Common use of Family Bereavement Leave Clause in Contracts

Family Bereavement Leave. Pursuant to 820 ILCS 154, full-time employees who are eligible for FMLA time off (see County FMLA policy for eligibility requirements) shall be entitled to use a maximum of two (2) workweeks (10 working days) of combined paid and unpaid bereavement leave for the following reasons: 1. attend the funeral or alternative to a funeral of a covered family member (covered family member shall be the same as the immediate family above for paid bereavement leave); 2. make arrangements necessitated by the death of the covered family member 3. grieve the death of the covered family member; or 4. be absent from work due to (i) a miscarriage; (ii) an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure; (iii) a failed adoption match or an adoption that is not finalized because it is contested by another party; (iv) a failed surrogacy agreement; (v) a diagnosis that negatively impacts pregnancy or fertility; or (vi) a stillbirth. Unpaid bereavement leave taken pursuant to 820 ILCS 154 will generally be completed within sixty (60) days after the date on which the employee receives notice of the death of the covered family member or the date on which an event listed under subparagraph d. of this Section occurs. However, employees may be granted more than 60 days to take unpaid bereavement leave at the discretion of the Administrator. Employees will endeavor to provide the Employer with at least 48 hours' advance notice of the employee's intention to take bereavement leave, unless providing such notice is not reasonable and practicable. Unpaid bereavement leave shall be designated as FMLA time and is subject to the FMLA’s maximum of 12 weeks in a 12-month period. Additionally, time off covered by this Policy and Article XVI, Section B will run concurrently.

Family Bereavement Leave. Pursuant to 820 ILCS 154, full-time employees who are eligible for FMLA time off (see County FMLA policy for eligibility requirements) shall be entitled to use State law allows a maximum of two 10 unpaid work days for eligible employees (2Family and Medical Leave Act of 1993, 20 U.S.C. §2601 et. seq.) workweeks to take family bereavement leave. The purpose, requirements, scheduling, and all other terms of the leave are governed by the Family Bereavement Leave Act. Eligible employees may use family bereavement leave, without any adverse employment action for: (10 working days1) of combined paid and unpaid bereavement leave for attendance by the following reasons: 1. attend bereaved staff member at the funeral or alternative to a funeral of a covered family member member, which includes an employee’s child, stepchild, domestic partner, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent or stepparent (covered family member shall be the same as the immediate family above for paid bereavement leave); 2. make ) making arrangements necessitated by the death of the covered family member , (3. grieve ) grieving the death of the covered family member; or , or (4. be absent ) absence from work due to a Significant Event, which includes: (i) a miscarriage; , (ii) an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure; , (iii) a failed adoption match or an adoption that is not finalized because it is contested by another party; , (iv) a failed surrogacy agreement; , (v) a diagnosis that negatively impacts pregnancy or fertility; , or (vi) a stillbirthstill birth. Unpaid bereavement An employee qualifying for a leave taken pursuant due to 820 ILCS 154 a Significant Event will generally not be required to identify which specific reason applies to the empolyee’s request. The leave must be completed within sixty (60) 60 days after the date on which the employee receives received notice of the death of the covered family member or the date on which an event listed under subparagraph d. of this Section item (4) above occurs. However, employees may be granted in the event of the death of more than 60 days to take unpaid bereavement leave at the discretion of the Administrator. Employees will endeavor to provide the Employer with at least 48 hours' advance notice of the employee's intention to take bereavement leave, unless providing such notice is not reasonable and practicable. Unpaid bereavement leave shall be designated as FMLA time and is subject to the FMLA’s maximum of 12 weeks one covered family member in a 12-month period, an employee is entitled up to a total of six weeks of bereavement leave during the 12-month period, subject to certain restrictions under State and federal law, Other existing forms of leave may be substituted for the leave provided in the Family Bereavement Leave Act. Additionally, time off covered by this Policy and Article XVI, Section B will run concurrentlyThis policy does not create any right for an employee to take family bereavement leave that is inconsistent with the Family Bereavement Leave Act.

