Common use of Calculation of Total Unpaid/Paid FMLA Leave Clause in Contracts

Calculation of Total Unpaid/Paid FMLA Leave. 1. The Board shall require that paid sick leave taken under Section 27 of the Agreement shall be counted as FMLA leave if (1) the reasons for taking it qualify as FMLA reasons and (2) if the employee had been notified by the Superintendent/Designee while on paid sick leave that this leave would be counted as FMLA leave. 2. Where an employee has earned paid sick leave days, this paid leave shall be substituted, at the employee’s request, for all or part of any unpaid FMLA leave taken to care for an immediate family member or for the employee’s own serious health condition. 3. When an employee utilizes sick leave for a reason that the Board believes to be a “serious health condition” (that of the employee or of an immediate family member), or if the employee requests FMLA, the employee will be notified in writing by the Board that said sick leave days count toward his/her annual FMLA leave entitlement. (Attachment 8, Designation Notice). If the employee does not believe his/her leave meets the criteria of a “serious health condition,” the employee must notify in writing the Superintendent/Designee within fourteen (14) calendar days of receiving the notice and shall explain why his/her sick leave use does not meet the criteria of a “serious health condition.” Unless the employee again hears from the Superintendent/Designee on this specific situation, the Superintendent/Designee will correct the personnel files to reflect that said sick leave use shall not also be considered to be FMLA leave. If the employee does not notify in writing the Superintendent/Designee within fourteen (14) calendar days, the correction will not be made.

Calculation of Total Unpaid/Paid FMLA Leave. 1. The Board shall require that paid sick leave taken under Section 27 20 of the Agreement shall be counted as FMLA leave if (1) the reasons for taking it qualify as FMLA reasons and (2) if the employee teacher had been notified by the Superintendent/Designee designee while on paid sick leave that this leave would be counted as FMLA leave. 2. Where an employee a teacher has earned paid sick leave days, this paid leave shall be substituted, at the employeeteacher’s request, for all or part of any unpaid FMLA leave taken to care for an immediate family member or for the employeeteacher’s own serious health condition. 3. When an employee utilizes sick leave for a reason that the Board believes to be a “serious health condition” (that of the employee teacher or of an immediate family member), or if the employee requests FMLA, the employee will be notified in writing by the Board that said sick leave days count toward his/her annual FMLA leave entitlement. (Attachment 8, Designation Notice). If the employee does not believe his/her leave meets the criteria of a “serious health condition,” ”, the employee teacher must notify in writing the Superintendent/Designee within fourteen (14) calendar days of receiving the notice and shall explain why his/her sick leave use does not meet the criteria of a “serious health condition.” Unless the employee again hears from the Superintendent/Designee on this specific situation, the Superintendent/Designee will correct the personnel files to reflect that said sick leave use shall not also be considered to be FMLA leave. If the employee does not notify in writing the Superintendent/Designee within fourteen (14) calendar days, the correction will not be made.

Calculation of Total Unpaid/Paid FMLA Leave. 1. The Board shall require that paid sick leave taken under Section 27 Article 17 of the Agreement shall be counted as paid FMLA leave if (1) the reasons for taking it qualify as FMLA reasons and (2) if the employee teacher had been notified by the Superintendent/Designee Administrative Assistant for Personnel while on paid sick leave that this leave would be counted as paid FMLA leave. 2. Where an employee a teacher has earned paid sick leave days, this paid leave shall be substituted, at the employee’s request, substituted for all or part of any unpaid paid FMLA leave taken to care for an immediate family member or for the employeeteacher’s own serious health condition. 3. When an employee a teacher utilizes sick leave for a reason that the Board believes to be a “serious health condition” (that of the employee teacher or of an immediate family member), or if the employee requests FMLA, the employee teacher will be notified in writing by the Board that said sick leave days count toward his/her annual paid FMLA leave entitlement. (Attachment 8, Designation Notice). If the employee teacher does not believe his/her leave meets the criteria of a “serious health condition,” the employee teacher must notify in writing the Superintendent/Designee Administrative Assistant for Personnel within fourteen (14) calendar days of receiving the notice and shall explain why his/her sick leave use does not meet the criteria of a “serious health condition.” Unless the employee teacher again hears from the Superintendent/Designee Administrative Assistant for Personnel on this specific situation, the Superintendent/Designee Administrative Assistant for Personnel will correct the personnel files to reflect that said sick leave use shall not also be considered to be paid FMLA leave. If the employee teacher does not notify in writing the Superintendent/Designee Administrative Assistant for Personnel within fourteen (14) calendar days, the correction will not be made.

