Family and Medical Leave. The Employer shall provide employees with the benefits of the Family and Medical Leave Act on a fair and equitable basis in accordance with applicable law and regulation.
Family and Medical Leave. An employee is eligible for a leave of absence under the Family and Medical Leave Act of 1993 (FMLA) as amended.
Family and Medical Leave. The parties recognize the applicability of the federal Family and Medical Leave Act, and the Union recognizes the Company’s right to establish FMLA policies and rules which are consistent with that law and/or any applicable state law as well as any express provision of this Agreement. These benefits are described and administered in accordance with the Company Policy.
Family and Medical Leave. 1. Notwithstanding other provisions of this Agreement, the Board agrees to abide by the provisions of the Family and Medical Leave Act of 1993. The parties to this Agreement agree that all benefits guaranteed by the Act will be provided to employees covered by this Agreement. Any alleged violations of the Act may be processed as grievances using the procedure herein. Pursuit of such a grievance in no way prevents an employee from enforcing their rights under the Act as provided by law.
Family and Medical Leave. Employees who meet the eligibility requirements of the Seattle Municipal Code, Chapter 4.26, “Family and Medical Leave,” or the federal Family and Medical Leave Act, may take leave to care for themselves and qualified dependents.
Family and Medical Leave. Employees with at least 12 months of employment and at least 1,250 hours of service with the DAC during the 12-month period immediately preceding the commencement of the leave may take a total of 12 work weeks of unpaid family or medical leave during the applicable 12-month period. The applicable 12-month period is a "rolling" 12-month period measured backward from the date an employee uses leave under the Family and Medical Leave Act (FMLA). Leave may be taken for one or more of the following reasons: • Because of the birth of the employee's son or daughter and in order to care for the child. • Because of the placement of a son or daughter with the employee for adoption or xxxxxx care. • In order to care for the employee's spouse, son, daughter, or parent who has a serious health condition. • Because of a serious health condition that makes the employee unable to perform the functions of his or her position. • Because the employee’s spouse, son, daughter, or parent is a covered service member in need of military caregiver leave from the employee. • Because an employee’s spouse, son, daughter, or parent is on active duty or has been notified of an impending call or order to active duty in support of a contingency operation and the employee needs leave for a qualifying exigency. A "serious health condition" usually requires either inpatient care or continuing treatment by or under the supervision of a health care provider and a period of incapacity of more than three consecutive days. The employee must follow the DAC’s usual and customary procedures for requesting a leave of absence and must give at least 30 days' written notice, where possible. The FMLA request must state why a leave of absence is needed and the anticipated duration of the leave of absence (including starting date and return date). If an employee takes a leave for the serious health condition of the employee, or the employee's spouse, child or parent, the employee will be required to submit a Certification of Health Care Provider verifying the employee’s or family member’s medical condition and the need for leave. Completed and signed Certifications must be returned to the DAC fifteen (15) calendar days after the employee receives the Certification form from the DAC. The DAC may require a second and third opinion in certain cases. The employee may also be required to provide reasonable documentation or a statement of family relationship to support a request for family leave. The employee m...
Family and Medical Leave. 17.1 A. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and any amendments thereto, an employee who has worked for the state for at least twelve (12) months and for at least one thousand two hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve
1. Parental leave for the birth and to care for a newborn child, or placement for adoption or xxxxxx care of a child and to care for that child;
2. Personal medical leave due to the employee's own serious health condition that requires the employee's absence from work;
3. Family medical leave to care for a spouse, son, daughter, parent or state registered domestic partner as defined by RCW 26.60.020 and 26.60.030 who suffers from a serious health condition that requires on-site care or supervision by the employee. Because the FMLA does not recognize state registered domestic partners, an absence to care for an employee’s state registered domestic partner will not be counted towards the twelve (12) workweeks of FMLA;
4. Family medical leave for a qualifying exigency when the employee’s spouse, child of any age or parent is on active call to active duty status in the Armed Forces, the Reserves or National Guard for deployment to a foreign country. Qualifying exigencies include attending certain military events, arranging for alternate childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
5. Military Caregiver Leave will be provided to an eligible employee who is the spouse, child of any age, parent or next of kin of a covered service member. Eligible employees may take up to twenty-six (26) workweeks of leave in a single twelve (12) month period to care for the covered service member or veteran who is suffering from a serious illness or injury incurred in the line of duty. During the single twelve (12) month period during which Military Caregiver Leave is taken the employee may only take a combined total of twenty-six (26) workweeks of leave for Military Caregiver Leave and leave taken for other FMLA qualifying reasons. The single twelve (12) month period to care for a covered service member veteran begins on the first day the employee takes leave for this reason and ends twelve (12) months later, regardless of the twelve (12) month period established for other types of FMLA leave.
Family and Medical Leave. (1) In compliance with the Family and Medical Leave Act of 1993, the University will provide eligible employees paid/unpaid leave of up to twelve (12) workweeks per calendar year for certain family and medical reasons.
(2) Employees may elect to leave up to forty (40) hours of vacation time banked prior to taking unpaid leave. Otherwise, employees are required to use all paid vacation and personal leave (and all sick leave for the employees own serious health condition) in conjunction with leave under this provision prior to utilizing approved Family and Medical Leave without pay.
Family and Medical Leave. Paragraph 1: The Board shall comply with the Family and Medical Leave Act of 1993 or as subsequently amended.
Family and Medical Leave. The parties agree that each has the right to exercise its rights under the Family and Medical Leave Act in addition to rights contained under this contract.
