Family and Medical Leave Act Policy Sample Clauses

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. Section 25.1. Paid holidays.
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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.
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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
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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.
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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.
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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. Section 7 In case of death of an employee, payment for unused sick leave pursuant to Section 3 shall be made to the employee’s beneficiary, estate, or as otherwise provided by law.
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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. 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. 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 entities”) from requesting, requiring or purchasing genetic information, and strictly lim...
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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. 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 weekTime spent on paid personal, sick, or vacation leave will count as time worked toward the 1250 hours requirement 1. The birth of your child or the placement of a child with you either through adoption or xxxxxx care and to care for that child. “Child” for this type of FMLA leave is defined as a biological or adopted child, a xxxxxx child, a stepchild, a legal xxxx, a child of a person standing in loco parentis, or a child of your documented domestic partner.
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Related to Family and Medical Leave Act Policy

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • Family and Medical Leave Act The Family and Medical Leave Act will be followed in approving a Leave of Absence. Contract provisions that provide greater benefits than the Family and Medical Leave Act will be followed.

  • Family and Medical Leave Act of 1993 The parties agree that the Employer may adopt policies to implement the Family and Medical Leave Act of 1993 that are in accord with what is legally permissible under the Act.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • 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 Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child. B. For the purposes of providing the FMLA benefits the following definitions shall apply: 1. An eligible employee means an employee who meets the eligibility criteria set forth in the FMLA; 2. An employee's child means any child, regardless of age, who is affected by a serious health condition as defined by the FMLA and is incapable of self care. "Care" as provided in this section applies to the individual with the covered health condition;

  • Family Medical Leave Act 1. If an employee takes a leave granted under this Article for a reason covered by the Family and Medical Leave Act, the leave shall be administered under the provisions of the FMLA. 2. Upon approval of the Superintendent and Association President, this Section may be modified as necessary to comply with federal law and rules and regulations. 3. The Board shall provide a copy of the policy on FMLA in the library of each building.

  • Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.

  • Family Medical Leave (a) An employee is entitled to family medical leave in accordance with the provisions of the Employment Standards Act. (b) An employee who is on Family Medical Leave shall continue to accumulate seniority and service and the Home will continue to pay its share of the premiums of the subsidized employee benefits, including pension (if permitted by the Plan and matched by the employee) in which the employee is participating during the leave. (c) Subject to any changes in an employee’s status which would have occurred had he or she not been on Family Medical Leave, the employee shall be reinstated to her former position.

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

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