Common use of Casual FMLA Clause in Contracts

Casual FMLA. Casual employees who have worked for the Company for a minimum of thirty-six (36) months and accrued at least 625 paid hours during the past twelve (12) months, are eligible for unpaid leave as set forth below, except that the amount of leave allowed will be computed at one-half (1/2) of the time provided by the FMLA. Eligible employees are entitled up to a total of six (6) weeks of unpaid leave during any twelve (12) month period for the following reasons:‌‌ 1. Birth of a child; 2. Adoption, or placement for xxxxxx care; 3. To care for a spouse, child, or parent of the employee due to a serious health condition; 4. A serious health condition of the employee. The employee’s seniority rights shall continue as if the employee had not taken leave under this section, and the Employer will main- tain health insurance coverage during the period of the leave. The Employer may require the employee to substitute accrued paid vacation or other paid leave for part of the six (6) week leave period. The employee is required to provide the Employer with at least thir- ty (30) days advance notice before FMLA leave begins if the need for leave is foreseeable. If the leave is not foreseeable, the employ- ee is required to give notice as soon as practicable. The Employer has the right to require medical certification of a need for leave under this Act. In addition, the Employer has the right to require a second (2nd) opinion at the Employer’s expense. The provisions of this section are in response to the Federal Act and shall not supersede any state or local law which provides for greater employee rights.

Casual FMLA. Casual employees who have worked for the Company for a minimum mini- mum of thirty-six (36) months and accrued at least 625 paid hours during the past twelve (12) months, are eligible for unpaid leave as set forth below, except that the amount of leave allowed will be computed at one-half (1/2) of the time provided by the FMLA. Eligible employees are entitled up to a total of six (6) weeks of unpaid leave during any twelve (12) month period for the following reasons:‌‌reasons: 1. Birth of a child; 2. Adoption, or placement for xxxxxx care; 3. To care for a spouse, child, or parent of the employee due to a serious health condition; 4. A serious health condition of the employee. The employee’s seniority rights shall continue as if the employee had not taken leave under this section, and the Employer will main- tain health insurance coverage during the period of the leave. The Employer may require the employee to substitute accrued paid vacation or other paid leave for part of the six (6) week leave periodperi- od. The employee is required to provide the Employer with at least thir- ty (30) days advance notice before FMLA leave begins if the need for leave is foreseeable. If the leave is not foreseeable, the employ- ee is required to give notice as soon as practicable. The Employer has the right to require medical certification of a need for leave under this Act. In addition, the Employer has the right to require a second (2nd) opinion at the Employer’s expense. The provisions of this section are in response to the Federal Act and shall not supersede any state or local law which provides for greater employee rights.

Casual FMLA. Casual employees who have worked for the Company for a minimum of thirty-six (36) months and accrued at least 625 paid hours during the past twelve (12) months, are eligible for unpaid leave as set forth below, except that the amount of leave allowed will be computed at one-half (1/2.5) of the time provided by the FMLA. Eligible employees are entitled up to a total of six (6) weeks of unpaid leave during any twelve (12) month period for the following reasons:‌‌reasons: 1. Birth of a child; 2. Adoption, or placement for xxxxxx care; 3. To care for a spouse, child, or parent of the employee due to a serious health condition; 4. A serious health condition of the employee. The employee’s seniority rights shall continue as if the employee had not taken leave under this section, and the Employer will main- tain maintain health insurance coverage during the period of the leave. The Employer may require the employee to substitute accrued paid vacation or other paid leave for part of the six (6) week leave period. The employee is required to provide the Employer with at least thir- ty thirty (30) days advance notice before FMLA leave begins if the need for leave is foreseeable. If the leave is not foreseeable, the employ- ee employee is required to give notice as soon as practicable. The Employer has the right to require medical certification of a need for leave under this Act. In addition, the Employer has the right to require a second (2nd) opinion at the Employer’s expense. The provisions of this section are in response to the Federal Act and shall not supersede any state or local law which provides for greater employee rights.