Continuation of Pay Sample Clauses
The Continuation of Pay clause ensures that an employee continues to receive their regular salary or wages during a specified period, often in situations such as medical leave, workplace injury, or other qualifying absences. Typically, this clause outlines the duration for which pay will be maintained, any conditions or documentation required, and whether the pay is at full or partial rate. Its core practical function is to provide financial stability to employees during periods when they are unable to work, while also clarifying the employer’s obligations and reducing uncertainty for both parties.
Continuation of Pay. In order to continue receiving his/her regular salary, the employee shall assign his compensation cheque to the Employer. In return, the Employer shall indicate the amount received from the Compensation as a deduction from gross income on the employee's Income Tax (T-4) form.
Continuation of Pay. An employee may request a non-payroll advance from the Employer to aid in the transition to WSIB benefits. The Executive Director will be responsible for approving such request and implementing a mutually agreeable repayment schedule.
Continuation of Pay. The Employer and the Union agree that it may be in the interest of an employee to have income while in a program. Employees participating in a program will be entitled to use their accumulated vacation time and sick days. It is further agreed that after exhausting these benefits, the Employer's leave without pay policy will be utilized upon approval of the Agency Director, where such approval rests solely at the discretion of the Agency Director. The Union will designate an individual whom an employee desiring assistance can notify of such intent. The designated Union representative will report this to the Human Resources Director. Alternatively, an employee can directly notify the Human Resources Department of their desire to receive assistance.
Continuation of Pay. Employees being rehabilitated will have access to their accumulated, unused vacation, sick and personal leaves while in the program. Employees participating will use their accumulated vacation time and sick days. Discipline resulting from a violation of the alcohol and controlled policies shall be progressive depending upon the severity of the circumstances.
Continuation of Pay. Employees being rehabilitated for drug or alcohol problems may use their accumulated vacation or sick leave days. If their sick days have been exhausted, the employee may apply under the provisions of the sick leave bank section. When all paid leaves have been utilized, the employee may request an unpaid leave of absence from the Board. Eligible medical insurance premiums will be paid by the Board only when the employee is on a paid status. Discipline resulting from a violation of the alcohol and controlled substances policies shall be progressive and in accordance with Board policy.
Continuation of Pay. A. In order to be eligible for COP, an employee must file a Form CA-1 within 30 days of the date the traumatic injury/illness occurred and ensure that medical evidence supporting disability resulting from the claimed traumatic injury is provided to the Agency within 10 calendar days after filing the claim for COP on Form CA-1 and meet any other applicable requirements of 20 C.F.R. Part 10.210. Use the Agency’s Intranet for Workers Compensation contact information.
B. The Agency must advise the employee of their right to request COP and the need to elect among COP, annual, sick, or any other paid leave, (e.g., credit hours or compensatory time) or leave without pay, for any period of disability.
C. Time lost on the day of traumatic injury that occurs during the employee’s work shift does not count toward COP and should be charged as administrative leave.
D. COP is not available to employees who file an occupational disease or illness claim (Form CA-2).
E. If the employee’s claim for compensation is disallowed by the DOL/OWCP or FECA, any of the forty-five (45) days of COP that were previously granted will be converted to sick leave, annual leave, earned credit hours and/or leave without pay or considered an overpayment of pay under 5 U.S.C. 5584. A conversion option is not available if an employee is convicted of fraudulently claiming or obtaining workers’ compensation benefits under the Federal Employee’s Compensation Act (FECA). The employee will be responsible for advising the Agency as to which form(s) of leave is (are) appropriate using WebTA (or successor system).
Continuation of Pay. An employee who suffers a compensable workers' compensation injury, including being assaulted by a student, and who is temporarily and totally disabled as a result of the injury may be eligible to receive compensation from the Bureau of Workers' Compensation (BWC). This continuation of pay policy is designed to cover injured employees who would otherwise receive BWC temporary total payments where it is fiscally responsible for the District by causing the BWC to set a lower claim reserve and hence a lower premium regarding each case. This policy also includes assault injuries which would be covered by the BWC and consolidates prior policies and provisions on the subject. However, the provisions contained herein are not intended and will not supersede or replace the assault leave provisions set forth at 8.0103. The policy does not affect or replace the employee's need to file claims with the BWC for medical treatment. The goal of this policy is to return the employee to employment with the District safely and at the earliest possible time following a work injury while positively impacting the BWC premium for workers' compensation coverage.
Continuation of Pay. An employee who suffers a compensable workers’ compensation injury, including being assaulted by a student, and who is temporarily and totally disabled as a result of the injury, may be eligible to receive compensation from the Bureau of Workers’ Compensation (BWC). This continuation of pay policy is designed to cover injured employees who would otherwise receive BWC temporary total payments where it is fiscally responsible for the District by causing the BWC to set a lower claim reserve; and, hence, a lower premium regarding each case. This policy also includes assault injuries which would be covered by the BWC and consolidates prior policies and provisions on the subject. The policy does not affect or replace the employee’s need to file claims with the BWC for medical treatment. The goal of this policy is to return the employee to employment with the District safely and at the earliest possible time following a work injury while positively impacting the BWC premium for Worker’s Compensation coverage.
1. Continuation of Pay (COP)
Continuation of Pay a. An Employee who sustains a traumatic injury is entitled to COP for a period not to exceed 45 calendar days in accordance with regulations. The Employee shall advise Code 1116 of their desire for COP or to charge the absence to sick or annual leave. Employees requesting COP are required to provide medical documentation of their disability as soon as possible and preferably within two workdays of the injury, in order to expedite the processing of their claim. COP will continue in accordance with regulations, unless the Employee is medically capable of performing available limited duty.
b. If a recurrence of disability develops, the Employee should complete Form CA-2a and submit it to Code 1116.
Continuation of Pay. An employee who suffers a compensable Workers’ Compensation injury, including being assaulted by a student, and who is temporarily and totally disabled as a result of the injury may be eligible to receive compensation from the Bureau of Workers’ compensation (BWC). This continuation of pay policy is designed to cover injured employees who would otherwise receive BWC temporary total payments where it is fiscally responsible for the District by causing the BWC to set a lower claim reserve and hence a lower premium regarding each case. This policy also includes assault injuries which would be covered by the BWC and consolidates prior policies and provisions on the subject. The policy does not affect or replace the employee’s need to file claims with the BWC for medical treatment. The goal of this policy is to return the employee to employment with the District safely and at the earliest possible time following a work injury while positively impacting the BWC premium for workers’ compensation coverage. Continuation of Pay is not payable unless the employee makes a Workers’ Compensation claim, it is certified by the District, and the employee has provided all necessary documentation to include any and all district injury report forms. The BWC First Report of Injury (FROI), medical releases, MCO forms, third-party administrator forms and any other related records required by the risk manager or supervisor. The risk manager shall be the approval authority for all COP. COP shall only be approved if it is fiscally responsible for the District by positively impacting the District’s BWC premiums. Continuation of Pay payments are computed on the basis of the employee’s base rate of pay and normally scheduled hours, not to exceed forty (40) hours per week. Part-time employees will have payment prorated. Time authorized under Continuation of Pay is considered time worked for employees still in their probationary period, if any. An employee continues to accrue sick and vacation leave while on Continuation of Pay if they would have otherwise accrued such leaves. An employee would not otherwise accrue such leaves shall not accrue leaves under this policy. Increments of COP must be approved by the risk manager, in his discretion and when it is fiscally responsible for the District by having a positive impact on BWC reserves and premiums, and no one increment may exceed four (4) weeks. COP cannot exceed twelve