Family Care Leave. In accordance with RCW 49.12 and WAC 296-130, employees shall be allowed to use any or all of their choice of sick leave or other paid time off to care for a family member (as defined above) who has a serious health condition or an emergency condition. Employees shall not be disciplined or otherwise discriminated against because of their exercise of these rights.
Family Care Leave. 17.11.1 A unit member who has been employed one year as a regular certificated employee of the District and who has worked at least 1250 hours in the previous twelve (12) month period of employment with the District shall be eligible for family care leave for up to twelve (12) workweeks within a twelve (12) month period.
Family Care Leave. An employee may use accumulated sick leave and other paid leave to care for (a) a child of the employee with a health condition that requires treatment or supervision; or (b) a spouse/domestic partner, parent, parent-in-law, or grandparent of the employee who has a serious health condition or an emergency condition. Advance leave may not be used for this purpose until it has been earned. All normal conditions relating to appropriate use of leave shall be applicable to family care leave, including reasonable notice where possible and documentation of need upon reasonable request for verification.
Family Care Leave. In accordance with the Washington State Family Care Act, employees may use sick leave, compensatory time, vacation, and/or all or part of a personal holiday to care for a child of the employee with a health condition, or a spouse, state registered domestic partner as defined by RCWs 26.60.020 and 26.60.030, parent, parent-in- law, or grandparent who has a serious health condition. Use of such leave must be in accordance with the terms of this Agreement.
Family Care Leave. (a) In accordance with the provisions of Federal and State government codes, California Family Rights Act; and the Family and Medical Leave Act, eligible employees may apply for additional leave.
(b) The provisions of these government codes are not grievable; however, the denial of a request for Family Care Leave may be appealed to the Vice President responsible for human resources functions.
(c) General guidelines regarding the provisions of both the federal and state Family Care Leave acts are included in Appendix G.
Family Care Leave. Employees may use vacation leave for care of family members as required by the Family Care Act, WAC 296-130.
Family Care Leave. The employee shall be allowed to use all available sick leave or other paid time off to care for the employee’s spouse, parent, parent-in-law, or grandparent, in addition to a sick child.
Family Care Leave. A. Upon written application to the supervisor, including a statement of any reasons, a bargaining unit member who has given at least two (2) weeks prior notice of his/her anticipated date of departure and who has given notice of his/her intention to return, may be granted family/care leave for a period not exceeding ten (10) weeks. Such leave shall be without pay or benefits for such period. The supervisor may in his/her discretion assign a bargaining unit member to replace a bargaining unit member who is on family/care leave. Such assignment may not be subject to the Grievance and Arbitration Procedure, in Article 7. The purpose for which a bargaining unit member may submit his/her application for family care leave shall be limited to the need to care for, or to make arrangements for the care of, the bargaining unit member's spouse, domestic partner, parent, grandparent, grandchild, relative living in the same household, or child, whether or not the child is the natural, adopted, xxxxxx, stepchild, or child under legal guardianship of the bargaining unit member.
B. Ten (10) days of family/care leave may be taken in not less than one-day increments. However, such leave requires the prior approval of the supervisor.
C. If a bargaining unit member has accrued sick leave, personal leave, or vacation leave credits at the commencement of his/her family/care leave, that bargaining unit member may use such leave credits for which she/he may be eligible under the sick leave, personal leave or vacation leave provisions of this Agreement.
D. Between periods of family/care leave, where a bargaining unit member returns to the payroll for a period of less than two weeks, when a holiday falls during that time, no holiday pay or compensatory time shall be granted for such holiday.
E. When leave under this section is requested and granted for the purpose of caring for, or to make arrangements for the care of, a minor dependent child of the bargaining unit member, whether or not the child is the natural, adopted, xxxxxx, stepchild, or child under legal guardianship of the bargaining unit member, and the bargaining unit member's minor dependent child is under three years of age, the bargaining unit member may have his/her group health insurance benefits continued for a period of ten (10) weeks while the bargaining unit member is absent on such leave. The bargaining unit member, while on leave, is required to pay the same monthly premium she/he would have paid had such leave...
Family Care Leave. In accordance with the provisions of Government Code Section 12945.2 and the Federal Family and Medical Leave Act (FMLA) of 1993, each Faculty Member shall be eligible for an unpaid leave of absence, not to exceed twelve (12) working weeks (60 working days) (26 weeks for military caregiver leave) in a twelve (12) month period for the following purposes and under the enumerated conditions:
(a) Leave because of: (1) the birth of a child of the Faculty Member, (2) the placement of a child with the Faculty Member in connection with the adoption of that child by the Faculty Member, or (3) the serious health condition of a child, parent, spouse or domestic partner of the Faculty Member, (4) the placement of a son or daughter of the employee for xxxxxx care, (5) a serious health condition that makes the Faculty Member unable to perform the functions of the position; or 6) a qualifying exigency as defined by the law; and 7) a military caregiver as provided by law.
(b) Faculty Member shall retain all employment rights during the leave period and shall be guaranteed the right to return to the same or a similar position at the end of the leave period.
(c) Family Care Leave is to be used in conjunction with and coordinated with the "Personal Necessity Leave" provided in this Article, Section 11.4 Personal Necessity Leave.
(d) A Faculty Member who uses Pregnancy Disability Leave pursuant to Section 11.9 of this Article, shall exhaust her Family and Medical Care Leave concurrently with the Pregnancy Disability Leave.
(e) Faculty Members on Family Care Leave shall continue to be eligible for membership in the District health and welfare plans as those plans are described under ARTICLE 10: HEALTH AND WELFARE BENEFITS, of the Agreement. If the Faculty Member fails to return to work when the leave expires for a reason other than the continuation, recurrence or onset of a serious health condition that would entitle the Faculty Member to leave under existing law, or other circumstances beyond the Faculty Member's control, the District will recover the premium which was paid for maintaining health coverage during the Faculty Member's leave.
(f) The District will require certification which indicates the medical necessity for requesting leave and the expected duration of such leave if the Faculty Member is requesting leave because of a serious medical condition.
(g) If the need for the leave is foreseeable, Faculty Member is required to make a reasonable effort to schedule the ...
Family Care Leave. Regular and part-time employees, who have accrued paid leave available and have a dependent covered under the Act with a qualified health condition, shall be eligible for Family Care Leave. An eligible employee is required to use sick leave or other accrued paid time off, including Comp Time, to care for a legal spouse, parent, parent-in-law, or grandparent of the employee who has a serious health condition or emergency condition, or to care for a child of the employee with a health condition that requires treatment or supervision if the child is either under eighteen (18) years of age or older but incapable of self-care because of mental or physical disability. Family Care Act leave that also qualifies for FMLA and/or the Washington Family Leave Law shall be counted concurrently. The duration of leave under the Family Care Act will continue as long as the employee has accrued paid time available and the family member has a qualified health condition.