Family Bereavement Leave. Pursuant to 820 ILCS 154, full-time employees who are eligible for FMLA time off (see County FMLA policy for eligibility requirements) shall be entitled to use State law allows a maximum of two 10 unpaid work days for eligible employees (2Family and Medical Leave Act of 1993, 20 U.S.C. §2601 et seq.) workweeks to take family bereavement leave. The purpose, requirements, scheduling, and all other terms of the leave are governed by the Family Bereavement Leave Act. Eligible employees may use family bereavement leave, without any adverse employment action, for: (10 working days1) of combined paid and unpaid bereavement leave for attendance by the following reasons: 1. attend bereaved staff member at the funeral or alternative to a funeral of a covered family member member, which includes an employeeʼs child, stepchild, domestic partner, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent (covered family member shall be the same as the immediate family above for paid bereavement leave); 2. make ) making arrangements necessitated by the death of the covered family member , (3. grieve ) grieving the death of the covered family member; or , or (4. be absent ) absence from work due to a Significant Event, which includes: (i) a miscarriage; , (ii) an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure; , (iii) a failed adoption match or an adoption that is not finalized because it is contested by another party; , (iv) a failed surrogacy agreement; , (v) a diagnosis that negatively impacts pregnancy or fertility; , or (vi) a stillbirthstill birth. Unpaid bereavement An employee qualifying for leave taken pursuant due to 820 ILCS 154 a Significant Event will generally not be required to identify which specific reason applies to the employeeʼs request. The leave must be completed within sixty (60) 60 days after the date on which the employee receives received notice of the death of the covered family member or the date on which an event listed under subparagraph d. of this Section item (4) above occurs. However, employees may be granted in the event of the death of more than 60 days to take unpaid bereavement leave at the discretion of the Administrator. Employees will endeavor to provide the Employer with at least 48 hours' advance notice of the employee's intention to take bereavement leave, unless providing such notice is not reasonable and practicable. Unpaid bereavement leave shall be designated as FMLA time and is subject to the FMLA’s maximum of 12 weeks one covered family member in a 12-month period, an employee is entitled to up to a total of six weeks of bereavement leave during the 12-month period, subject to certain restrictions under State and federal law. Additionally, time off covered by this Policy and Article XVI, Section B will run concurrentlyOther existing forms of leave may be substituted for the leave provided in the Family Bereavement Leave Act. This policy does not create any right for an employee to take family bereavement leave that is inconsistent with the Family Bereavement Leave Act.

Family Bereavement Leave. Pursuant to 820 ILCS 154, full-time employees who are eligible for FMLA time off (see County FMLA policy for eligibility requirements) shall be entitled to use State law allows a maximum of two 10 unpaid work days for eligible employees (2Family and Medical Leave Act of 1993, 20 U.S.C. §2601 et seq.) workweeks to take family bereavement leave. The purpose, requirements, scheduling, and all other terms of the leave are governed by the Family Bereavement Leave Act. Eligible employees may use family bereavement leave, without any adverse employment action, for: (10 working days1) of combined paid and unpaid bereavement leave for attendance by the following reasons: 1. attend bereaved staff member at the funeral or alternative to a funeral of a covered family member member, which includes an employee’s child, stepchild, domestic partner, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent (covered family member shall be the same as the immediate family above for paid bereavement leave); 2. make ) making arrangements necessitated by the death of the covered family member , (3. grieve ) grieving the death of the covered family member; or , or (4. be absent ) absence from work due to a Significant Event, which includes: (i) a miscarriage; , (ii) an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure; , (iii) a failed adoption match or an adoption that is not finalized because it is contested by another party; , (iv) a failed surrogacy agreement; , (v) a diagnosis that negatively impacts pregnancy or fertility; , or (vi) a stillbirthstill birth. Unpaid bereavement An employee qualifying for leave taken pursuant due to 820 ILCS 154 a Significant Event will generally not be required to identify which specific reason applies to the employee’s request. The leave must be completed within sixty (60) 60 days after the date on which the employee receives received notice of the death of the covered family member or the date on which an event listed under subparagraph d. of this Section item (4) above occurs. However, employees may be granted in the event of the death of more than 60 days to take unpaid bereavement leave at the discretion of the Administrator. Employees will endeavor to provide the Employer with at least 48 hours' advance notice of the employee's intention to take bereavement leave, unless providing such notice is not reasonable and practicable. Unpaid bereavement leave shall be designated as FMLA time and is subject to the FMLA’s maximum of 12 weeks one covered family member in a 12-month period, an employee is entitled to up to a total of six weeks of bereavement leave during the 12-month period, subject to certain restrictions under State and federal law. Additionally, time off covered by this Policy and Article XVI, Section B will run concurrentlyOther existing forms of leave may be substituted for the leave provided in the Family Bereavement Leave Act. This policy does not create any right for an employee to take family bereavement leave that is inconsistent with the Family Bereavement Leave Act.