Common use of ELIGIBLE PURPOSES Clause in Contracts

ELIGIBLE PURPOSES. Leaves for any of the following purposes qualify for Family Medical Leave. 1. The birth of a child of an employee, and to care for a newborn; 2. The placement of a child with an employee in connection with adoption or xxxxxx care of a child by an employee; 3. Leave to care for a child, parent, or spouse who has a serious health condition; or 4. Leave because of serious health condition that makes the employee unable to perform the essential functions of his/her position. Both father and mother may take leave for the birth, or placement for adoption or xxxxxx care, of a child. In addition, an expectant mother may be entitled to leave prior to the birth of a child for prenatal care purposes if her condition makes her unable to work. Circumstances may also require leave prior to the actual placement of a child for adoption or xxxxxx care. For example, to attend counseling session, appear in court or consult with his/her attorney in connection with the placement of a child. If both the husband and wife are employed by the District, the aggregate number of workweeks of leave to which both are entitled is limited to 12 workweeks during any one fiscal year for the birth or placement for adoption or xxxxxx care of the employees' child, or to care for a parent with a serious health condition. This limitation does not apply to leave taken by either spouse to care for the other who is seriously ill and unable to work, to care for a child with a serious health condition, or for his or her own serious illness. Leave to care for a family member includes both physical and psychological care, including providing comfort and reassurance which would be beneficial to a seriously ill child or parent receiving inpatient care; or making arrangements for third-party care of a family member. A " serious health condition" includes an illness, injury, impairment, or physical or mental condition that involves: 1. Any period of incapacity or treatment in connection with or in consequent to a hospital, hospice or residential medical care facility. 2. Any period of incapacity requiring absence from work, school or regular daily activities of more than three calendar days, that also involved continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by a health care provider for a chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three calendar days or for prenatal care. 4. Continuing supervision by a health care provider when the parent, child, spouse or employee are severely ill but may not be receiving continuing active care or treatment (e.g., when suffering from Alzheimer's, late stages of cancer or a severe stroke). "Continuing treatments" include: a. Two or more visits to a health care provider; b. Two or more treatment by a health care practitioner (e.g., physical therapist) on referral from, or under the direction, of a health care provider; or c. A single visit to a health care provider that results in a regimen of continuing treatment under the supervision of the health care provider (e.g., medication therapy). Intermittent leave or reduced work schedule leaves may be allowed when the absence required is not due to a condition that is incapacitating at that point in time (e.g., appointments for cancer treatments, physical therapy, prenatal care). When leave is taken because of the birth or the placement of a child for adoption or xxxxxx care, intermittent leave or reduced workload schedule will not be approved if the intermittent leave or reduced workload schedule will adversely impact the office or department of the employee. If an employee requests intermittent leave or reduced workload leave to care for a spouse, child, or parent or for the employee's own serious health condition, the employee may be required to temporarily transfer to an available alternative position for which the employee is qualified and that: a. has equivalent pay and benefits; and b. better accommodates recurring periods of leave than the regular position of the employee. Voluntary or cosmetic treatments which are not medically necessary are not "serious health conditions," unless inpatient hospital care is required. Absence because of an employee's substance abuse, without treatment, does not qualify for FMLA leave.

