FAMILY AND MEDICAL LEAVES OF ABSENCE Sample Clauses

FAMILY AND MEDICAL LEAVES OF ABSENCE. Employees shall have rights provided by the Family and Medical Leave Act (“FMLA”). Under FMLA, a unit member who has worked at least 1250 hours in the twelve month period preceding the commencement of the leave is entitled to take up to twelve (12) weeks of unpaid leave between July 1 and June 30 of each year because of the birth of a child; the placement of an adoption or xxxxxx care child with the employee; for the care of a spouse, child, step-child, parent, or step-parent who has a serious health condition; or because of a personal serious health condition. During such leave, the unit member is entitled to the continuation of health benefits with the same level of Board contribution as otherwise exists. Leave taken pursuant to other provisions of this contract shall count toward the twelve (12) week FMLA entitlement. Thus, if the purpose of a leave qualifies for sick leave, the employee shall take sick leave; if the purpose of the leave qualifies for child care leave, then the employee shall take child care leave under this contract, provided that benefits for the first twelve (12) weeks of the child care leave shall be paid by the Board to the extent the Board otherwise would pay for such benefits. The time off on sick leave or child care leave shall count toward the employee’s twelve (12) week FMLA entitlement; that is, the employee shall not be entitled to an additional twelve weeks of FMLA leave after exhausting sick leave or child care leave. The unit member may request or the Board or administration shall designate leave as FMLA leave within 48 hours of the commencement of the leave if the leave is to be counted toward the twelve (12) week FMLA entitlement.
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FAMILY AND MEDICAL LEAVES OF ABSENCE. The Employer shall grant leaves in accordance with the Family and Medical Leave Act and the FMLA regulations. In the event of changes in the law or the regulations, the parties shall meet and negotiate regarding the effects of such changes.
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FAMILY AND MEDICAL LEAVES OF ABSENCE. General Provisions Under the provisions of the Family and Medical Leave Act of 1993 ("FMLA"), all employees who worked at least 1,250 hours during the prior twelve (12) months are entitled to take not more than twelve (12) work weeks unpaid FMLA leave of absence in a twelve (12) month period (as defined below) in the event of:
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FAMILY AND MEDICAL LEAVES OF ABSENCE. POLICY OVERVIEW a) Family and Medical Leave Act (FMLA) – The corporation will grant unpaid, job-protected family and medical leave under the Family and Medical Leave Act (FMLA) in accordance with the requirements of applicable state and federal laws in effect at the time the leave is granted. Although the state and federal laws sometimes have different names, the corporation refers to these types of leaves collectively as “FMLA Leave.” Leaves that fall under FMLA Leave protection include Bonding Leave, the Employee’s Serious Health Condition Leave, Family Care Leave, Military Caregiver Leave, and Military Exigency Leave. b) Pregnancy Disability Leave (PDL) – PDL is unpaid leave available to employees disabled due to their pregnancy, childbirth, or pregnancy-related medical conditions. PDL runs concurrently with FMLA under federal law, but not with FMLA under California law. Regardless, employees in California and other states will be provided PDL as described in this policy in addition to Bonding Leave. c) Paid Parental Leave (PPL) - Aerospace’s PPL runs concurrently with FMLA and provides up to four weeks paid leave related to the birth, adoption, or xxxxxx placement of an employee’s child, in accordance with this policy.
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FAMILY AND MEDICAL LEAVES OF ABSENCE. This article shall only govern those leaves of absence which are medically related or which meet the statutory definitions of leaves under the state and federal Family and Medical Leave Acts. For purposes of this article, the term "Department Head" shall be defined as the Polk County Highway Commissioner, the Administrator of Golden Age Manor, the Director of Social Services, or any other Department Head of the County.
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FAMILY AND MEDICAL LEAVES OF ABSENCE. 15.1 Family and medical leaves of absence will be granted in accordance with the provisions of the Family and Medical Leave Act (“FMLA”), applicable state law, and Company policy, subject to any conflicting provisions of this Agreement.
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FAMILY AND MEDICAL LEAVES OF ABSENCE. Eligible bargaining unit employees shall be provided Family and Medical Leave and Military Family Leave in accordance with the Employer’s policy currently in effect as hereafter amended in accordance with federal and state law. In all cases where an employee qualified for the leave, the City reserves the right to require, and the employee shall be able to utilize all forms of paid leave provided under this Agreement prior to taking unpaid leave.
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FAMILY AND MEDICAL LEAVES OF ABSENCE. Application-Certification
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FAMILY AND MEDICAL LEAVES OF ABSENCE. 1. Pursuant to the provisions of the Federal Family and Medical Leave Act of 1993 and the New Jersey Family Leave Act, eligible employees may take leave: a. Because of the birth of a son or daughter of the employee and in order to care for such son or daughter. b. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care. c. In order to care for the spouse, son, daughter, parent, parent-in-law or domestic partner of the employee, if such spouse, son, daughter, parent, parent-in-law, or domestic partner has a serious health condition. d. Because of the employee's own serious health condition that makes the employee unable to perform the functions of his/her position. 2. To be eligible for Family and Medical Leave, an employee must have been employed by The Library for at least one year and have worked at least 1,000 hours in the preceding 12 months. 3. a. Family or medical leave may be taken for up to a maximum of 12 weeks in any 12-month period. Family or medical leave may be extended for a period of time in excess of 12 weeks as set out in paragraph 7 of this Article.
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Related to FAMILY AND MEDICAL LEAVES OF ABSENCE

  • 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 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 (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 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 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.

  • 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.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • 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.

  • Health Leave Any regular employee of the District may, at the discretion of the Board, be granted a leave of absence without pay for reasons of health, such leave to be specified for a period of not more than one year. Such leave may be extended in case of serious health conditions.

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