Family and Medical Leave Act Compliance. 11.9.1 Family and medical leave for employees shall be governed by the provisions of the Federal Family and Medical Leave Act (FMLA), as may be amended from time to time. Nothing in this Article is intended to expand employee rights or benefits not extended in this law. Where there is a conflict between this Article and the FMLA, this FMLA governs.
Family and Medical Leave Act Compliance. It is the Library's policy to comply with state and federal law. The Parties agree and acknowledge that all leaves of absence taken under this Agreement are not required to comply with the Family and Medical Leave Act ("FMLA") because of the current number of employees working for the Library. Should the Library and an employee become eligible for leave under the FMLA during the term of this Agreement, the parties agree that the Library shall issue an FMLA policy which shall state that employees shall be required to utilize vacation time and paid personal/sick days in conjunction with medical or FMLA leaves of absence.
Family and Medical Leave Act Compliance. Under the Family and Medical Leave Act, an employee who has been employed by the Township for at least one year and has worked at least 1,250 hours in the previous twelve months, may take up to twelve weeks of FMLA leave during a rolling twelve-month period, for any of the following reasons: for incapacity due to pregnancy, prenatal care or child birth; to care for the employee’s child after birth; the placement with the employee of a son or daughter for adoption or xxxxxx care; when needed to care for the employee’s spouse, child, or parent with a serious health condition; or because of the employee’s serious health condition that makes the employee unable to perform the functions of his or her job. A “rolling twelve-month period” means the 365 (or 366 where applicable) days immediately preceding any day the employee takes leave. Eligible employees with a spouse, son, daughter, or parent on active duty in a foreign country or called to active duty status for deployment in a foreign country in the Armed Forces, including in the National Guard or Reserves, may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember or veteran during a single 12-month period. A covered current servicemember is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred or aggravated in the line of duty. A covered veteran is an individual who was discharged or released under conditions other than dishonorable during the five-year period (not including 10- 28-09 through 3-8-13) before the first date the eligible employee takes FMLA leave to care for the veteran, and who has a serious injury or illness incurred or aggravated in the line of duty or related to military service, subject to certain conditions. An employee must provide at least thirty days advance notice before the family or medical leave is to begin if the need for leave is foreseeable, such as for expected birth or planned medical treatment. If thirty days notice is not practicable, then the employee must provide as much not...
Family and Medical Leave Act Compliance use the leave. If an employee requests leave for the employee’s own serious health condition, for the serious health condition of the employee’s spouse, child, or parent, to provide military caregiver leave, or exigency leave, the employee must use all of his/her accrued paid annual leave, sick leave (if it qualifies under employers sick leave use requirements), compensatory time leave, and personal time off as part of the FMLA leave. When substituting accrued paid leave, the employee must comply with the Humboldt County procedural requirements, terms, and conditions of the paid leave policy as appropriate; the remainder of the leave period will then consist of unpaid FMLA leave. Employees must be made aware that they are required to use sick, annual, compensatory time and personal leave as appropriate, in the rights and responsibilities notice Form WH-381: Notice of Eligibility and Rights & Responsibilities.
Family and Medical Leave Act Compliance. Members will adhere to the County’s Family and Medical Leave Act (FMLA) policies.
Family and Medical Leave Act Compliance
