15.1(a) For the period indicated in each instance, leaves of absence
(without pay except to the extent sick leave credit or vacation credit can be
used and is used under and in accordance with Article 8) shall be granted to an
employee on the active payroll:
15.1(a)(1) In case of accident or
illness, for the period of time his/her injury or illness requires that he/she
be absent from work. The Company may
require satisfactory proof of such illness.
Alcoholism or drug dependency may be the basis for granting medical
leave as to individuals while under treatment at a generally recognized and
accepted treatment center or hospital if such treatment is requested prior to
the employee's having been terminated for unsatisfactory attendance or
violation of other Company rules.
15.1(a)(2) In pregnancy cases, for the period of the
employee's temporary physical incapacity caused by the pregnancy as verified by
the employee's physician with concurrence of the Company medical staff. If there is a difference of medical opinion
as to the employee's physical incapacity, the Company will solicit the opinion
of a third physician. The Company shall
be notified immediately upon medical confirmation that a pregnancy exists.
15.1(a)(3) For the period of time necessary to serve in the
Armed Forces of the
15.1(a)(4) In case he/she is
appointed by the President or Directing Business Representative of the Union
representing the particular unit, or elected, to a full-time Union position,
for the period of time necessary to fill such position.
15.1(b) The Company may grant leaves of absence without pay for other
reasons that the Company considers valid.
An employee who applies for return from leave of
absence on or before the expiration date of his/her leave will be returned in
accordance with the following:
15.2(a) Where an employee returns from a leave of absence that was
granted due to industrial injury or industrial illness and he/she is medically
able to perform the job which he/she last held:
15.2(a)(1) he/she will be returned to it if this does not
conflict with Article 22.
15.2(a)(2) if this does conflict with Article 22, he/she
will be considered for any job that he/she is qualified and able to perform, or
(if a surplus occurred that would have affected him/her during such leave) be
subjected to surplusing procedures all in accordance
with Article 22.
15.2(b) Where an employee returns from a leave of
absence of the type described in Section 15.2(a) and he/she is medically not
able to perform the job which he/she last held, he/she will be considered for
any job that he/she is qualified and able to perform (or for any temporary
light duty assignment that may be available at the Company’s discretion), or
(if a surplus occurred that would have affected him/her during such leave) be
subjected to surplusing procedures, all in accordance
with Article 22.
15.2(c) Where an employee returns from a leave of absence that was
granted due to nonindustrial injury or illness or
because of pregnancy, and the period of the leave has not exceeded one (1)
year, and he/she is medically able to perform the job which he/she last held,
the steps and procedures of Subparagraphs 15.2(a)(1) and 15.2(a)(2) will apply.
15.2(d) Where an employee returns from a leave of absence of the type
described in Section 15.2(c) and he/she is medically not able to perform the
job which he/she last held, he/she will be considered for any job which he/she
is qualified and able to perform, subject to Article 22. If placement is not effected, the employee
may be placed on layoff.
15.2(e) If leave was granted due to nonindustrial
injury or illness and the period of leave is in excess of one (1) year, the
employee may be returned to the job title which he/she last held providing
there is an opening in such job title and his/her placement in such opening is
not inconsistent with Article 22; otherwise, he/she may be placed on layoff.
15.2(f) If leave was granted for military service or other
requirements of law, the provisions of applicable laws shall apply.
15.2(g) If leave, irrespective of length, was granted for any reason
other than those stated in Sections 15.2(a) to 15.2(f), inclusive, and in
Section 15.2(h), the employee will be returned to the job title which he/she
last held providing there is an opening in such job title and his/her placement
in such opening is not inconsistent with Article 22; otherwise, he/she may be
placed on layoff.
15.2(h) If leave was granted to accept a full-time position with the