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