Employee Status After Leave Clause Samples
Employee Status After Leave. An employee who takes leave under this policy may be asked to provide a fitness for duty (FFD) clearance from the health care provider. This requirement will be included in the employer’s response to the FMLA request. Generally, an employee who takes FMLA leave will be able to return to the same position or a position with equivalent status, pay, benefits and other employment terms. The position will be the same or one which is virtually identical in terms of pay, benefits and working conditions. The Employer may choose to exempt certain key employees from this requirement and not return them to the same or similar position.
Employee Status After Leave. 9 At the expiration of a leave of absence for illness or injury, the 10 employee shall be reinstated, if possible, in the classification held by the 11 employee at the time of the granting of the leave of absence. If the leave 12 of absence is for other than illness, the employee, upon return, may be 13 placed in a vacant position in another classification, provided the 14 employee shall meet the minimum requirements of the position.
Employee Status After Leave. Generally, an employee who takes FMLA leave will be able to return to the same position or a position with equivalent status, pay, benefits and other employment terms.
Employee Status After Leave. An eligible employee who takes family leave for the intended purpose of family leave, shall be entitled on return from such leave:
1. to be restored to the position of employment held by the employee when the leave commenced; or
2. to be restored to an equivalent position with equivalent employment benefits, pay and other conditions of employment.
Employee Status After Leave. An employee who takes parental leave will be able to return to the same position or a position with equivalent status, pay, benefits, and other employment terms.
Employee Status After Leave. An employee who takes leave under FMLA/VPFLL may be asked to provide a Return to Work form indicating “fitness for duty” clearance from a health care provider.
Employee Status After Leave. An employee who takes leave under this policy may be asked to provide a fitness for duty (FFD) clearance from the health care provider. This requirement will be included in the employer’s response to the FMLA request. Generally, an employee who takes FMLA leave will be able to return to the same position or a position with equivalent status, pay, benefits and other employment terms. The position will be the same or one which is virtually identical in terms of pay, benefits and working conditions. The City may choose to exempt certain key employees from this requirement and not return them to the same or similar position. USE OF PAID AND UNPAID LEAVE Accrued leave will run concurrently with FMLA. An employee who is taking approved FMLA leave may request Authorized Leave without Pay prior to exhaustion of accrued leave. Requests for Authorized Leave without Pay must be made in compliance with the Authorized Leave without Pay section of this policy. Disability leave for the birth of the child and for an employee's serious health condition, including workers' compensation leave (to the extent that it qualifies), will be designated as FMLA leave and will run concurrently with FMLA. For example, if an employer provides six weeks of pregnancy disability leave, the six weeks will be designated as FMLA leave and counted toward the employee's 12-week entitlement. The employee may then be required to substitute accrued paid leave, or Authorized Leave without Pay for what remains of the 12- week entitlement. INTERMITTENT LEAVE OR A REDUCED WORK SCHEDULE The employee may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take a day periodically when needed over the year) or, under certain circumstances, may use the leave to reduce the workweek or workday, resulting in a reduced hour schedule. In all cases, the leave may not exceed a total of 12 workweeks (or 26 workweeks to care for an injured or ill service member over a 12-month period). The City may temporarily transfer an employee to an available alternative position with equivalent pay and benefits if the alternative position would better accommodate the intermittent or reduced schedule, in instances of when leave for the employee or employee's family member is foreseeable and for planned medical treatment, including recovery from a serious health condition or to care for a child after birth, or placement for adoption or ▇▇▇▇▇▇ care. For the birth, adoption or ▇▇▇▇▇▇ care of a child, the Ci...
Employee Status After Leave. An employee who takes family or medical leave will be able to return to the same position or a position with equivalent status, pay, benefits, and other employment terms. A written statement from a medical provider attesting the staff person’s ability to safely return to work is required for TLDEF to reinstate the employee.