Calculation of Unpaid/Paid FMLA Leave. 1. The Board shall require that paid sick leave taken under this Article VI of the collective bargaining contract shall be counted as FMLA Leave if (a) the reasons for taking it qualify as FMLA reasons; and (b) if the employee had been notified by the Superintendent or his/her designee while on paid sick leave that his/her leave would be counted as FMLA Leave. 2. Where an employee has earned paid sick leave days, his/her 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), the employee will be notified in writing by the Board that said sick leave day counts toward his/her FMLA Leave entitlement. 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 or his/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 Superintendent or his/her designee on his/her specific situation, the Superintendent or his/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 Superintendent or his/her designee within fourteen (14) calendar days, the correction will not be made.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
