Common use of Continuous leave Clause in Contracts

Continuous leave. In the event of a continuous leave of absence 5 without pay in excess of any legal requirement of the FMLA or OFLA, the County may 6 require from the employee’s physician, and/or arrange for the employee to see a 7 physician selected by the County to examine the employee and provide a statement of 8 the disability, current condition, and the anticipated length of current absence. If the 9 County requires the employee to see a physician it has selected, it will pay the costs. If 10 deemed necessary by the County, such an examination shall be repeated every thirty 11 (30) days. If management determines that continued leave would not be in the best 12 interest of the County, then any resulting termination would be subject to review under 13 the just cause standard as to the reasonableness of this determination. Following six 14 (6) months of leave without pay, to include time spent on unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall be deemed permissive on the part of the County 16 and if the employee’s leave is not extended, and the employee does not return to work, 17 the employee will be deemed to have resigned.

Continuous leave. 15 In the event of a continuous leave of absence 5 without pay in 16 excess of any legal requirement of the FMLA or OFLA, the County may 6 require from 17 the employee’s physician, and/or arrange for the employee to see a 7 physician 18 selected by the County to examine the employee and provide a statement of 8 the 19 disability, current condition, and the anticipated length of current absence. If the 9 20 County requires the employee to see a physician it has selected, it will pay the costs. 21 If 10 deemed necessary by the County, such an examination shall be repeated every 22 thirty 11 (30) days. If management determines that continued leave would not be in the best 12 23 interest of the County, then any resulting termination would be subject to review 24 under 13 the just cause standard as to the reasonableness of this determination. 25 Following six 14 (6) months of leave without pay, to include time spent on unpaid FMLA 26 and/or OFLA 15 leave, any extension of the leave shall be deemed permissive on the 27 part of the County 16 and if the employee’s leave is not extended, and the employee 28 does not return to work, 17 the employee will be deemed to have resigned.

Continuous leave. 26 In the event of a continuous leave of absence 5 without pay in 27 excess of any legal requirement of the FMLA or OFLA, the County may 6 require from 28 the employee’s physician, and/or arrange for the employee to see a 7 physician 29 selected by the County to examine the employee and provide a statement of 8 the 30 disability, current condition, and the anticipated length of current absence. If the 9 31 County requires the employee to see a physician it has selected, it will pay the costs. 1 If 10 deemed necessary by the County, such an examination shall be repeated every 2 thirty 11 (30) days. If management determines that continued leave would not be in the best 12 3 interest of the County, then any resulting termination would be subject to review 4 under 13 the just cause standard as to the reasonableness of this determination. 5 Following six 14 (6) months of leave without pay, to include time spent on unpaid FMLA 6 and/or OFLA 15 leave, any extension of the leave shall be deemed permissive on the 7 part of the County 16 and if the employee’s leave is not extended, and the employee 8 does not return to work, 17 the employee will be deemed to have resigned.

Continuous leave. 30 In the event of a continuous leave of absence 5 without pay in excess of any 31 legal requirement of the FMLA or OFLA, the County may 6 require from the employee’s 32 physician, and/or arrange for the employee to see a 7 physician selected by the County to 33 examine the employee and provide a statement of 8 the disability, current condition, and the the 1 anticipated length of current absence. If the 9 County requires the employee to see a physician 2 it has selected, it will pay the costs. If 10 deemed necessary by the County, such an examination 3 shall be repeated every thirty 11 (30) days. If management determines that continued leave would 4 not be in the best 12 interest of the County, then any resulting termination would be subject to 5 review under 13 the just cause standard as to the reasonableness of this determination. Following 6 six 14 (6) months of leave without pay, to include time spent on unpaid FMLA and/or OFLA 15 leave, 7 any extension of the leave shall be deemed permissive on the part of the County 16 and if the 8 employee’s leave is not extended, and the employee does not return to work, 17 the employee 9 will be deemed to have resigned.

Continuous leave. 34 In the event of a continuous leave of absence 5 without pay in 35 excess of any legal requirement of the FMLA or OFLA, the County may 6 require from the 36 employee’s physician, and/or arrange for the employee to see a 7 physician selected by the 37 County to examine the employee and provide a statement of 8 the disability, current 38 condition, and the anticipated length of current absence. If the 9 County requires the 39 employee to see a physician it has selected, it will pay the costs. If 10 deemed necessary by 40 the County, such an examination shall be repeated every thirty 11 (30) days. If management 41 determines that continued leave would not be in the best 12 interest of the County, then any 42 resulting termination would be subject to review under 13 the just cause standard as to the the 1 reasonableness of this determination. Following six 14 (6) months of leave without pay, to 2 include time spent on unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall 3 be deemed permissive on the part of the County 16 and if the employee’s leave is not 4 extended, and the employee does not return to work, 17 the employee will be deemed to 5 have resigned.

