California Family Rights Act (CFRA. To be eligible for unpaid CFRA leave, an employee must have more than 12 months of service with the employer and have worked at least 1,250 hours for that employer in the 12-month period before the leave begins. Leave may be taken for the following reasons: • For the birth and care of the newborn child of the employee; • For placement with the employee of a son or daughter for adoption or xxxxxx care; • To care for an immediate family member (spouse, child, or parent) with a serious health condition; or to take medical leave when the employee is unable to work because of a serious health condition. In addition to the family care and medical leave requirements of the CFRA, employers of five or more persons have additional obligations to provide Pregnancy Disability Leave (PDL). An employee disabled by pregnancy is entitled to up to four months disability leave. For example, an employee could take four months pregnancy disability leave for her disability, and 12 weeks CFRA leave to care for and bond with the baby. In general FMLA and CFRA leaves run concurrently from first day of absence with paid leaves. If PDL leave is involved, PDL and FMLA leave would run concurrently from first day of absence. CFRA leave would run consecutively, after the birth of the child.
California Family Rights Act (CFRA after the exhaustion of all paid leave, the 28 employee will be entitled to differential pay as specified in Section 1.3. A certificate 29 of good health from the attending physician shall be submitted prior to reinstatement 30 from maternity leave. 31
California Family Rights Act (CFRA. ● An employee who is pregnant shall report her condition immediately after diagnosis is made, to an on-duty B/C. If a physician has not certified the diagnosis, the employee has 30 days to provide the department with a medical diagnosis. In the interim, the employee shall be placed on light duty. ● In the instance that the pregnancy is confirmed, the department considers the employee to be unable to perform normal duty. With this the employee has several options:
California Family Rights Act (CFRA. CFRA was established to ensure secure leave rights for the following: (a) Birth of a child for purposes of bonding, (b) Placement of a child in the employee's family for adoption or xxxxxx care, (c) For the serious health condition of the employee's child, parent or spouse and (d) For the employee's own serious health condition.
California Family Rights Act (CFRA. Employees with at least one year of service are eligible for 12 weeks of job-protected leave with benefits to bond with a newborn. Normally runs concurrently with FMLA for non-pregnancy leave. For a pregnancy leave, CFRA begins after the pregnancy disability ends and can be used solely to bond with a newborn. Only requires employer to cover total of 12 weeks of benefits during leave so no benefits are required if 12 weeks have been paid during FMLA Example of normal pregnancy with sixteen weeks Leave in weeks: 1 2 3 4 5 6 7 8 9 10 11 12 13 of disability (max allowed under PDL) 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 FMLA CA PDL CFRA Example of difficult pregnancy with sixteen weeks of disability (max allowed under PDL) Leave in weeks: 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 FMLA CA PDL CFRA EXHIBIT E CONTRACT GRIEVANCE FORM To: Date: Level of Grievance: Name of Grievant: Position: School: SPECIFIC SECTION OF AGREEMENT ALLEGEDLY VIOLATED AND DATE OF ALLEGED VIOLATION: CIRCUMSTANCES INVOLVED (NAMES, PLACES, TIMES): DECISION RENDERED AT INFORMAL CONFERENCE: FURTHER COMMENTS: The signature below indicates receipt of grievance and does not indicate agreement with grievance. Employee’s Signature Administrator’s Signature Date Position Date This level of grievance must be responded to by the District on or before (date). This level of grievance must be responded to by the grievant on or before (date). EXHIBIT F ANNUAL EVALUATION FOR CERTIFICATED PERSONNEL The AVUSD teacher evaluation process is designed to: Provide a consistent, structured opportunity to develop excellence in teaching Respond to information outlined in the Four Domains for the Teaching Profession Document teacher performance The evaluation process includes multiple sources of information:
California Family Rights Act (CFRA. 1 11.5.4.1. Unpaid CFRA leave is permitted for the same eligibility and reasons as under the 2 FMLA, except for the following circumstances: an employee’s own serious 3 health condition does not include the employee’s disability leave on account of 4 pregnancy or related medical conditions.
California Family Rights Act (CFRA. Employees with at least one year of service are eligible for 12 weeks of job-protected leave with benefits for a family member with a serious health condition. Eligible family members are the employee's parent, spouse/domestic partner or dependent child. FMLA is limited to 12 weeks in a one-year period, for purposes of your own serious health condition, bonding with a newborn or Family Care.
California Family Rights Act (CFRA. Under the California Family Rights Act of 1993 (CFRA), unit members shall be granted up to 12 workweeks in a 12-month period for the birth, adoption, or xxxxxx care placement of their child or for their own serious health condition or that of their child, parent or spouse. CFRA runs concurrently with FMLA and Parental Leave (Child-Bonding Leave).
California Family Rights Act (CFRA. Employees with at least one year of service are eligible for 12 weeks of job-protected leave with benefits for a family member with a serious health condition. Eligible family members are the employee's parent, spouse/domestic partner or dependent child. FMLA is limited to 12 weeks in a one-year period, for purposes of your own serious health condition, bonding with a newborn or Family Care. Parental Leave and Family Care (PLFC) - per CTA Contract Article 18 G-12.d Employees with at least two years of service are eligible for 12 weeks of family care for a family member with a serious health condition, for up to 12 weeks. A family member is defined as the employee or spouse's children, parents, grandparents, grandchildren, siblings or household member. Once sick is exhausted, sub-differential pay is allowed during the leave for any PLFC event in a two year period, not to exceed 12 weeks. Sick/Sub Differential pay during Family Care - per CTA Contract Article 18 G.12.d Once sick is exhausted, sub-differential pay is allowed during the leave for any PLFC event in a two year period, not to exceed 12 weeks. Continuous Family Care assuming no FMLA/CFRA, or PLFC was used in a two year period weeks 1 2 3 4 5 6 7 8 9 10 11 12
