Employee Notice Requirements. The employee must give the Employer thirty (30) days notice of the need for FMLA leave, along with the anticipated time for and duration of the leave, when such need is foreseeable. When the leave is not foreseeable, or thirty (30) days notice is not practicable, the employee will provide notice within one or two days of the employee's becoming aware of the need for the leave. The notice does not have to reference the FMLA, but a valid reason under the FMLA and defined in this contract must be given in writing to the direct supervisor unless it is a medical emergency. If an employee fails to provide 30 days notice when the need for the leave was clearly foreseeable, the City has the right to deny said leave until 30 days after the employee provided notice.
Employee Notice Requirements. Regardless of the reason for the FML an employee shall give at least thirty (30) calendar days notice and provide the appropriate medical certification or legal certification of adoption (as soon as practicable) or xxxxxx child placement, before taking FML. When the need for leave is not foreseeable, an employee shall give notice as soon as practicable but no less than two (2) working days of learning of the need for leave. If this is not possible due to a medical emergency, then the employee or the employee's designee shall give written notice and provide the appropriate certification as soon as practicable.
Employee Notice Requirements. Return to
Employee Notice Requirements. The employee prior to the commencement of the leave must give a thirty (30) day notice. If it is unexpected leave, the employee must then provide such notice as is practicable. Noncompliance with the 30 days notice for foreseeable leave shall result in the postponement of such leave until at least 30 days after the date the employee provides the required notice. Medical certification from the employee's health care provider for leave for a serious health condition is required with the 30-day notice for foreseeable leave. If the leave is not foreseeable, the medical certification is to be provided within a reasonable time.
Employee Notice Requirements. Employees must submit leave requests in writing to their supervisor or Department Manager. All leave requests must include sufficient information for the District to make a determination as to whether the purpose of the leave qualifies as family leave. Employees must provide at least thirty
Employee Notice Requirements. When a leave is foreseeable, an employee must provide at least 30 days’ notice of the need for leave, where practicable. If the leave is foreseeable less than 30 days in advance, the employee must provide notice as soon as practicable; ordinarily, either the same or next business day. When the need for leave is not foreseeable, the employee must provide notice to the employer as soon as practicable under the facts and circumstances of the particular case. Absent unusual circumstances, employees must comply with the call-in procedures established at the affiliate where the employee works. Serious Health Condition. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.
Employee Notice Requirements. An employee must provide a least thirty (30) days advance notice before leave is to begin if the need for the leave is foreseeable based on an expected birth, placement for adoption or xxxxxx care, planned medical treatment for a serious health condition of the employee or of a family member, or the planned medical treatment for a serious injury or illness or a covered service member. In all cases, however, the determination of when an employee could practicably provide notice must take into account the individual facts and circumstances. On or before the first day of an employee's family and medical leave, the employee shall notify the District of his/her anticipated date of return to work. The District may require periodic updates on the employee's intent to return to work. If because of changed circumstances an employee requires more or less leave than originally anticipated, the employee shall give the District at least two business days' notice of his or her intent to return to work.
Employee Notice Requirements. The notice of termination required to be given by an Employee (other than a casual Employee) shall be the same as that listed in Clause 7.1 – Employer Notice Requirements, of this Agreement. If the Employee fails to give notice or fails to work their allocated notice period, the Employer may seek the Employee’s written authorisation to withhold any monies due to the Employee on termination under the Agreement an amount not exceeding the Employee’s ordinary rate of pay equivalent to one week’s pay. The Employee is within their rights to not agree to this deduction in accordance with the s324 of the Act.
Employee Notice Requirements. Employees requesting leave must provide thirty (30) days advance notice of leave, or if the leave is unanticipated, as much advance notice as practicable— normally notice must be given within one (1) or two (2) business days of when the need for the leave becomes known. In case of an employee’s own serious health condition or that of a family member, an employee on leave must notify the Town every thirty (30) days of the status of the condition and intent to return to work. Employees must notify their supervisor of their intent to return to work one (1) week prior to their return. In all cases, when a decision is made by the employee not to return to work, the employee must notify the Town immediately.
1. Birth of a child and in order to care for the newborn; placement of a xxxxxx child: Leave for these purposes must be taken in consecutive workweeks and must be completed within the twelve (12)-month period following the birth or placement of the child with the employee.
2. Leave to care for a child, spouse, parent or the employee’s own serious health condition: Employees may take leave for these purposes on a consecutive basis or intermittently, or the employee may request to be placed on a reduced workweek or reduced workdays. An employee must request a leave anytime he/she is absent due to his/her own serious health condition for more than five (5) consecutive workdays.
Employee Notice Requirements. When a leave is foreseeable, an employee must provide at least 30 days’ notice of the need for leave, where practicable. If the leave is foreseeable less than 30 days in advance, the employee must provide notice as soon as practicable; ordinarily, either the same or next business day. When the need for leave is not foreseeable, the employee must provide notice to the employer as soon as practicable under the facts and circumstances of the particular case. Absent unusual circumstances, employees must comply with the call-in procedures established at the affiliate where the employee works. Employees must provide notice sufficient to make Hope Network aware that the employee needs FMLA-qualifying leave, and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform Hope Network if the requested leave is for a reason for which FMLA leave was previously taken or certified. When planning medical treatment, an employee must consult with his/her supervisor and make a reasonable effort to schedule the leave so as not to disrupt unduly Hope Network’s operations. Serious Health Condition. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.