Continuous leave. 34 In the event of a continuous leave of absence 5 without pay in 35 excess of any legal requirement of the FMLA or OFLA, the County may 6 require from the 36 employee’s physician, and/or arrange for the employee to see a 7 physician selected by the 37 County to examine the employee and provide a statement of 8 the disability, current 38 condition, and the anticipated length of current absence. If the 9 County requires the 39 employee to see a physician it has selected, it will pay the costs. If 10 deemed necessary by 40 the County, such an examination shall be repeated every thirty 11 (30) days. If management 41 determines that continued leave would not be in the best 12 interest of the County, then any 42 resulting termination would be subject to review under 13 the just cause standard as to the 1 reasonableness of this determination. Following six 14 (6) months of leave without pay, to 2 include time spent on unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall 3 be deemed permissive on the part of the County 16 and if the employee’s leave is not 4 extended, and the employee does not return to work, 17 the employee will be deemed to 5 have resigned.

Continuous leave. In the event of a continuous leave of absence 5 29 without pay in excess of any legal requirement of the FMLA or OFLA, the County may 6 30 require from the employee’s physician, and/or arrange for the employee to see a 7 31 physician selected by the County to examine the employee and provide a statement of 8 1 the disability, current condition, and the anticipated length of current absence. If the 9 2 County requires the employee to see a physician it has selected, it will pay the costs. If 10 3 deemed necessary by the County, such an examination shall be repeated every thirty 11 4 (30) days. If management determines that continued leave would not be in the best 12 5 interest of the County, then any resulting termination would be subject to review under 13 6 the just cause standard as to the reasonableness of this determination. Following six 14 (6) 7 months of leave without pay, to include time spent on unpaid FMLA and/or OFLA 15 leave, 8 any extension of the leave shall be deemed permissive on the part of the County 16 and if 9 the employee’s leave is not extended, and the employee does not return to work, 17 the 10 employee will be deemed to have resigned.

Continuous leave. 20 In the event of a continuous leave of absence 5 without pay in 21 excess of any legal requirement of the FMLA or OFLA, the County may 6 require from 22 the employee’s physician, and/or arrange for the employee to see a 7 physician selected 23 by the County to examine the employee and provide a statement of 8 the disability, 24 current condition, and the anticipated length of current absence. If the 9 County requires 25 the employee to see a physician it has selected, it will pay the costs. If 10 deemed 26 necessary by the County, such an examination shall be repeated every thirty 11 (30) days. 27 If management determines that continued leave would not be in the best 12 interest of the 28 County, then any resulting termination would be subject to review under 13 the just cause 29 standard as to the reasonableness of this determination. Following six 14 (6) months of 30 leave without pay, to include time spent on unpaid FMLA and/or OFLA 15 leave, any 31 extension of the leave shall be deemed permissive on the part of the County 16 and if the 1 employee’s leave is not extended, and the employee does not return to work, 17 the 2 employee will be deemed to have resigned.

Continuous leave. 34 In the event of a continuous leave of absence 5 without pay in 35 excess of any legal requirement of the FMLA or OFLA, the County may 6 require from the 36 employee’s physician, and/or arrange for the employee to see a 7 physician selected by the 37 County to examine the employee and provide a statement of 8 the disability, current 38 condition, and the anticipated length of current absence. If the 9 County requires the 39 employee to see a physician it has selected, it will pay the costs. If 10 deemed necessary by 40 the County, such an examination shall be repeated every thirty 11 (30) days. If management 41 determines that continued leave would not be in the best 12 interest of the County, then any 42 resulting termination would be subject to review under 13 the just cause standard as to the ARTICLE 9, SICK LEAVE, FITNESS FOR DUTY AND DISABILITY INSURANCE 1 reasonableness of this determination. Following six 14 (6) months of leave without pay, to 2 include time spent on unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall 3 be deemed permissive on the part of the County 16 and if the employee’s leave is not 4 extended, and the employee does not return to work, 17 the employee will be deemed to 5 have resigned.

