Family and Medical Leave Act Policy. Eligible members are afforded up to twelve (12) workweeks of Family and Medical Leave which is fully addressed in the FMLA Administrative Regulation and in compliance with the Family Medical Leave Act.
Family and Medical Leave Act Policy. This policy summarizes the employee's rights under the Family and Medical Leave Act (FMLA) of 1993, and describes what happens to employee benefits during an approved family or medical leave under the FMLA.
Family and Medical Leave Act Policy. Section 1 It is the City’s policy to grant an unpaid leave of absence of up to twelve
Family and Medical Leave Act Policy. Eligible members are afforded Family and Medical Leave which is fully addressed in the FMLA Administrative Regulation and in compliance with the Family Medical Leave Act.
Family and Medical Leave Act Policy. Employees shall be covered by the City’s Family and Medical Leave Act Policy, as set forth in the Employee Reference Manual.
Family and Medical Leave Act Policy. CJB’s Family and Medical Leave Act Policy (FMLA) complies with the Federal FMLA and applicable state law. The criteria an employee must meet to qualify for FMLA are as follows: • Employee must have worked for CJB for at least twelve (12) months (need not be consecutive). • Employee must have worked at least 1,250 hours in the preceding twelve (12) months. • Eligible employees requesting FMLA are required to use any existing Paid Sick Leave (PSL) concurrent with the FMLA leave. Eligibility is determined at the date leave is requested to begin and is counted in a rolling twelve (12) month period measured forward from the first date the employee uses FMLA. Employee Handbook & Safety Training Employees are required to give their Account Manager at least thirty (30) days advance notice of intent to use FMLA to the extent such advance notice is possible. If thirty (30) days advance notice is not given when it was possible to do so, the FMLA request may be denied. If thirty (30) days advance notice cannot be given due to the circumstances, the employee must give notice as soon as practical, which normally means the same business day that he/she learns of the need for the leave or the very next day. If FMLA is for planned medical treatment, and will be taken on an intermittent basis or by a reduced schedule, employee is expected to schedule the treatment so there is minimal disruption to his/her position. When leave is taken because of an active duty qualifying emergency, the employee is required to provide as much notice as is reasonable and practical. For any leave of absence, notice of the need for leave, reasons, and anticipated duration may be given by telephone, fax, or other electronic means, and may be given by the employee or an adult family member. An employee is required to follow CJB’s regular leave request procedures for any FMLA leave. GENETIC INFORMATION NONDISCRIMINATION ACT POLICY Title II of the Genetic Information Nondiscrimination Act of 2008 (XXXX), which prohibits genetic information discrimination in employment, took effect on November 21, 2009. Under Title II of XXXX, it is illegal to discriminate against employees or applicants because of genetic information. Title II of XXXX prohibits the use of genetic information in making employment decisions, restricts employers and other entities covered by Title II (employment agencies, labor organizations and joint labor-management training and apprenticeship programs - referred to as “covered enti...
Family and Medical Leave Act Policy. The current City policy in the Administrative Policies and Procedures Manual, EB-16, Revision 6, dated February 3, 2010 shall be maintained for the duration of this Agreement.
Family and Medical Leave Act Policy. Eligible employees have the right under the Family Medical Leave Act (FMLA) to take a total of 12 weeks (or up to 26 weeks of military caregiver leave for a covered servicemember with a serious injury or illness) of job-protected leave during a 12-month period (referred to in this policy as "FMLA leave") for certain family or personal health care needs, as well as for any qualifying exigency arising out of a qualifying family member’s active military duty or impending call to active duty status. This leave may be paid, unpaid, or a combination of paid and unpaid leave, depending on the circumstances of the leave and as specified in this policy. This policy describes your right to obtain FMLA leave and how this leave relates to the College's other benefits. ELIGIBILITY: You are eligible to take FMLA leave if, at the time you request it, you have been employed by the College for at least one year and have worked at least 1250 hours in the preceding 12-month period. The 12 months or 52 weeks need not have been consecutive. Separate periods of employment will be counted, provided that the break in service does not exceed 7 years. Separate periods of employment where the break in service exceeds 7 years will be counted only if the break was due to National Guard or reserve military service. For eligibility purposes: An employee will be considered to be employed for an entire week even if he/she was on the payroll for only a part of a week or if the employee was on leave during the week Time spent on paid personal, sick, or vacation leave will count as time worked toward the 1250 hours requirement REASONS FOR LEAVE: You may take FMLA leave for any of the following purposes:
