Common use of Duration of Leaves of Absence Clause in Contracts

Duration of Leaves of Absence. An employee eligible for FMLA leave is entitled to a total of 12 weeks of FMLA leave during a calendar year (January 1 - December 31) for any reason other than military caregiver leave. An employee is also entitled to a total of 26 weeks of military caregiver leave during the 12-month period following the beginning of any such leave. During that 12-month period, an employee may not take more than 26 weeks of leave for any FMLA qualifying reason, and may not take more than 12 weeks of FMLA leave for a reason other than military caregiver leave. An employee who is not eligible for FMLA leave or whose FMLA leave is exhausted, may be granted additional leave at the discretion of the Employer and consistent with applicable law. A husband and wife who are both employed by the Employer will be limited to a combined total of 12 weeks of FMLA leave in a calendar year for Parenting Leave or a Family Medical Leave to care for a parent with a serious medical condition. A husband and wife who are both employed by the Employer will be limited to a combined total of 26 weeks of FMLA leave in the 12-month period following the beginning of a military caregiver leave if leave is taken for one of those reasons or as military caregiver leave, although no more than 12 of these 26 weeks can be taken as Parenting Leave or as Family Medical Leave to care for a parent with a serious health condition.

Duration of Leaves of Absence. An employee eligible for FMLA leave is entitled to a total of 12 weeks of FMLA leave during a calendar year (January 1 - December 31) for any reason other than military caregiver leave. An employee is also entitled to a total of 26 weeks of military caregiver leave during the 12-month period following the beginning of any such leave. During that 12-month period, an employee may not take more than 26 weeks of leave for any FMLA FMLA-qualifying reason, and may not take more than 12 weeks of FMLA leave for a reason other than military caregiver leave. An employee who is not eligible for FMLA leave or whose FMLA leave is exhausted, may be granted additional leave at the discretion of the Employer and consistent with applicable law. A husband and wife who are both employed by the Employer will be limited to a combined total of 12 weeks of FMLA leave in a calendar year for Parenting Leave or a Family Medical Leave to care for a parent with a serious medical condition. A husband and wife who are both employed by the Employer will be limited to a combined total of 26 weeks of FMLA leave in the 12-month period following the beginning of a military caregiver leave if leave is taken for one of those reasons or as military caregiver leave, although no more than 12 of these 26 weeks can be taken as Parenting Leave or as Family Medical Leave to care for a parent with a serious health condition.

Duration of Leaves of Absence. An employee eligible for FMLA or Washington State PFLA leave is entitled to a total of 12 weeks of FMLA leave during a calendar year (January 1 - December 31) for any reason other than military caregiver leave. An employee is also entitled to a total of 26 weeks of military caregiver leave during the 12-12- month period following the beginning of any such leave. During that 12-month period, an employee may not take more than 26 weeks of leave for any FMLA qualifying reason, and may not take more than 12 weeks of FMLA leave for a reason other than military caregiver leave. An employee who is not eligible for FMLA leave or whose FMLA leave is exhausted, may be granted additional leave at the discretion of the Employer and consistent with applicable law. A husband and wife who are both employed by the Employer will be limited to a combined total of 12 weeks of FMLA leave in a calendar year for Parenting Leave or a Family Medical Leave to care for a parent with a serious medical condition. A husband and wife who are both employed by the Employer will be limited to a combined total of 26 weeks of FMLA leave in the 12-month period following the beginning of a military caregiver leave if leave is taken for one of those reasons or as military caregiver leave, although no more than 12 of these 26 weeks can be taken as Parenting Leave or as Family Medical Leave to care for a parent with a serious health condition.

Duration of Leaves of Absence. An employee eligible for FMLA leave is entitled to a total of 12 weeks of FMLA leave during a calendar year (January 1 - December 31) for any reason other than military caregiver leave. An employee is also entitled to a total of 26 weeks of military caregiver leave during the 12-month period following the beginning of any such leave. During that 12-month period, an employee may not take more than 26 weeks of leave for any FMLA FMLA- qualifying reason, and may not take more than 12 weeks of FMLA leave for a reason other than military caregiver leave. An employee who is not eligible for FMLA leave or whose FMLA leave is exhausted, may be granted additional leave at the discretion of the Employer Operator and consistent with applicable law. A husband and wife who are both employed by the Employer Operator will be limited to a combined total of 12 weeks of FMLA leave in a calendar year for Parenting Leave or a Family Medical Leave to care for a parent with a serious medical condition. A husband and wife who are both employed by the Employer Operator will be limited to a combined total of 26 weeks of FMLA leave in the 12-month period following the beginning of a military caregiver leave if leave is taken for one of those reasons or as military caregiver leave, although no more than 12 of these 26 weeks can be taken as Parenting Leave or as Family Medical Leave to care for a parent with a serious health condition.

Duration of Leaves of Absence. An employee eligible for FMLA leave is entitled to a total of 12 weeks of FMLA leave during a calendar year (January 1 - December 31) for any reason other than military caregiver leave. An employee is also entitled to a total of 26 weeks of military caregiver leave during the 12-month period following the beginning of any such leave. During that 12-month period, an employee may not take more than 26 weeks of leave for any FMLA qualifying reason, and may not take more than 12 weeks of FMLA leave for a reason other than military caregiver leave. An employee who is not eligible for FMLA leave or whose FMLA leave is exhausted, may be granted additional leave at the discretion of the Employer and consistent with applicable law. A husband and wife who are both employed by the Employer will be limited to a combined total of 12 weeks of FMLA leave in a calendar year for Parenting Leave or a Family Medical Leave to care for a parent with a serious medical condition. A husband and wife who are both employed by the Employer will be limited to a combined total of 26 weeks of FMLA leave in the 12-month period following the beginning of a military caregiver leave if leave is taken for one of those reasons or as military caregiver leave, although no more than 12 of these 26 weeks can be taken as Parenting Leave or as Family Medical Leave to care for a parent with a serious health condition.condition.‌