Common use of Family and Medical Care Leave (FMLA) and California Family Rights Act (CFRA Clause in Contracts

Family and Medical Care Leave (FMLA) and California Family Rights Act (CFRA. The District and UFO agree to comply with applicable Federal and State laws governing family and medical care leaves such as the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) for employees who are eligible for such leaves. An employee who is eligible as defined by the law may request a Family and Medical Care Leave for any of the following reasons: (1) the employee’s own serious health condition (2),a serious health condition of the employee’s child, parent, spouse or domestic partner (FMLA does not recognize domestic partners but Ohlone College and the California Family Rights Act do) or (3) the birth, adoption, or placement of a xxxxxx child. Parents, adoptive parents, and xxxxxx parents regardless of gender may request this leave. The Family and Medical Care Leave cannot exceed 12 workweeks in a 12-month period. Leave granted under any of the reasons provided by state and federal law will be counted as Family and Medical Care Leave and will be considered as part of the 12-workweek entitlement in a 12-month period. The 12-month period is measured forward from the date any employee’s first Family and Medical Care leave begins. Successive 12-month periods begin on the date an employee first uses leave after the prior 12-month period has ended. Unused leave does not carry over from one 12-month period to the next 12-month period. Family and Medical Care leave is unpaid, but employees may use their accrued sick leave during FMLA eligible leaves except for the birth of a child. If the employee receives fringe benefits through the District, the employee must make arrangements to pay for fringe benefits with Human Resources prior to the leave. Please see sections 15.6 and 15.8 for leaves related to birth, adoption and child rearing. (A full-time faculty member who may require a Family and Medical Care Leave for purposes other than baby bonding should contact Human Resources for information on the Catastrophic Sick Leave Donation program if the faculty member has used all accrued sick leave).

Family and Medical Care Leave (FMLA) and California Family Rights Act (CFRA. The District and UFO agree to comply with applicable Federal and State laws governing family and medical care leaves such as the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) for employees faculty members who are eligible for such leaves. An employee A faculty member who is eligible as defined by the law may request a Family and Medical Care Leave for any of the following reasons: (1) the employeefaculty member’s own serious health condition condition, (2),a 2) a serious health condition of the employeefaculty member’s child, parent, spouse or domestic partner (FMLA does not recognize domestic partners but Ohlone College and the California Family Rights Act do) or (3) the birth, adoption, or placement of a xxxxxx child. Parents, adoptive parents, and xxxxxx parents regardless of gender may request this leave. The Family and Medical Care Leave cannot exceed 12 workweeks in a 12-month period. Leave granted under any of the reasons provided by state and federal law will be counted as Family and Medical Care Leave and will be considered as part of the 12-workweek entitlement in a 12-month period. The 12-month period is measured forward from the date any employeefaculty member’s first Family and Medical Care leave begins. Successive 12-12- month periods begin on the date an employee a faculty member first uses leave after the prior 12-12- month period has ended. Unused leave does not carry over from one 12-month period to the next 12-month period. Family and Medical Care leave is unpaid, but employees faculty members may use their accrued sick leave during FMLA eligible leaves except for the birth of a child. If the employee faculty member receives fringe benefits through the DistrictDistrict and s/he normally contributes some portion of the cost via pay deduction, the employee faculty member must make arrangements to pay for fringe benefits with Human Resources to pay that portion of the fringe benefits cost prior to the leave. Please see sections 15.6 21.6 and 15.8 21.8 for leaves related to birth, adoption and child rearing. (A full-time faculty member who may require a Family and Medical Care Leave for purposes other than baby bonding should contact Human Resources for information on the Catastrophic Sick Leave Donation program if the faculty member has used all accrued sick leave).

Family and Medical Care Leave (FMLA) and California Family Rights Act (CFRA. The District and UFO agree to comply with applicable Federal and State laws governing family and medical care leaves such as the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) for employees who are eligible for such leaves. An employee who is eligible as defined by the law may request a Family and Medical Care Leave for any of the following reasons: (1) the employee’s own serious health condition condition, (2),a 2) a serious health condition of the employee’s child, parent, spouse or domestic partner (FMLA does not recognize domestic partners but Ohlone College and the California Family Rights Act do) or (3) the birth, adoption, or placement of a xxxxxx child. Parents, adoptive parents, and xxxxxx parents regardless of gender may request this leave. The Family and Medical Care Leave cannot exceed 12 workweeks in a 12-month period. Leave granted under any of the reasons provided by state and federal law will be counted as Family and Medical Care Leave and will be considered as part of the 12-workweek entitlement in a 12-month period. The 12-month period is measured forward from the date any employee’s first Family and Medical Care leave begins. Successive 12-month periods begin on the date an employee first uses leave after the prior 12-month period has ended. Unused leave does not carry over from one 12-month period to the next 12-month period. Family and Medical Care leave is unpaid, but employees may use their accrued sick leave during FMLA eligible leaves except for the birth of a child. If the employee receives fringe benefits through the District, the employee must make arrangements to pay for fringe benefits with Human Resources prior to the leave. Please see sections 15.6 and 15.8 for leaves related to birth, adoption and child rearing. (A full-time faculty member who may require a Family and Medical Care Leave for purposes other than baby bonding should contact Human Resources for information on the Catastrophic Sick Leave Donation program if the faculty member has used all accrued sick leave).

Family and Medical Care Leave (FMLA) and California Family Rights Act (CFRA. The District and UFO agree to comply with applicable Federal and State laws governing family and medical care leaves such as the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) for employees faculty members who are eligible for such leaves. An employee A faculty member who is eligible as defined by the law may request a Family and Medical Care Leave for any of the following reasons: (1) the employeefaculty member’s own serious health condition condition, (2),a 2) a serious health condition of the employeefaculty member’s child, parent, spouse or domestic partner (FMLA does not recognize domestic partners but Ohlone College and the California Family Rights Act do) or (3) the birth, adoption, or placement of a xxxxxx child. Parents, adoptive parents, and xxxxxx parents regardless of gender may request this leave. The Family and Medical Care Leave cannot exceed 12 workweeks in a 12-month period. Leave granted under any of the reasons provided by state and federal law will be counted as Family and Medical Care Leave and will be considered as part of the 12-workweek entitlement in a 12-month period. The 12-month period is measured forward from the date any employeefaculty member’s first Family and Medical Care leave begins. Successive 12-12- month periods begin on the date an employee a faculty member first uses leave after the prior 12-12- month period has ended. Unused leave does not carry over from one 12-month period to the next 12-month period. Family and Medical Care leave is unpaid, but employees faculty members may use their accrued sick leave during FMLA eligible leaves except for the birth of a child. If the employee faculty member receives fringe benefits through the DistrictDistrict and s/he normally contributes some portion of the cost via pay deduction, the employee faculty member must make arrangements to pay for fringe benefits with Human Resources to pay that portion of the fringe benefits cost prior to the leave. Please see sections 15.6 and 15.8 for leaves related to birth, adoption and child rearing. (A full-time faculty member who may require a Family and Medical Care Leave for purposes other than baby bonding should contact Human Resources for information on the Catastrophic Sick Leave Donation program if the faculty member has used all accrued sick leave).