Designation of Leave. The Employer has the authority to designate absences that meet the criteria of the family medical leave. The use of any paid or unpaid leave (excluding leave for work-related illness or injury covered by workers’ compensation and compensatory time) for a family medical leave qualifying event will run concurrently with, not in addition to, the use of family medical leave for that event. Any employee using paid leave during a family medical leave qualifying event must follow the notice and certification requirements relating to family medical leave usage in addition to any notice and certification requirements relating to the paid leave.
Designation of Leave. AMSACS will designate any absence taken for an FMLA-qualifying reason as FMLA leave, and will count such absences against the employee’s 12-week or 26-week entitlement, whichever is applicable. FMLA leave may be taken either on a reduced working schedule basis, or on an intermittent basis, for the following purposes: to care for a son, daughter or parent with a serious health condition; because of the employee’s serious health condition that makes the employee unable to perform the functions of his or her job; because of any qualifying exigency arising out of the fact that the spouse, or a son, daughter or parent of the employee is on active duty in the Armed Forces in support of a contingency operation; or because the employee is the spouse, son, daughter parent or next of kin caring for a covered service member with a serious illness or injury sustained in the line of duty on active duty. When an employee seeks FMLA leave due to his/her own serious health condition, the serious health condition of a son, daughter or parent or to care for a covered service member with a serious illness or injury, the Medical Certification provided by the employee (see below) must establish a medical necessity that such leave be provided on a reduced working schedule or intermittent basis. Unless otherwise approved by AMSACS, FMLA leave taken for the birth, adoption or xxxxxx care placement of a child, and to care for that child, may not be taken on an intermittent or reduced work schedule basis, and must be taken at one time. When an employee receives approval to take leave on a reduced work schedule or an intermittent basis that is foreseeable based on planned medical treatment for the employee, a family member, or a covered service member, including during a period of recovery from one's own serious health condition, a serious health condition of a spouse, parent, son, or daughter, or a serious injury or illness of a covered service member, or if AMSACS agrees to permit intermittent or reduced schedule leave for the birth of a child or for placement of a child for adoption or xxxxxx care, AMSACS may require the employee to transfer temporarily, during the period that the intermittent or reduced leave schedule is required, to an available alternative position for which the employee is qualified if the alternative position would better accommodate the recurring periods of medical leave, and subject to applicable legal requirements Subject to their medical limitations, emp...
Designation of Leave. The Organization will designate any absence taken for an MMLA- qualifying reason as MMLA leave, and will count such absences against the employee's 8-week entitlement. Leave provided under the MMLA Policy will run concurrently with any and all available leave under the FMLA, or other applicable laws or benefit programs, to the full extent permitted by law. Coordination of MMLA Leave with Available Paid Leave Time: MMLA leave is unpaid leave, except to the extent that an employee is otherwise eligible for and chooses to utilize paid leave including, but not limited to, accrued and unused vacation, sick (where applicable) or personal time. The employee may choose to utilize any or all of his/her available and applicable accrued time during her MMLA leave, but will not be required to do so.
Designation of Leave. The Employer has the authority to designate absences that meet the criteria of the family medical leave. The use of any paid or unpaid leave (excluding leave for work-related illness or injury covered by workers' compensation and compensatory time) for a family medical leave qualifying event will run concurrently with, not in addition to, the use of family medical leave for that event. Any employee using paid leave during a family medical leave qualifying event must follow the notice and certification requirements relating to family medical leave usage in addition to any notice and certification requirements relating to the paid leave.
A. The Employer may require certification from the employee's, family member's, or covered service member's health care provider for the purpose of qualifying for family medical leave.
B. Personal medical leave, serious health condition leave, or serious injury or illness leave covered by family medical leave may be taken intermittently when certified as medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the Employer's operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.
C. Upon returning to work after the employee's own family medical leave qualifying illness, the employee will be required to provide a fitness for duty certificate from a health care provider.
D. The employee will provide the Employer with not less than thirty (30) days' notice before family medical leave is to begin. If the need for the leave is unforeseeable thirty (30) days in advance, then the employee will provide such notice as is reasonable and practicable.
E. An employee returning from family medical leave will have return rights in accordance with FMLA andWFLA.
Designation of Leave. During the term of the Leave, the Company shall continue to carry the Employee on its inactive payroll roster, and the Leave shall be designated as an Unpaid Administrative Leave of Absence.
Designation of Leave.
(a) In all circumstances, it is the Employer’s responsibility and right to designate a leave of absence as FML when it qualifies.
(b) If an employee is off on workers’ compensation and the work-related injury/illness would also qualify under the FMLA then workers’ compensation and FML will run concurrently.
(c) If an employee is off on short-term disability (STD) and their incapacity qualifies under the FMLA then STD and FML will run concurrently.
Designation of Leave