Continuous leave. 12 In the event of a continuous leave of absence 5 without pay in 13 excess of any legal requirement of the FMLA or OFLA, the County may 6 require 14 from the employee’s physician, and/or arrange for the employee to see a 7 physician 15 selected by the County to examine the employee and provide a statement of 8 the 16 disability, current condition, and the anticipated length of current absence. If the 9 17 County requires the employee to see a physician it has selected, it will pay the 18 costs. If 10 deemed necessary by the County, such an examination shall be repeated 19 every thirty 11 (30) days. If management determines that continued leave would not 20 be in the best 12 interest of the County, then any resulting termination would be 21 subject to review under 13 the just cause standard as to the reasonableness of this 22 determination. Following six 14 (6) months of leave without pay, to include time spent 23 on unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall be deemed 24 permissive on the part of the County 16 and if the employee’s leave is not extended, 25 and the employee does not return to work, 17 the employee will be deemed to have 26 resigned.. 27

Continuous leave. In the event of a continuous leave of absence 5 8 without pay in excess of any legal requirement of the FMLA or OFLA, the County may 6 9 require from the employee’s physicianHCP, and/or arrange for the employee to see a 7 physician HCP 10 selected by the County to examine the employee and provide a statement of 8 the 11 disability, current condition, and the anticipated length of current absence. If the 9 County 12 requires the employee to see a physician HCP it has selected, it will pay the costs. If 10 deemed 13 necessary by the County, such an examination shall be repeated every thirty 11 (30) days. 14 If management determines that continued leave would not be in the best 12 interest of the 15 County, then any resulting termination would be subject to review under 13 the just cause 16 standard as to the reasonableness of this determination. Following six 14 (6) months of 17 leave without pay, to include time spent on unpaid FMLA and/or OFLA 15 leave, any 18 extension of the leave shall be deemed permissive on the part of the County 16 and if the 19 employee’s leave is not extended, and the employee does not return to work, 17 the 20 employee will be deemed to have resigned.

Continuous leave. In the event of a continuous leave of absence 5 without pay in excess 7 of any legal requirement of the FMLA or OFLA, the County may 6 require from the employee’s physicianHCP, and/or 8 arrange for the employee to see a 7 physician HCP selected by the County to examine the employee and provide a 9 statement of 8 the disability, current condition, and the anticipated length of current absence. If the 9 County 10 requires the employee to see a physician HCP it has selected, it will pay the costs. If 10 deemed necessary by the County, 11 such an examination shall be repeated every thirty 11 (30) days. If management determines that continued leave 12 would not be in the best 12 interest of the County, then any resulting termination would be subject to review under 13 the just cause standard as to the reasonableness of this determination. Following six 14 (6) months of leave without 14 pay, to include time spent on unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall be deemed 15 permissive on the part of the County 16 and if the employee’s leave is not extended, and the employee does not 16 return to work, 17 the employee will be deemed to have resigned.. 17

Continuous leave. 24 In the event of a continuous leave of absence 5 without pay in 25 excess of any legal requirement of the FMLA or OFLA, the County may 6 require from 26 the employee’s physician, and/or arrange for the employee to see a 7 physician 27 selected by the County to examine the employee and provide a statement of 8 the 28 disability, current condition, and the anticipated length of current absence. If the 9 29 County requires the employee to see a physician it has selected, it will pay the costs. 30 If 10 deemed necessary by the County, such an examination shall be repeated every 31 thirty 11 (30) days. If management determines that continued leave would not be in the best 12 1 interest of the County, then any resulting termination would be subject to review 2 under 13 the just cause standard as to the reasonableness of this determination. 3 Following six 14 (6) months of leave without pay, to include time spent on unpaid FMLA 4 and/or OFLA 15 leave, any extension of the leave shall be deemed permissive on the 5 part of the County 16 and if the employee’s leave is not extended, and the employee 6 does not return to work, 17 the employee will be deemed to have resigned.