Calculation of Total Unpaid/Paid FMLA Leave. 1. The Board shall require that paid sick leave taken under Section 27 20 of the Agreement shall be counted as FMLA leave if (1) the reasons for taking it qualify as FMLA reasons and (2) if the employee teacher had been notified by the Superintendent/Designee designee while on paid sick leave that this leave would be counted as FMLA leave. 2. Where an employee a teacher has earned paid sick leave days, this paid leave shall be substituted, at the employeeteacher’s request, for all or part of any unpaid FMLA leave taken to care for an immediate family member or for the employeeteacher’s own serious health condition. 3. When an employee utilizes sick leave for a reason that the Board believes to be a “serious health condition” (that of the employee teacher or of an immediate family member), or if the employee requests FMLA, the employee will be notified in writing by the Board that said sick leave days count toward his/her annual FMLA leave entitlement. (Attachment 812, Designation Notice). If the employee does not believe his/her leave meets the criteria of a “serious health condition,” ”, the employee teacher must notify in writing the Superintendent/Designee within fourteen (14) calendar days of receiving the notice and shall explain why his/her sick leave use does not meet the criteria of a “serious health condition.” Unless the employee again hears from the Superintendent/Designee on this specific situation, the Superintendent/Designee will correct the personnel files to reflect that said sick leave use shall not also be considered to be FMLA leave. If the employee does not notify in writing the Superintendent/Designee within fourteen (14) calendar days, the correction will not be made.

Calculation of Total Unpaid/Paid FMLA Leave. 1. The Board shall require that paid sick leave taken under Section 27 Article 17 of the Agreement shall be counted as paid FMLA leave if (1) the reasons for taking it qualify as FMLA reasons and (2) if the employee teacher had been notified by the Superintendent/Designee Administrative Assistant for Personnel while on paid sick leave that this leave would be counted as paid FMLA leave. 2. Where an employee a teacher has earned paid sick leave days, this paid leave shall be substituted, at the employee’s request, substituted for all or part of any unpaid paid FMLA leave taken to care for an immediate family member or for the employee’s own serious health condition.immediate 3. When an employee a teacher utilizes sick leave for a reason that the Board believes to be a “serious health condition” (that of the employee or of an immediate family member), or if the employee requests FMLA, the employee teacher will be notified in writing by the Board that said sick leave days count toward his/her annual paid FMLA leave entitlement. (Attachment 8, Designation Notice). If the employee teacher does not believe his/her leave meets the criteria of a “serious health condition,” the employee must notify in writing the Superintendent/Designee Administrative Assistant for Personnel within fourteen (14) calendar days of receiving the notice and shall explain why his/her sick leave use does not meet the criteria of a “serious health condition.” Unless the employee again hears from the Superintendent/Designee Administrative Assistant for Personnel on this specific situation, the Superintendent/Designee Administrative Assistant for Personnel will correct the personnel files to reflect that said sick leave use shall not also be considered to be paid FMLA leave. If the employee teacher does not notify in writing the Superintendent/Designee Administrative Assistant for Personnel within fourteen (14) calendar days, the correction will not be made.

