Common use of Family and Medical Care Leave (FMLA/CFRA Clause in Contracts

Family and Medical Care Leave (FMLA/CFRA. A. An employee having worked at least 1250 hours in the previous 12 months may be eligible for a leave of absence for up to 12 weeks within 12 consecutive months, for the following reasons: 1. The birth of a child of the employee; the placement of a child with the employee in connection with the adoption or xxxxxx care placement of the child; or 2. To care for the employee’s child, parent or a spouse who has a serious health condition; or 3. To care for the employee’s own serious health condition, which renders him or her unable to perform any one or more of the essential functions of the job. B. Leave time need not be taken on a consecutive basis if certified by a physician as being necessary to be taken intermittently. Either way, the total leave time taken during a rolling 12 months is limited to 12 weeks. C. If both parents are employed by the DISTRICT, the available 12 weeks of leave following the birth or placement of a child, may be split between the two so long as the total leave time does not exceed 12 weeks. D. It is the intent of the DISTRICT to comply with all applicable laws and regulations. An employee desiring more information on the certifications necessary to obtain leave or other details about the law may contact the Human Resources Department.

Family and Medical Care Leave (FMLA/CFRA. A. a) An employee having worked at least 1250 hours in the previous 12 months may be eligible for a leave of absence for up to 12 weeks within 12 consecutive months, for the following reasons: 1. ) The birth of a child of the employee; the placement of a child with the employee in connection with the adoption or xxxxxx care placement of the child; or 2. ) To care for the employee’s child, parent or a spouse who has a serious health condition; or 3. ) To care for the employee’s own serious health condition, which renders him or her unable to perform any one or more of the essential functions of the job. B. b) Leave time need not be taken on a consecutive basis if certified by a physician as being necessary to be taken intermittently. Either way, the total leave time taken during a rolling 12 consecutive months is limited to 12 weeks. C. c) If both parents are employed by the DISTRICT, the available 12 weeks of leave following the birth or placement of a child, may be split between the two so long as the total leave time does not exceed 12 weeks. D. d) It is the intent of the DISTRICT to comply with all applicable laws and regulations. An employee desiring more information on the certifications necessary to obtain leave or other details about the law may contact the Human Resources Department.

Family and Medical Care Leave (FMLA/CFRA. A. a) An employee having worked at least 1250 1,250 hours in the previous 12 months may be eligible for a leave of absence for up to 12 weeks within 12 consecutive months, for the following reasons: 1. ) The birth of a child of the employee; the placement of a child with the employee in connection with the adoption or xxxxxx care placement of the child; or 2. ) To care for the employee’s child, parent or a spouse who has a serious health condition; or 3. ) To care for the employee’s own serious health condition, which renders him or her them unable to perform any one or more of the essential functions of the job. B. b) Leave time need not be taken on a consecutive basis if certified by a physician as being necessary to be taken intermittently. Either way, the total leave time taken during a rolling 12 consecutive months is limited to 12 weeks. C. c) If both parents are employed by the DISTRICTXxxXX, the available 12 weeks of leave following the birth or placement of a child, may be split between the two so long as the total leave time does not exceed 12 weeks. D. d) It is the intent of the DISTRICT SacRT to comply with all applicable laws and regulations. An employee desiring more information on the certifications necessary to obtain leave or other details about the law may contact the Human Resources Department. e) Time off for Family and Medical Care Leave will be compensated by using the employee’s accumulated sick leave, CTO, Floating Holidays and vacation, in that order.