Child Rearing/Family Medical Leave Sample Clauses

Child Rearing/Family Medical Leave. A. An unpaid leave of absence shall be granted to a teacher for the purpose of child rearing. Such leave shall be taken within the twelve (12) month period immediately following the birth or adoption of a bargaining unit member’s child. The length of leave under this paragraph shall not exceed twelve (12) months, renewable at the discretion of the Board. B. Where a bargaining unit member, his/her spouse, child or parent has a serious health condition, an unpaid leave of absence shall be granted for a period of up to twelve (12) weeks, renewable at the discretion of the Board. C. A teacher adopting a child (children) or having a child (children) placed with him/her for xxxxxx care purposes shall begin his/her leave at any time between entry of a court order awarding custody and twelve (12) months after the child arrives in the home. D. In order to provide continuity within the classroom between pupil and teacher, the teacher shall notify the Superintendent in writing of his/her desire to take leave under this Article. The letter requesting leave shall include the proposed commencement date of the leave and the date of return. Except in the case of an emergency, teachers shall give such notice at least thirty (30) days prior to the date on which the leave is to begin. E. In the case of an adoption or xxxxxx care placement, a copy of the order awarding custody to the teacher shall be provided to the administration if requested in connection with a teacher’s application for leave for those purposes. When leave is taken under this Article to care for a teacher’s seriously ill spouse, child or parent, or due to the teacher’s own serious health condition, the teacher will, upon administrative request, provide medical certification from a health care provider supporting the necessity for the leave. Teachers taking leave under this Article for medical and/or psychological reasons shall provide, at the Board’s request, appropriate verification of the necessity for leave and the teacher’s fitness to return to duty at the conclusion of the leave. The Board has the right to require that a second opinion (at the Board’s expense) be obtained. If that opinion differs from that of the teacher’s health provider, the health provider, the teacher and administration (in consultation with the Association, if requested by the teacher) shall mutually designate a third health provider whose opinion relative to leave eligibility or initial fitness to return to work shall be conside...
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Child Rearing/Family Medical Leave. A. Employees eligible for FMLA must have been employed for at least twelve
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Child Rearing/Family Medical Leave. Family and Medical Leave Act This article will be interpreted with the Family Medical Leave Act (FMLA) see: xxxxx://xxx.xxx.xxx/whd/fmla/
Sample 1
Child Rearing/Family Medical Leave. Family and Medical Leave Act Section 1. The Family and Medical Leave Act (FMLA) provides that eligible Teachers of the Pennfield Schools are entitled to FMLA leave for a period of up to 12 weeks in a 12 month period: (1) due to the birth of a child, the care of a newborn, or the placement of a child for xxxxxx care or adoption; (2) because the employee is needed to care for a child, spouse or parent with a serious health condition or; (3) due to the employee’s own serious health condition which makes the employee unable to do his or her job. Employees are eligible for FMLA leave if they have worked for the District for at least twelve (12) months and have worked at least one thousand two hundred fifty (1,250) hours for the District over the previous twelve (12) month period immediately preceding the commencement of the leave. Full-time Teachers are deemed to meet the 1,250 requirement but part-time Teachers must meet the one thousand two hundred fifty (1,250) hour requirement. A. Have worked for the District for at least twelve (12) months. B. Have worked at least one thousand two hundred fifty (1,250) hours for the District over the previous twelve (12) month period immediately preceding the commencement of leave. C. Be employed at a work site where fifty (50) or more District employees are employed by the District within seventy-five (75) miles of that work site. Section 2. A serious health condition may involve any illness, injury, impairment or physical or mental condition that involves hospital care, pregnancy or care for family members with serious health conditions.
Sample 1
Child Rearing/Family Medical Leave. Section 1: An unpaid leave of absence shall be granted to a teacher for the purpose of child rearing. Such leave shall only be taken within the twelve (12) month period immediately following the birth or adoption of a bargaining unit member's child. The length of leave under this paragraph shall not exceed twelve (12) months, renewable at the discretion of the Board. Section 2: Where a bargaining unit member's spouse, child or parent has a serious health condition, an unpaid leave of absence shall be granted for a period of up to twelve (12) weeks, renewable at the discretion of the Board. Section 3: A teacher adopting a child (children) or having a child (children) placed with him/her for xxxxxx care purposes shall begin his/her leave at any time between entry of a court order awarding custody and twelve (12) months after the child arrives in the home. Section 4: In order to provide continuity within the classroom between pupil and teacher, the teacher shall notify the Superintendent in writing of his/her desire to take leave under this Article.
Sample 1
Child Rearing/Family Medical Leave. Family and Medical Leave Act Section 1. The Family and Medical Leave Act (FMLA) provides that eligible Teachers of the Pennfield Schools are entitled to FMLA leave for a period of up to 12 weeks in a 12 month period: (1) due to the birth of a child, the care of a newborn, or the placement of a child for xxxxxx care or adoption; (2) because the employee is needed to care for a child, spouse or parent with a serious health condition or; (3) due to the employee’s own serious health condition which makes the employee unable to do his or her job. Employees are eligible for FMLA leave if they have worked for the District for at least 12 months and have worked at least 1,250 hours for the District over the previous 12 month period immediately preceding the commencement of the leave. Full-time Teachers are deemed to meet the 1,250 requirement but part-time Teachers must meet the 1,250 hour requirement. A. Have worked for the District for at least 12 months. B. Have worked at least 1,250 hours for the District over the previous 12 month period immediately preceding the commencement of leave. C. Be employed at a work site where fifty (50) or more District employees are employed by the District within seventy-five (75) miles of that work site. Section 2. A serious health condition may involve any illness, injury, impairment or physical or mental condition that involves hospital care, pregnancy or care for family members with serious health conditions.
Sample 1

Related to Child Rearing/Family Medical Leave

  • Family Medical Leave (a) An employee is entitled to family medical leave in accordance with the provisions of the Employment Standards Act. (b) An employee who is on Family Medical Leave shall continue to accumulate seniority and service and the Home will continue to pay its share of the premiums of the subsidized employee benefits, including pension (if permitted by the Plan and matched by the employee) in which the employee is participating during the leave. (c) Subject to any changes in an employee’s status which would have occurred had he or she not been on Family Medical Leave, the employee shall be reinstated to her former position.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • Family Medical Leave Act 1. If an employee takes a leave granted under this Article for a reason covered by the Family and Medical Leave Act, the leave shall be administered under the provisions of the FMLA. 2. Upon approval of the Superintendent and Association President, this Section may be modified as necessary to comply with federal law and rules and regulations. 3. The Board shall provide a copy of the policy on FMLA in the library of each building.

  • Family Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child. B. For the purposes of providing the FMLA benefits the following definitions shall apply: 1. An eligible employee means an employee who meets the eligibility criteria set forth in the FMLA; 2. An employee's child means any child, regardless of age, who is affected by a serious health condition as defined by the FMLA and is incapable of self care. "Care" as provided in this section applies to the individual with the covered health condition;

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Personal Medical Leave 1. Accrued 100% sick leave may be used at the employee's discretion. Such leave may be taken before or after the vacation described in No. 3 below. 2. Accrued 75% sick leave may be used following use of all 100% sick leave at the employee’s discretion. Such leave may be taken before or after the vacation described in No. 3 below.

  • Family and Medical Leave Act The Family and Medical Leave Act will be followed in approving a Leave of Absence. Contract provisions that provide greater benefits than the Family and Medical Leave Act will be followed.

  • Family and Medical Leave The Employer shall provide employees with the benefits of the Family and Medical Leave Act on a fair and equitable basis in accordance with applicable law and regulation.

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

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