Available Leave Clause Samples

Available Leave. 27 Employees in need of Domestic or Sexual Violence Leave may use 28 available PTO or vacation leave. Available sick leave or PTO may be 1 used in circumstances where medical attention is needed. If the 2 employee has no available paid leave, leave without pay will be granted.

Available Leave. Under prescribed parameters as set out hereafter, an eligible employee may take a leave of absence from employment for up to twelve (12) weeks during a defined twelve (12) month period for anyone of the following reasons: 1. Birth and child care of an employee’s biological child during the child’s first year of life. 2. Adoption or ▇▇▇▇▇▇ care placement and care for the infant/child in his first year following adoption or ▇▇▇▇▇▇ care placement.

Available Leave. Under prescribed parameters as set out hereafter, an eligible PSO may take a leave of absence from employment for up to twelve (12) weeks during a defined twelve (12) month period for any one of the following in I.A. through E. below; an eligible employee may take a leave of absence from employment for up to 26 weeks during a defined twelve (12) month period to care for a servicemember as indicated in I.F. below: A. Birth and child care of a PSO’s biological child during the child’s first year of life. B. Adoption or ▇▇▇▇▇▇ care placement and care for the infant/child in his/her first year following adoption or ▇▇▇▇▇▇ care placement. C. Serious illness or health-related, disabling condition of spouse, child(ren), or parent. D. Serious illness or health-related, work disabling condition of the PSO. ▇. ▇▇▇▇▇▇▇▇▇▇ exigency arising out of the fact that the spouse, child(ren), or parent of a PSO is a servicemember who is on active duty, or notified of an impending call or order to active duty in the Armed Forces (including the Reserves and National Guard), in support of a contingency operation. ▇. ▇▇▇▇▇▇▇ illness or injury of a covered servicemember on active duty in the Armed Forces who is a spouse, child(ren), parent or next of kin of a PSO.

Available Leave. Under prescribed parameters as set out hereafter, an eligible employee may take a leave of absence from employment for up to twelve (12) weeks during a defined twelve (12) month period, with the exception of military Caregiver Leave as described in I.F, below, for anyone of the following reasons: A. Birth and child care of an employee's biological child during the child's first year of life. B. Adoption or ▇▇▇▇▇▇ care placement and care for the infant/child in his/her first year following adoption or ▇▇▇▇▇▇ care placement. C. Serious illness or health related, disabling condition of a spouse, child(ren), domestic partner, civil union partner, or parent. D. Serious illness or health related, work disabling condition of the employee. E. Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation. F. To care for a covered service-member with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the service-member (Military Caregiver Leave). (1) a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list for a serious injury or illness; or (2) a veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.* . Eligible employees may be entitled to a combined total of up to 26 weeks of all types of FMLA leave during the single 12-month period. *Note: The FMLA definitions of “serious injury or illness” for current service-members and veterans are distinct from the FMLA definition of “serious health condition.” For more information contact the Department of Human Resources.

Available Leave. Under prescribed parameters as set out hereafter, an eligible employee may take a leave of absence from employment for up to twelve (12) weeks during a defined twelve (12) month period, with the exception of military Caregiver Leave as described in I.F, below, for anyone of the following reasons: A. Birth and child care of an employee's biological child during the child's first year of life. B. Adoption or ▇▇▇▇▇▇ care placement and care for the infant/child in his/her first year following adoption or ▇▇▇▇▇▇ care placement. C. Serious illness or health related, disabling condition of a spouse, child(ren), or parent. D. Serious illness or health related, work disabling condition of the employee. E. Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation. F. To care for a covered servicemember with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the servicemember (Military Caregiver Leave). Under prescribed parameters as set out hereafter, and in the Family and Medical Leave Act of 1993 (FMLA), as amended, an eligible employee may take a leave of absence from employment for up to 26 weeks of leave in a single 12-month period to care for a covered servicemember recovering from a serious injury or illness incurred in the line of duty while on active duty. Eligible employees may be entitled to a combined total of up to 26 weeks of all types of FMLA leave during the single 12- month period.

Available Leave. Under prescribed parameters as set out hereafter, an eligible Lieutenant may take a leave of absence from employment for up to twelve (12) weeks during a defined twelve (12) month period for anyone of the following reasons:

Available Leave. Under prescribed parameters as set out hereafter, an eligible MBU may take a leave of absence from employment for up to twelve (12) weeks during a defined twelve (12) month period for any one of the following in provisions I.A. through E. below; an eligible employee may take a leave of absence from employment for up to twenty-six (26) weeks during a defined twelve (12) month period to care for a servicemember as indicated in provision I.F. below: A. Birth and child care of an MBU’s biological child during the child’s first year of life. B. Adoption or ▇▇▇▇▇▇ care placement and care for the infant/child in his/her first year following adoption or ▇▇▇▇▇▇ care placement. C. Serious illness or health-related, disabling condition of spouse, child(ren) or parent. D. Serious illness or health-related, work disabling condition of the MBU. ▇. ▇▇▇▇▇▇▇▇▇▇ exigency arising out of the fact that the spouse, child(ren), or parent of a MBU is (i) a servicemember who is on active duty in a foreign country, or notified of an impending call or order to active duty in a foreign country, as a member of a reserve component of the Armed Forces in support of a contingency operation; or (ii) a servicemember who is on active duty in a foreign country, or notified of an impending call or order to active duty in a foreign country, as a member of a regular component of the Armed Forces. ▇. ▇▇▇▇▇▇▇ illness or injury of a covered servicemember on active duty in the Armed Forces who is a spouse, child(ren), parent, or next of kin of an MBU. An eligible MBU may extend the twelve (12) week period to one (1) qualifying thirteen

Available Leave. In the event of a death of the employee’s parent, spouse, child, son-in-law, daughter-in-law, grandparent, brother or sister, aunt or uncle, niece or nephew, grandchild, first cousin or a member of the household, stepfather/mother, father/mother-in-law, great grandchild, stepchild or civil union and domestic partner , sister/brother in law, ▇▇▇▇▇▇ parent and significant other of an employee shall be entitled to three (3) regular scheduled work days off within a period of ten (10) consecutive workdays commencing from the date of occurrence. Significant other is defined as a person maintaining a family relationship and sharing responsibility for each other’s common welfare, or for whom the employee has a financial or custodial responsibility. This period may be extended upon receipt of reasonable documentation regarding a bereavement service occurring more than ten (10) days from date of occurrence. During such leave, the employee shall be paid the hourly/salary rate. Bereavement leave shall be in no less than 3.75 hour (half day) increments (4 hour increments for Telecommunicators). An employee may use accrued sick or vacation leave for bereavement purposes in excess of three (3) days.

Available Leave. Under prescribed parameters as set out hereafter, an eligible employee may take a Leave of Absence from employment for up to twelve (12) weeks during a defined twelve (12) month period for any one of the following reasons: 1. Birth and child care of an employee’s biological child during the child’s first year of life. 2. Adoption or ▇▇▇▇▇▇ care placement and care for the infant/child in his/her first year following adoption or ▇▇▇▇▇▇ care placement. 3. Serious illness or health related, disabling condition of a spouse, domestic partner or civil union partner (as defined and recognized by State law, respectively) child(ren), or parent. 4. Serious illness or health related, work disabling condition of the employee.