Family and Medical Care Leave. Per State and Federal Regulations, Family and Medical Care and California Family Rights Act leaves are available for employees who qualify. Information on leaves is posted in the work area and further information is available from the Human Resources Representative. These leaves may be taken for the birth/adoption of a child, to care for a child, spouse or parent who has a serious health condition or for an employee’s own health condition which makes an employee unable to perform the essential functions of his/her job. If an employee is a regular full time employee, with more than one year of continuous service, or have worked more than 1250 hours during the previous 12 months an employee is eligible to request a leave. If this leave is granted, upon an employee’s return, an employee will be reinstated to the same or a comparable position as the position held before the leave unless such a position no longer exists. Available accruals must be used for such leaves. For leaves related to an employee’s own serious health condition or that of an eligible family member, sick leave will be utilized first, followed by other accruals (holiday, CTO, vacation – in that order). If all available accrual is depleted an employee may continue on an unpaid leave until the 12 week maximum leave is taken. If an employee desires to take an FMLA leave or CFRA leave not associated with the serious health condition of him or herself or an eligible family member, sick leave hours accrued may not be used. Whenever possible, an employee must provide at least 30 days written notice that he/she wishes to take a leave of absence. When this is not possible an employee must notify the City, in writing, as soon as possible. Failure to comply with these notification rules may result in the denial or deferral of the requested leave until the employee complies with the notice provisions. The cost of an employee’s health care coverage while on a Family and Medical Care Leave less any portion of the premium an employee is required to pay will be paid for by the City for up to 12 weeks. If you do not return from your leave, you will be responsible for reimbursing the City for the insurance premiums paid on your behalf. While the above provisions will apply to most employees in most circumstances, there are certain exceptions under which the City may refuse to grant a leave.
Family and Medical Care Leave. In accordance with the Federal Family and Medical Leave Act (“FMLA”) and the California Family Rights Act (“CFRA”), the District will provide family and medical care leave for eligible employees, as defined.
Family and Medical Care Leave. Employees shall be entitled to take family and medical care leave in accordance with state and federal law, which leave shall be coordinated with existing leave provided pursuant to this article and pursuant to the Education Code.
Family and Medical Care Leave. The District will provide family and medical care leave for eligible employees as required by State and Federal law. The following provisions set forth employee’s rights and obligations with respect to such leave. Rights and obligations which are not specifically set forth below are set forth in the Department of Labor regulations implementing the Federal Family and Medical Leave Act of 1993 (FMLA) and the regulations of the California Fair Employment and Housing Commission implementing the California Family Rights Act (CFRA). Unless otherwise provided by this article, “Leave” under Section 10.13 through 10.13.9 of this article shall mean leave pursuant to the FMLA and CFRA.
Family and Medical Care Leave. In accordance with the provisions of Government Code Section 12945.2 and the Federal Family and Medical Care Leave Act (FMLA) of 1993, each Unit Member shall be eligible for an unpaid leave of absence, not to exceed twelve (12) working weeks (60 working days) (26 weeks for military caregiver) in a twelve (12) month period for the following purposes and under the enumerated conditions:
(a) Leave because of: 1) the birth of a child of the Unit Member, 2) the placement of a child with the Unit Member in connection with the adoption of that child by the Unit Member, or 3) the serious health condition of a child, parent, spouse or domestic partner of the Unit Member; 4) the placement of a son or daughter of the employee for xxxxxx care, 5) a serious health condition that makes the unit member unable to perform the functions of the position; 6) a qualifying exigency as defined by the law; and 7) a military caregiver as provided by law;
(b) Unit Members shall retain all employment rights during the leave period and shall be guaranteed the right to return to the same or a similar position at the end of the leave period;
(c) Family Care Leave is to be used in conjunction with and coordinated with "Personal Necessity Leave" provided for in this Article, Section 3. Personal Necessity Leave.
(d) Unit Members on Family Care Leave shall continue to be eligible for membership in the District health and welfare plans as those plans are described under ARTICLE IX:
Family and Medical Care Leave. Pursuant to State and Federal law, the City will provide family and medical leave for eligible employees. The following provisions set forth members' rights and obligations with respect to such leave. Rights and obligations which are not specifically set forth below are set forth in the Department of Labor regulations implementing the FMLA and the regulations of the California Fair Employment and Housing Commission implementing the CFRA. Unless otherwise provided by this section, "leave" under this section shall mean leave pursuant to the FMLA and the CFRA.
Family and Medical Care Leave. The District will comply with state and federal laws and regulations regarding family and medical care leaves. Family and medical care leave shall be coordinated with other leaves available under this Agreement as permitted by law. Eligible unit members shall be entitled to family and medical leave as provided in the California Family Rights Act of 1991 (Government Code section 12945.2), and the federal Family and Medical Leave Act of 1993 (29 U.S.C. §2601, et seq.). Eligible unit members shall be entitled to twelve (12) workweeks of leave for a qualifying reason (or twenty-six (26) workweeks to care for a parent, spouse, child, or next of kin injured in active military duty as specified by law) in a twelve (12) month period. The twelve-month period shall be defined as a fiscal year (July 1 through June 30). This leave is available for absences necessary for the following reasons: to care for the employee’s parent, spouse, registered domestic partner, or child with a serious health condition; for the employee’s own serious health condition; for the birth or placement for adoption or xxxxxx care of a new child within twelve (12) months after the birth or placement; to care for a specified family member injured in active duty military service; or for a qualifying exigency arising from a specified family member’s call to active duty military service Employees may contact the Personnel Office with questions about this leave and for details of state and federal regulations.
Family and Medical Care Leave. 2 16.1 The District will provide family and medical care leave for eligible employees as 3 required by State and Federal law. The following provisions, together with the 4 Department of Labor regulations implementing the Federal Family and Medical 5 Leave Act of 1993 (“FMLA”), and the regulations of the California Fair Employment 6 and Housing Commission implementing the California Family Rights Act (“CFRA”)
Family and Medical Care Leave. 1. A regular full time employee, with more than one year of continuous service, or who has worked more than twelve hundred fifty (1250) hours during the previous twelve (12) months may request an unpaid Family and Medical Care Leave of absence of up to twelve
Family and Medical Care Leave. 11.19.1 Employees shall be entitled to take family and medical care leave in accordance with state and federal law, which leave shall be coordinated with existing leave provided pursuant to this article and pursuant to the Education Code.
11.19.2 Family and Medical Care Leave shall be available for:
11.19.2.1 The employee’s own serious health condition;
11.19.2.2 Birth, adoption or xxxxxx care of a child;
11.19.2.3 Care of a seriously ill member of the employee’s immediate family. Immediate family is defined as parent, spouse or child.
11.19.3 An employee who utilizes his/her FMLA leave to care for a member of his/her immediate family who is suffering from a serious health condition, may exhaust sick leave during the period of this FMLA leave. Exhaustion of sick leave for this purpose shall occur after exhaustion of personal necessity and personal leave.