Calculation of Total Unpaid/Paid FMLA Leave. 1. The Board shall require that paid sick leave taken under Section 27 Article 30 of the Agreement shall be counted as FMLA leave if (1) the reasons for taking it qualify as FMLA reasons and (2) if the employee had been notified by the SuperintendentSuperintendent or his/Designee her designee while on paid sick leave that this leave would be counted as FMLA leave. 2. Where an employee has earned paid sick leave days, this paid leave shall be substituted, at the employee’s request, for all or part of any unpaid FMLA leave taken to care for an immediate family member or for the employee’s own serious health condition. 3. When an employee utilizes sick leave for a reason that the Board believes to be a “serious health condition” (that of the employee or of an immediate family member), or if the employee requests FMLA, the employee will be notified in writing by the Board that said sick leave days count toward his/her annual FMLA leave entitlement. (Attachment 8, Designation Notice). If the employee does not believe his/her leave meets the criteria of a “serious health condition,” the employee must notify notify, in writing writing, the SuperintendentSuperintendent or his/Designee her designee within fourteen (14) calendar days of receiving the notice and shall explain why his/her sick leave use does not meet the criteria of a “serious health condition.” Unless the employee again hears from the SuperintendentSuperintendent or his/Designee her designee on this specific situation, the SuperintendentSuperintendent or his/Designee her designee will correct the personnel files to reflect that said sick leave use shall not also be considered to be FMLA leave. If the employee does not notify in writing the SuperintendentSuperintendent or his/Designee her designee within fourteen (14) calendar days, the correction will not be made.

Calculation of Total Unpaid/Paid FMLA Leave. 1. The Board shall require that paid sick leave taken under Section 27 Article 8 of the Agreement shall be counted as FMLA leave if (1) the reasons for taking it qualify as FMLA reasons and (2) if the employee had been notified by the Superintendent/Designee Director of Human Resources while on paid sick leave that this leave would be counted as FMLA leave. 2. Where an employee has earned paid sick essential business leave days, this the paid leave shall be substituted, at the employee’s 's request, for all or part of any unpaid FMLA leave taken relating to both placement of a child for adoption or xxxxxx care or to care for an immediate employee's own serious health condition or that of a family member. 3. Where an employee has earned paid sick leave days, this paid leave shall be substituted to care for a family member or for the employee’s 's own serious health condition. However, no more than twenty-five (25) days of sick leave and four (4)/five (5) days as appropriate for essential business leave shall be substituted to care for a family member. 34. When an employee utilizes has been on sick leave for a reason that the Board believes to be a “serious health condition” three (that of the employee 3) or of an immediate family member)more days, or if the employee requests FMLA, the employee will be is notified in writing by the Board that said sick leave days count toward his/her annual qualify as FMLA leave entitlement. (Attachment 8, Designation Notice). If and if the employee does not believe hiss/her leave he meets the criteria of a “serious health condition,” , the employee must notify in writing the Superintendent/Designee Director of Human Resources within fourteen fifteen (1415) calendar days of receiving the notice and shall explain why his/her sick leave use does not meet the criteria of a “serious health condition.” . Unless the employee again hears from the Superintendent/Designee Director of Human Resources on this specific situation, the Superintendent/Designee Director of Human Resources will correct the personnel files to reflect that said sick leave use shall not also be considered to be FMLA leave. If the employee does not notify in writing the Superintendent/Designee Director of Human Resources within fourteen fifteen (1415) calendar days, the correction will not be made. 5. When an employee uses essential business leave days, if the employee is notified that said essential business leave days qualify as FMLA leave and if the employee does not believe s/he meets the FMLA criteria, the employee must notify the Director of Human Resources within fifteen (15) days of receiving the notice and shall explain why his/her essential business leave use does not meet the criteria of FMLA leave. Unless the employee again hears from the Director of Human Resources on this specific situation, the Director of Human Resources will correct the personnel files to reflect that said essential business leave use shall not also be considered to be FMLA leave. If the employee does not notify the Director of Human Resources within fifteen (15) days, the correction will not be made.