ELIGIBLE PURPOSES. Leaves for any of the following purposes qualify for Family Medical Leave. 1. The birth of a child of an employee, and to care for a newborn; 2. The placement of a child with an employee in connection with adoption or xxxxxx care of a child by an employee; 3. Leave to care for a child, parent, or spouse who has a serious health condition; or 4. Leave because of serious health condition that makes the employee unable to perform the essential functions of his/her position. Both father and mother may take leave for the birth, or placement for adoption or xxxxxx care, of a child. In addition, an expectant mother may be entitled to leave prior to the birth of a child for prenatal care purposes if her condition makes her unable to work. Circumstances may also require leave prior to the actual placement of a child for adoption or xxxxxx care. For example, to attend counseling session, appear in court or consult with his/her attorney in connection with the placement of a child. If both the husband and wife are employed by the District, the aggregate number of workweeks of leave to which both are entitled is limited to 12 workweeks during any one fiscal year for the birth or placement for adoption or xxxxxx care of the employees' child, or to care for a parent with a serious health condition. This limitation does not apply to leave taken by either spouse to care for the other who is seriously ill and unable to work, to care for a child with a serious health condition, or for his or her own serious illness. Leave to care for a family member includes both physical and psychological care, including providing comfort and reassurance which would be beneficial to a seriously ill child or parent receiving inpatient care; or making arrangements for third-party care of a family member. . A " "serious health condition" includes an illness, injury, impairment, or physical or mental condition that involves: 1. Any period of if incapacity or treatment in connection with or in consequent to a hospital, hospice or residential medical care facility. 2. Any period of incapacity requiring absence from work, school or regular daily activities of more than three calendar days, that also involved continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by a health care provider for a chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three calendar days or for prenatal care. 4. Continuing supervision by a health care provider when the parent, child, spouse or employee are severely ill but may not be receiving continuing active care or treatment (e.g., when suffering from Alzheimer's, late stages of cancer or a severe stroke). "Continuing treatments" include: a. Two or more visits to a health care provider; b. Two or more treatment by a health care practitioner (e.g., physical therapist) on referral from, or under the direction, of a health care provider; or c. A single visit to a health care provider that results in a regimen of continuing treatment under the supervision of the health care provider (e.g., medication therapy). Intermittent leave or reduced work schedule leaves may be allowed when the absence required is not due to a condition that is incapacitating at that point in time (e.g., appointments for cancer treatments, physical therapy, prenatal care). When leave is taken because of the birth or the placement of a child for adoption or xxxxxx care, intermittent leave or reduced workload schedule will not be approved if the intermittent leave or reduced workload schedule will adversely impact the office or department of the employee. If an employee requests intermittent leave or reduced workload leave to care for a spouse, child, or parent or for the employee's own serious health condition, the employee may be required to temporarily transfer to an available alternative position for which the employee is qualified and that: a. has equivalent pay and benefits; and b. better accommodates recurring periods of leave than the regular position of the employee. Voluntary or cosmetic treatments which are not medically necessary are not "serious health conditions," unless inpatient hospital care is required. Absence because of an employee's substance abuse, without treatment, does not qualify for FMLA leave.

ELIGIBLE PURPOSES. Leaves for any of the following purposes qualify for Family Medical Leave. 1. The birth of a child of an employee, and to care for a newborn; 2. The placement of a child with an employee in connection with adoption or xxxxxx care of a child by an employee; 3. Leave to care for a child, parent, or spouse who has a serious health condition; or 4. Leave because of serious health condition that makes the employee unable to perform the essential functions of his/her position. Both father and mother may take leave for the birth, or placement for adoption or xxxxxx care, of a child. In addition, an expectant mother may be entitled to leave prior to the birth of a child for prenatal care purposes if her condition makes her unable to work. Circumstances may also require leave prior to the actual placement of a child for adoption or xxxxxx care. For example, to attend counseling session, appear in court or consult with his/her attorney in connection with the placement of a child. If both the husband and wife are employed by the District, the aggregate number of workweeks of leave to which both are entitled is limited to 12 workweeks during any one fiscal year for the birth or placement for adoption or xxxxxx care of the employees' child, or to care for a parent with a serious health condition. This limitation does not apply to leave taken by either spouse to care for the other who is seriously ill and unable to work, to care for a child with a serious health condition, or for his or her own serious illness. Leave to care for a family member includes both physical and psychological care, including providing comfort and reassurance which would be beneficial to a seriously ill child or parent receiving inpatient care; or making arrangements for third-party care of a family member. . A " "serious health condition" includes an illness, injury, impairment, or physical or mental condition that involves: 1. Any period of incapacity or treatment in connection with or in consequent to a hospital, hospice or residential medical care facility. 2. Any period of incapacity requiring absence from work, school or regular daily activities of more than three calendar days, that also involved continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by a health care provider for a chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three calendar days or for prenatal care. 4. Continuing supervision by a health care provider when the parent, child, spouse or employee are severely ill but may not be receiving continuing active care or treatment (e.g., when suffering from Alzheimer's, late stages of cancer or a severe stroke). "Continuing treatments" include: a. Two or more visits to a health care provider; b. Two or more treatment by a health care practitioner (e.g., physical therapist) on referral from, or under the direction, of a health care provider; or c. A single visit to a health care provider that results in a regimen of continuing treatment under the supervision of the health care provider (e.g., medication therapy). Intermittent leave or reduced work schedule leaves may be allowed when the absence required is not due to a condition that is incapacitating at that point in time (e.g., appointments for cancer treatments, physical therapy, prenatal care). When leave is taken because of the birth or the placement of a child for adoption or xxxxxx care, intermittent leave or reduced workload schedule will not be approved if the intermittent leave or reduced workload schedule will adversely impact the office or department of the employee. If an employee requests intermittent leave or reduced workload leave to care for a spouse, child, or parent or for the employee's own serious health condition, the employee may be required to temporarily transfer to an available alternative position for which the employee is qualified and that: a. has equivalent pay and benefits; and b. better accommodates recurring periods of leave than the regular position of the employee. Voluntary or cosmetic treatments which are not medically necessary are not "serious health conditions," unless inpatient hospital care is required. Absence because of an employee's substance abuse, without treatment, does not qualify for FMLA leave.