Common use of Family Care And Medical Leave Entitlement Clause in Contracts

Family Care And Medical Leave Entitlement. Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- in-law.) 8.22.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only).

Family Care And Medical Leave Entitlement. Subject to the provisions of the this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, one or more, of the following reasons: 8.22.3.1 19.9.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 19.9.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 19.9.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-lawlaw under this provision.) 8.22.3.4 19.9.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 19.9.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions provision of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, one or more, more of the following reasons: 8.22.3.1 16.9.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 16.9.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 16.9.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-lawlaw under this provision.) 8.22.3.4 16.9.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 16.9.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. ‌ Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 17.22.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 17.22.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 17.22.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis place of parent who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-lawlaw under this provision.) 8.22.3.4 17.22.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 17.22.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. ‌ Subject to the provisions of the this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, one or more, of the following reasons: 8.22.3.1 22.8.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 22.8.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 22.8.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-lawlaw under this provision .) 8.22.3.4 22.8.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 22.8.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 15.3.2.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 15.3.2.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 15.3.2.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 15.3.2.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 15.3.2.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only).

Family Care And Medical Leave Entitlement. ‌ Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 22.6.2.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 22.6.2.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 22.6.2.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-lawlaw under this provision.) 8.22.3.4 22.6.2.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 22.6.2.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of the this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, one or more, of the following reasons: 8.22.3.1 22.8.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 22.8.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 22.8.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-lawlaw under this provision .) 8.22.3.4 22.8.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 22.8.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 16.9.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 16.9.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 16.9.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 16.9.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 16.9.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. ‌ Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 15.3.2.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 15.3.2.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 15.3.2.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis place of parent who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-lawlaw under this provision.) 8.22.3.4 15.3.2.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 15.3.2.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 16.9.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 16.9.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 16.9.3.3 To care for the employee’s child, parent, spouse, or registered domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 16.9.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 16.9.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 16.8.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 16.8.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 16.8.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 16.8.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 16.8.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. ‌ Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 22.6.2.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 22.6.2.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 22.6.2.3 To care for the employee’s child, parent, spouse, or registered domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-lawlaw under this provision.) 8.22.3.4 22.6.2.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 22.6.2.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. ‌ Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 17.22.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 17.22.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 17.22.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 17.22.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 17.22.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only).. The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.‌

Family Care And Medical Leave Entitlement. Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 22.6.2.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 22.6.2.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 22.6.2.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 22.6.2.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 22.6.2.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of the this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, one or more, of the following reasons: 8.22.3.1 19.8.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 19.8.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 19.8.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 19.8.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 19.8.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions provision of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, one or more, more of the following reasons: 8.22.3.1 16.8.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 16.8.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 16.8.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 16.8.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 16.8.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 15.3.2.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 15.3.2.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 15.3.2.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis place of parent who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-lawlaw under this provision.) 8.22.3.4 15.3.2.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 15.3.2.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of the this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, one or more, of the following reasons: 8.22.3.1 22.8.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 22.8.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 22.8.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 22.8.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 22.8.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 16.9.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 16.9.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 16.9.3.3 To care for the employee’s child, parent, spouse, or registered domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 16.9.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 16.9.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughterchild, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 17.22.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 17.22.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 17.22.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 17.22.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 17.22.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only). The twelve (12) month period for FMLA/CFRA purposes is determined by a “rolling” twelve (12) month period measured backwards from the date an employee first uses FMLA/CFRA leave.

Family Care And Medical Leave Entitlement. Subject to the provisions of this MOU, County policy, and state and federal law, including the federal FMLA and the CFRA, an eligible employee is entitled to a total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for any one, or more, of the following reasons: 8.22.3.1 8.21.3.1 The birth of a child and to care for the newborn child (FMLA and CFRA); 8.22.3.2 8.21.3.2 The placement with the employee of a child for adoption or xxxxxx care and care for the newly placed child (FMLA and CFRA); 8.22.3.3 8.21.3.3 To care for the employee’s child, parent, spouse, or domestic partner (CFRA only) who has a serious health condition. (Child is defined as biological, adopted, or xxxxxx child, stepchild, legal xxxx, or child of a person standing in loco parentis who is under 18 years of age or an adult dependent child. Parent is defined as biological, xxxxxx or adoptive parent, stepparent, or legal guardian. Parent does not include a parent- parent-in-law.) 8.22.3.4 8.21.3.4 Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.) 8.22.3.5 8.21.3.5 Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a U.S. National Guard or Reserve member on active duty (or has been notified of an impending call or order to active duty status) in support of a contingency operation (FMLA only).