Layoff Processing for Employees on a Leave of Absence Without Pay Sample Clauses

The "Layoff Processing for Employees on a Leave of Absence Without Pay" clause outlines the procedures and considerations for handling layoffs involving employees who are currently on an unpaid leave. Typically, this clause specifies whether such employees are subject to layoff in the same manner as active employees, and may detail how their leave status affects notice periods, recall rights, or severance eligibility. Its core function is to ensure clarity and fairness in the layoff process by addressing the unique circumstances of employees not actively working, thereby preventing confusion or disputes regarding their employment status during organizational downsizing.
Layoff Processing for Employees on a Leave of Absence Without Pay. 8 1. Employee nNotification 9 Employees who are on a leave of absence without pay which is 10 scheduled to continue after the layoff effective date and are expected by the County to 11 be affected by an upcoming layoff process will be notified in writing and given an option 12 to return from leave. 13 2. Use of pPositions dDuring the lLayoff pProcess 14 If no response is received by the County within five (5) days of written 15 notification, or if the employee declines to return from leave of absence, or if the employee 16 is unable to return from leave of absence, the position from which the employee is on 17 leave of absence will be treated as a vacant position during the layoff process and will be 18 available to be filled by another employee who is affected by the layoff process, according 19 to the provisions of this aArticle. 20 3. Return from fFamily mMedical lLeave wWithout pPay 21 After a layoff process affecting the employee’s classification job 22 profile has occurred, employees who are on Family Medical Leave (FMLA/OFLA) without 23 pay immediately prior to returning to work will return to the position formerly held, and the 24 employee occupying that position will be reassigned according to seniority pursuant to 25 this aArticle. 26 4. Return fFrom oOther lLeave wWithout pPay 27 After a layoff process has occurred, employees not on Family 28 Medical Leave (FMLA/OFLA) without pay immediately prior to returning to work will be 29 reassigned according to seniority pursuant to this aArticle. 30 5. Recalculation of sSeniority aAfter lLeave of aAbsence wWithout 1 All employees on leave of absence without pay that exceeds thirty 2 (30) days except for circumstances listed in this Article will have their seniority 3 recalculated upon their return from leave so that none of the time on the leave of absence 4 without pay counts toward seniority per Section II.B.3 of this aArticle.
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Layoff Processing for Employees on a Leave of Absence Without Pay. 1. Employee notification: Employees who are on a leave of absence without pay which is scheduled to continue after the layoff effective date and whose classifications are expected by the County to be affected by an upcoming layoff process will be notified in writing and given an option to return from leave.
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Layoff Processing for Employees on a Leave of Absence Without Pay. 8 1. Employee Notification 11 be affected by an upcoming layoff process will be notified in writing and given an option 12 to return from leave.
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Layoff Processing for Employees on a Leave of Absence Without Pay 
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Related to Layoff Processing for Employees on a Leave of Absence Without Pay

  • Leave of Absence Without Pay (a) Full or part-time leave of absence without pay may be granted at the discretion of the Employer. Faculty members may apply for job-sharing under the provision for part-time leave of absence. Applications shall be made in writing to the administrator responsible. All applications will be dealt with promptly and will not be unreasonably denied, nor dealt with in a discriminatory manner. The reply to an application for leave will be in writing. Except in the case of leaves for short-term emergencies of thirty (30) days or less, the Employer may, at its discretion, require that the length of a leave coincide with the beginning or end of a semester or term of instruction. (b) Where a leave is granted, the faculty member's performance evaluation shall be extended accordingly. (c) No salary increment is payable for a period of leave of absence without pay unless the University President, upon written request from the faculty member concerned, decides the leave is spent in the activities relevant to the University curriculum. In this case, the faculty member will receive any salary adjustments for which he/she would normally be eligible. In the event that the University President judges that the activities are not relevant to the University curriculum, he/she will advise the faculty member as to the reasons for his/her decision in writing before the leave commences. (d) No benefits shall be payable by the Employer for faculty members on leave without pay, except as provided in this Agreement. For faculty members on part- time leave without pay, benefit premiums shall be payable by the Employer on a pro rata basis. If a faculty member proceeding on leave without pay makes a prior payment to the Employer of both the faculty member's share and the Employer's share (pro- rated, if applicable) of any or all of the following benefits, the Employer shall remit these payments to ensure continuous coverage: Life Insurance, Medical Services Plan of BC, Extended Health, Dental, Short and Long Term Disability and AD&D. (e) For leaves of longer than four (4) months, the faculty member, no later than four

  • Leaves of Absence Without Pay Section 13.

  • Maternity Leave Without Pay (1) An employee who becomes pregnant shall, upon request, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than eighteen (18) weeks after the termination date of pregnancy. (a) Notwithstanding 35.7(A)(1): (i) where the employee’s new-born child is hospitalized within the period defined in 35.7(A)(1); and (ii) where the employee has proceeded on maternity leave without pay and then, upon request and with the concurrence of the Council, returns to work for all or part of the period during which her new- born child is hospitalized; the period of maternity leave without pay defined in 35.7(A)(1) may be extended beyond the date falling eighteen (18) weeks after the date of termination of pregnancy by a period equal to that portion of the period of the child’s hospitalization during which the employee returned to work, to a maximum of eighteen (18) weeks. (b) The extension described in 35.7(A)(1)(a) shall end not later than fifty-two (52) weeks after the termination date of pregnancy. (2) At its discretion, the Council may require an employee to submit a medical certificate certifying pregnancy. (3) An employee who has not commenced maternity leave without pay may elect to: (a) use earned vacation and compensatory leave credits up to and beyond the date that her pregnancy terminates; (b) use her sick leave credits up to and beyond the date that her pregnancy terminates, subject to the provisions set out in the Sick Leave Article. For purposes of this clause, illness or injury as defined in the Sick Leave Article shall include medical disability related to pregnancy. (B) An employee shall inform the Council in writing of her plans for taking leave with and without pay to cover her absence from work due to the pregnancy at least four (4) weeks in advance of the initial date of continuous leave of absence during which termination of pregnancy is expected to occur. (C) Leave granted under this clause shall be counted for the calculation of “continuous employment” or “service” as applicable for the purpose of calculating severance pay and vacation leave. Time spent on such leave shall be counted for pay increment purposes.

  • Leave of Absence With Pay 1. A leave of absence with pay shall be granted to any employee who serves on a jury or as a witness for the federal government, the State of Nevada, or a political subdivision thereof. The employee shall be paid his/her regular salary while on court leave and retain any witness or jury duty fees, when summoned for jury duty or serving as a witness in any case. When an employee, serving in his/her official capacity as a County employee and as part of his/her required duties, serves as a witness in any case, he shall not receive witness fees. Per diem and transportation costs may be paid by the requesting jurisdiction, considering such variables as whether or not the case is a criminal or civil matter, whether it is in State or out-of-state, the length of time the employee is required to stay away from the job and who receives ultimate benefit from the County employee’s testimony. Court leave shall not be charged to any employee’s annual leave balance. 2. When it is impractical for a registered voter to vote before or after his/her normal working hours, an employee will be granted sufficient time to vote.

  • Personal Leave Without Pay Leave of absence without pay may be granted by the College for legitimate personal reasons.