Continuous leave. 11 In the event of a continuous leave of absence 5 without pay in excess 12 of any legal requirement of the FMLA or OFLA, the County may 6 require from the 13 employee’s physician, and/or arrange for the employee to see a 7 physician selected 14 by the County to examine the employee and provide a statement of 8 the disability, 15 current condition, and the anticipated length of current absence. If the 9 County 16 requires the employee to see a physician it has selected, it will pay the costs. If 10 17 deemed necessary by the County, such an examination shall be repeated every 18 thirty 11 (30) days. If management determines that continued leave would not be in the 19 best 12 interest of the County, then any resulting termination would be subject to 20 review under 13 the just cause standard as to the reasonableness of this 21 determination. Following six 14 (6) months of leave without pay, to include time spent on 22 unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall be deemed 23 permissive on the part of the County 16 and if the employee’s leave is not extended, 24 and the employee does not return to work, 17 the employee will be deemed to have 25 resigned.

Continuous leave. 12 a. In the event of a continuous leave of absence 5 without pay 13 in excess of any legal requirement of the FMLA or OFLA, the County may 6 require from 14 the employee’s physicianHealth Care Provider, and/or arrange for the employee to see a 7 physician selected by the County to examine the employee and provide a Health 16 statement of 8 the disability, current condition, and the anticipated length of current 17 absence. . 18 b. If the 9 County requires the employee to see a physician Health Care 19 Provider it has selected, it will pay the costs. . 20 c. If 10 deemed necessary by the County, such an examination 21 shall be repeated every thirty 11 (30) days. . 22 d. If management determines that continued leave would not 23 be in the best 12 interest of the County, then any resulting termination would be subject 24 to review under 13 the just cause standard as to the reasonableness of this determination. . 25 e. Following six 14 (6) months of leave without pay, to include 26 time spent on unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall be 27 deemed permissive on the part of the County 16 and if the employee’s leave is not 28 extended, and the employee does not return to work, 17 the employee will be deemed to 29 have resigned.

Continuous leave. In the event of a continuous leave of absence 5 without County pay in excess of any legal requirement of the FMLA OFLA, Paid Leave Oregon or OFLAWA PFML, the County may 6 require from the employee’s physician, and/or arrange for the employee to see a 7 physician selected by the County to examine the employee and provide a statement of 8 the disability, current condition, and the anticipated length of current absence. If the 9 County requires the employee to see a physician it has selected, it will pay the costs. If 10 deemed necessary by the County, such an examination shall be repeated every thirty 11 (30) days. If management determines that continued leave would not be in the best 12 interest of the County, then any resulting termination would be subject to review under 13 the just cause standard as to the reasonableness of this determination. Following six 14 (6) months of leave without County pay, to include time spent on unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall be deemed permissive on the part of the County 16 and if the employee’s leave is not extended, and the employee does not return to work, 17 the employee will be deemed to have resigned.

Continuous leave. 9 In the event of a continuous leave of absence 5 without pay in 10 excess of any legal requirement of the FMLA or OFLA, the County may 6 require 11 from the employee’s physician, and/or arrange for the employee to see a 7 physician 12 selected by the County to examine the employee and provide a statement of 8 the 13 disability, current condition, and the anticipated length of current absence. If the 9 14 County requires the employee to see a physician it has selected, it will pay the 15 costs. If 10 deemed necessary by the County, such an examination shall be repeated 16 every thirty 11 (30) days. If management determines that continued leave would not 17 be in the best 12 interest of the County, then any resulting termination would be 18 subject to review under 13 the just cause standard as to the reasonableness of this 19 determination. Following six 14 (6) months of leave without pay, to include time spent 20 on unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall be deemed 21 permissive on the part of the County 16 and if the employee’s leave is not extended, 22 and the employee does not return to work, 17 the employee will be deemed to have 23 resigned.

Continuous leave. 17 In the event of a continuous leave of absence 5 without pay in 18 excess of any legal requirement of the FMLA or OFLA, the County may 6 require from 19 the employee’s physician, and/or arrange for the employee to see a 7 physician 20 selected by the County to examine the employee and provide a statement of 8 the 21 disability, current condition, and the anticipated length of current absence. If the 9 22 County requires the employee to see a physician it has selected, it will pay the costs. 23 If 10 deemed necessary by the County, such an examination shall be repeated every 24 thirty 11 (30) days. If management determines that continued leave would not be in the best 12 25 interest of the County, then any resulting termination would be subject to review 26 under 13 the just cause standard as to the reasonableness of this determination. 27 Following six 14 (6) months of leave without pay, to include time spent on unpaid FMLA 28 and/or OFLA 15 leave, any extension of the leave shall be deemed permissive on the 29 part of the County 16 and if the employee’s leave is not extended, and the employee 30 does not return to work, 17 the employee will be deemed to have resigned.