Family and Medical Leave of Absence. Pursuant to the Family and Medical Leave Act of 1993, a nurse may request up to twelve (12) weeks for a family and medical leave in a floating twelve (12) month period and be restored to the same or equivalent position upon return from leave provided the nurse has been employed for twelve (12) months and worked at least 1250 hours during the twelve (12) month period immediately preceding the commencement of a family and medical leave. The nurse may be granted up to twelve (12) weeks of leave to care for the employee’s child after birth, or placement for adoption or xxxxxx care; to care for the employee’s spouse, son or daughter, or parent who has a serious health condition; or for a serious health condition that makes the employee unable to perform the essential functions of the position. Under certain conditions, family and medical leave may be taken intermittently or on a reduced work schedule. The nurse shall use all available accrued time if the family and medical leave of absence is for the nurse’s own serious illness; provided, however, the nurse may elect to retain up to forty (40) hours of vacation. The nurse shall use all available accrued vacation in excess of forty (40) hours when family and medical leave is used for the other reasons. The Employer shall maintain the nurse’s benefits during this leave and shall reinstate the nurse to the nurse’s former or equivalent position at the conclusion of the leave providing the nurse’s position was not otherwise eliminated in a layoff. Family and medical leave shall be interpreted consistently with the conditions and provisions of the federal law.
Family and Medical Leave of Absence. The Employer will comply with all provisions of the Federal Family and Medical Leave Act (FMLA). For any leave which qualifies under the FMLA, the employee may be required to exhaust all applicable paid leave prior to the approval of unpaid leave. Additional details regarding the FMLA process can be found in the Franklin County Employee Handbook.
Family and Medical Leave of Absence. The District agrees to comply with all provisions and conditions of the Federal Family and Medical Leave Act (FMLA) of 1993. When time off work which qualifies as FMLA leave is to be taken, i.e. personal or family illness, etc., employees are required to exhaust earned and/or accrued paid personal, sick, and/or vacation time off which will be credited against their FMLA leave. If an employee has a work- related illness or injury that qualifies as a “serious health condition” under this law, time away from the job for which the employee receives Workers Compensation payments is also considered an FMLA leave and will run concurrently up to twelve (12) weeks of FMLA leave in any twelve (12) month period, if it is for an FMLA qualifying purpose. During the period of an approved FMLA leave, health insurance benefits being provided to the employee will continue uninterrupted. Employees must continue health insurance contributions during the term of leave. Failure of an employee to pay their share of health insurance premium during FMLA leave may result in loss of coverage if the employee’s contribution is more than thirty (30) days late. If the employee’s premiums are in arrears, the District shall provide the employee at least fifteen (15) days written notice prior to canceling insurance plan coverage. Except as required under COBRA, the District’s obligations to maintain health benefit premium contributions for an employee on FMLA ceases when: 1) the employment relationship would have terminated, irrespective of the FMLA leave (e.g., reduction in force); or 2) when the employee advises the District of intent not to return from leave; or 3) when FMLA expires and the employee has not returned from leave; or 4) all accumulated paid time off has been exhausted. The employee will then be offered COBRA as required at the end of FMLA period. An employee is not entitled to benefits accrual (e.g. holidays, vacations, sick days) during period of unpaid leave, unless otherwise specified.
Family and Medical Leave of Absence. An eligible employee shall be entitled to a combination of paid and unpaid leave for up to twelve (12) work weeks of leave during a twelve (12) month period for one or more of the following:
a) Because of the birth of a son or daughter and in order to care for such child within the first twelve (12) months after birth;
b) Because of the placement of a son or daughter with the employee for adoption or xxxxxx care within the first twelve (12) months of placement as documented by paperwork confirming the placement for adoption/xxxxxx care;
c) In order to care for the spouse, same sex domestic partner identified to Dartmouth in an affidavit submitted via the FlexOnline benefit enrollment system, son, daughter, or parent of the employee, if such spouse, same sex domestic partner, son, daughter or parent has a serious health condition as documented by a authorized health care provider and the employee must provide the care required;
d) Because of a serious health condition that makes the employee unable to perform the functions of his/her position as documented by an authorized health care provider and having exhausted all other forms of paid leave.
e) Because of “Military Family Leave Entitlements” as defined by federal law.
Family and Medical Leave of Absence a. Family and Medical Leave of Absence is provided in keeping with the Family and Medic Leave Act (FMLA) of 1993. This leave shall apply to all family and medical leaves of absence except to the extent that such leaves are covered under other paid employment benefit plans or policies for any part of the twelve (12) weeks of leave to which the bargaining unit member may be entitled under this provision. In other words, if a bargaining unit member is entitled to paid leave under other provisions of this contract the bargaining unit member must take the paid leave first and if the paid leave is less than twelve (12) weeks, the additional weeks of leave necessary to attain the 12-work weeks of leave required by FMLA shall be taken without compensation.
Family and Medical Leave of Absence. (Non-Compensatory)
1. An employee who is taking the FMLA because of his/her own serious health condition or to give birth to a child shall be required to substitute any earned or accrued paid leave for unpaid FMLA.
2. An employee who is taking the FMLA for the birth, adoption or xxxxxx care of a child, or to care for a seriously ill family member shall be required to substitute any earned or accrued paid leave for unpaid FMLA.
3. An application to request a FMLA under this section is available in the human resources office and may require medical documentation of need.
Family and Medical Leave of Absence. Employees covered by this Agreement will be eligible for a Family and Medical leave pursuant to the terms and provisions of the Employer’s Family and Medical Leave (FMLA) policy.
Family and Medical Leave of Absence. The District agrees to comply with all provisions and conditions of the federal Family and Medical Leave Act (FMLA) of 1993.
Family and Medical Leave of Absence. The Resident/Fellow Physician is eligible for Family and Medical Leave of Absence (FMLA) after 12 months of service and 1250 hours worked in the previous rolling 12-month period; as set forth by the Federal government. All leave requests must be approved by the Resident/Fellow Physician’s Program Director and UPMC WorkPartners to ensure all program and employment requirements can be met to satisfy completion of the program. RESIDENCY/FELLOWSHIP PROGRAM GENERAL OVERVIEW Residency/Fellowship Program Credit: Credit for completion of the program year and certification of completion of a terminal program year is contingent upon satisfactory performance, in accordance with the requirements of the Resident/Fellow Physician's Residency/Fellowship Program.
Family and Medical Leave of Absence. The parties agree that the Village may take whatever reasonable steps are deemed to be needed to comply with the Family and Medical Leave Act of 1993 (“FMLA”). Paid time off shall run concurrently with FMLA, as permitted under the law.
