverage under those plans continued. An employee who schedules a medically suitable position that shedoctor’s appointment required as a result of his/he is capable of performingher worker’s compensation claim shall only be paid temporary disability, pursuant to as specified by the provisions of Article 45 (“Rehabilitation and Re-Employment”) of the Collective Agreement. The grant may also be withheld where an employee is subject to appropriate discipline or discharge state Worker’s Compensation regulations, for cause pursuant to Article 17 (“Discipline and Discharge”). Authority for withholding the supplementary grant is vested in Directorshis/her regularly scheduled work day.

Workers' Compensation Leave. An employee awarded a Workers' ‌ Employees are entitled to only those Worker’s Compensation grant benefits specified under state law. Employees shall be granted a compensable disability leave required to make an irrevocable decision, in writing, to supplement or not supplement their worker’s compensation benefits with compensation made up of a tax-free Workplace Safety Insurance Board awardaccrued sick leave, if available, and a taxable top-up grant for then accrued vacation, if available, until the duration of Workers’ Compensation Disability benefits. The top-up grant will ensure an employee's net pay is maintained’s accrued leave (sick leave and/or vacation leave) has been exhausted. If the employee is awarded a Future Economic Loss (FEL) award elects to supplement his/her worker’s compensation benefits, once the accrued sick leave and is unable to perform the essential duties of any available jobvacation have been exhausted, the employee shall only be entitled to receive the Worker’s Compensation benefits specified by State law. If the employee elects not to supplement his/her worker’s compensation benefits, he/she shall only be entitled to receive the Worker’s Compensation benefits specified by State law. An employee who is out on worker’s compensation leave shall also be placed on leave under the Family and Medical Leave Act (FMLA) if he/she qualifies for FMLA leave. Leave under the FMLA cannot exceed 12 weeks. Worker’s Compensation leave and top-up grant will be extended for leave under the first 24 months FMLA shall run concurrently. Payment of the FEL award. If an employee is unable to return to work during the first two years of a FEL award, an application for LTD should be submitted. The qualifying period is waived in these cases, and LTD benefits will be payable at the expiry of the first FEL for a qualifying employee. Pending a decision of the Workplace Safety Insurance Board regarding the legitimacy of a claim the employee will receive sick leave. Employees who are receiving Workers' Worker’s Compensation benefits for claims only (i.e., not being supplemented with accrued sick or injuries suffered while in the employ of an Employer other than Xxxxx Power are required to notify Xxxxx Power of vacation hours) does not qualify as being in receipt of those benefits in order to qualify for the top up grant. These employees will not be eligible for sick leave while receiving Workers' paid status, since Worker’s Compensation benefits for are not paid through the top-up grantCity’s payroll system. The top-up grant for compensable disability leave will be withheld Therefore, if the employee refuses exhausts his/her accrued leave and, if eligible for FMLA leave, has exhausted his/her FMLA leave, the employee shall thereafter be considered to be on unpaid leave. Once the employee has been on unpaid leave for 30 calendar days, he/she will be required to reimburse the City for the cost of his/her medical insurance, dental insurance, and vision insurance premiums if the employee wishes to have coverage under those plans continued. An employee who schedules a medically suitable position that shedoctor’s appointment required as a result of his/he is capable of performingher worker’s compensation claim shall only be paid temporary disability, pursuant to as specified by the provisions of Article 45 (“Rehabilitation and Re-Employment”) of the Collective Agreement. The grant may also be withheld where an employee is subject to appropriate discipline or discharge state Worker’s Compensation regulations, for cause pursuant to Article 17 (“Discipline and Discharge”). Authority for withholding the supplementary grant is vested in Directorshis/her regularly scheduled work day.