Employee Notice of Leave. If possible, an employee must provide at least 30 days' advance notice for foreseeable events, such as the expected birth of a child or planned medical treatment for the employee or family member. For events which are unforeseeable, the employee must notify the City, at least verbally, as soon as he/she learns of the need for the leave. The employee shall consult with the City and make a reasonable effort to schedule any planned medical treatment or supervision so as to minimize disruption to the City's operations. Any such scheduling, however, shall be subject to the approval of the health care provider of the employee or the employee's child, parent, or spouse. If an employee fails to give 30 days' notice for a foreseeable leave with no reasonable excuse for the delay, the City may delay the taking of FMLA leave until at least 30 days after the date the employee provides notice to the City of the need for FMLA leave.
Employee Notice of Leave a. An employee requesting a family or medical leave must provide notice to the City as soon as practicable. Where the need for a leave is foreseeable, e.g. for the birth of a child or planned medical treatment, the employee must provide 30 days notice. In the event the employee fails to provide 30 days notice for a foreseeable leave, the City may delay the start of the employee’s leave until 30 days after notice is provided.
b. In the case of a request for intermittent or reduced schedule leave or leave for planned medical treatment, the employee shall, at the City’s request, schedule such treatment so as not to unduly disrupt the City’s operations.
Employee Notice of Leave. Although the City of Cathedral City recognizes that emergencies arise which may require employees to request immediate leave, employees are required to give as much notice as possible of their need for leave. If leave is foreseeable, at least 30 day’s notice is required. In addition, if an employee knows that he/she will need leave in the future, but does not know the exact date(s) (e.g. for the birth of a child or take care of a newborn), the employee shall inform his/her supervisor as soon as possible that such leave will be needed. Such notice may be orally given. If the City of Cathedral City determines that an employee’s notice is inadequate or the employee knew about the requested leave in advance of the request, the City of Cathedral City may delay the granting of the leave until it can, in its discretion, adequately cover the position with a substitute.
Employee Notice of Leave. Although the District recognizes that emergencies arise which may require an employee to request immediate leave, an employee is required to give as much notice as possible of their need for leave. If leave is foreseeable, at least 30 calendar days’ notice is required. In addition, if an employee knows that leave will be needed in the future, but does not know the exact date(s) e.g., for birth of a child or to take care of a newborn, the employee shall inform the supervisor as soon as possible that such leave will be needed. Such notice may be given verbally. For foreseeable leave due to a qualifying exigency, an employee must provide notice of the need for leave as soon as practicable, regardless of how far in advance such leave is foreseeable.
Employee Notice of Leave. Although the district recognizes that emergencies arise which may require an employee to request immediate leave, an employee is required to give as much notice as possible of their need for leave. If leave is foreseeable, at least thirty (30) day notice is required. In addition, if an employee knows that they will need leave in the future, but does not know the exact date(s) (e.g., for birth of a child or to take care of a newborn), the employee shall inform their supervisor as soon as possible that such leave will be needed. Such notice may be given orally. If the district determines that an employee's notice is inadequate or the employee knew about the requested leave in advance of the request, the district may delay the granting of the leave until it can, at its discretion; adequately cover the position with a substitute. For foreseeable leave due to a qualifying exigency, an employee must provide notice of the need for leave as soon as practicable, regardless of how far in advance such leave is foreseeable.
Employee Notice of Leave. An employee requesting family or medical leave must provide notice to the Director of Human Resources as soon as practicable. Where the need for leave is foreseeable, such as leave taken for the birth of a child or planned medical treatment, the employee must provide at least thirty (30) days advance notice. If the request is for an intermittent leave or leave on a reduced schedule basis, the employee shall also advise the Director of Human Resources of the reasons why the leave schedule is necessary, and the schedule of treatment. In the event the employee fails to provide at least thirty (30) days advance notice for a foreseeable leave, the start of the employee’s leave may be delayed until thirty
Employee Notice of Leave. Although the City recognizes that emergencies arise which may require regular employees to request immediate leave, employees are required to give as much notice as possible of their need for leave. If leave is foreseeable, at least 30 days’ notice is required. In addition, if an employee knows that he/she will need leave in the future, but does not know the exact date(s) (e.g. for the birth of a child or to take care of a newborn), the employee shall inform his/her supervisor as soon as possible that such leave will be needed. Such notice may be orally given. If the City determines that an employee’s notice is inadequate or the employee knew about the requested leave in advance of the request, the City may delay the granting of the leave until it can, in its discretion adequately cover the position with a substitute. For any foreseeable leave due to a qualifying exigency under the Armed Forces Reserves or National Guard, an employee must provide notice of the need for leave as soon as practicable, regardless of how far in advance such leave is foreseeable.
Employee Notice of Leave. 12.10.6.1 To the extent possible, employees requesting PDL should follow the authorization procedures for leaves of absence without pay, as provided in Leaves of Absence Without Pay, Article 12.14.
Employee Notice of Leave. 12.9.8.1 Employees must submit requests for leave in writing to the Human Resources Department. Although the City recognizes that emergencies arise which may require employees to request immediate leave, employees are required to give as much notice as possible of their need for leave. If the leave is foreseeable, at least 30 day notice is required. In addition, if an employee knows that leave will be needed in the future, but does not know the exact date(s) (e.g. for the birth of a child or take care of a newborn), the employee shall inform the Human Resources Department as soon as possible that such leave will be needed. Whenever Human Resources is notified of a request of leave under this policy, Human Resources will notify the requesting employee’s Department Director or designee. The Human Resources Department will also notify the Department Director of any determination to grant or deny the request.
12.9.8.2 If the Human Resources Department determines that an employee’s notice is inadequate or the employee knew about the requested leave in advance of the request, Human Resources may delay the granting of the leave until, in his or her discretion, adequate coverage is found for the employee’s position.
Employee Notice of Leave. Although the City recognizes that emergencies arise which may require employees to request immediate leave, employees are required to give as much notice as possible of their need for leave. If leave is foreseeable, at least thirty (30) day’s notice is required. In addition, if an employee knows that he/she will need leave in the future, but does not know the exact date(s) (e.g. for the birth of a child or to take care of a newborn), the employee shall inform his/her supervisor as soon as possible that such leave will be needed. If the City determines that an employee's notice is inadequate or the employee knew about the requested leave in advance of the request, the City may delay the granting of the leave until it can, in its discretion; adequately cover the position with a substitute. All notices required under this Policy must be submitted to the Employee's Department Head.
