Family Care Leave of Absence Sample Clauses

Family Care Leave of Absence. A. A family care leave of absence to care for an immediate family member (spouse/registered domestic partner, child, parent) not to exceed six (6) months may be granted by the employee’s first level manager. An extension not to exceed six
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Family Care Leave of Absence. Any employee with at least six (6) months of continuous service, shall be eligible to receive a family care leave of absence without pay. The employee may be eligible for up to four (4) months of leave for the following reasons: the birth of an employee’s child; the adoption and placement of a child with the employee; the serious health condition or death of the employee’s spouse, domestic partner, child, step-child, parent, step-parent, sister or brother; or of the mother-in-law, father-in-law, grandparent, grandchild, legal guardian or other relative by blood or marriage, provided that such person resides in the same household as the employee; or due to a “qualifying exigency” for military operations arising out of a spouse’s, child’s or parent’s Armed Forces (including the National Guard and Reserves) active duty or call to active duty in support of a “contingency operation”, as these terms are defined by the Family Medical Leave Act of 1993 and its amendments (“FMLA”). The employee may be eligible for up to twenty six (26) weeks of leave in a twelve (12) month period to care for a spouse, child, parent or next of kin (nearest blood relative of an individual) who is an Armed Forces member with a serious injury or illness incurred in the line of duty while on active duty that may render the individual medically unfit to perform their military duties, as those terms are defined by the FMLA. The leave of absence may be taken in one (1) or more periods of at least one (1) payroll week each [not to exceed a total of four (4) months] within a twenty-four (24) month period from the date the leave began, unless otherwise agreed upon by the employee and the Employer. When combined with a maximum pregnancy-related disability leave, a family care leave would be limited to one (1) additional month. Leaves may not be granted to both parents of a child at the same time [or at a time when one (1) parent is unemployed] or may be limited to a four (4) month period between both parents. The Employer may deny a request for family care leave if the leave would cause undue hardship to the Employer. In cases where the leave is foreseeable, employees must provide the Employer with reasonable advance notice. The Employer can require employees to schedule family care leave so as to minimize disruption of its operations, provided the need for family care leave is foreseeable and the health care provider approves the schedule. Before approving a leave request, the Employer may re...
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Family Care Leave of Absence. After the exhaustion of any available sick leave days, the Board shall provide an unpaid leave of up to twelve
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Family Care Leave of Absence. A. A family care leave of absence to care for an immediate family member (spouse/domestic partner, child, parent) not to exceed six (6) months may be granted by the employee’s first level manager. An extension not to exceed six (6) months may be approved by the Deputy or designee. An additional extension not to exceed six (6) months may be approved by the Chief. B. Appropriate medical documentation must be provided. C. All or a portion of a family care leave of absence may be designated as FMLA and/or CFRA as applicable. D. An employee is required to utilize all available sick leave for the duration of the family care leave or until exhausted. Use of other accrued time may be used at the employee’s option. E. Intermittent family care leave of absence will be granted up to the equivalent of FMLA and/or CFRA requirement. F. Upon return to work, an employee on family care leave shall be reinstated to their former or a comparable level position.
Sample 1
Family Care Leave of Absence. Any employee with at least six (6) months of continuous service, shall be eligible to receive a family care leave of absence without pay for a period of up to four (4) months. The leave may be used following the birth of an employee’s child; the adoption and placement of a child with the employee; or for the serious health condition or death of the employee’s spouse, child, step-child, parent, step-parent, sister or brother; or of the mother-in-law, father-in-law, grandparent, grandchild, legal guardian or other relative by blood or marriage, provided that such person resides in the same household as the employee. The leave of absence may be taken in one (1) or more periods of at least one (1) payroll week each [not to exceed a total of four (4) months] within a twenty-four (24) month period from the date the leave began, unless otherwise agreed upon by the employee and the Employer. When combined with a maximum pregnancy-related disability leave, a family care leave would be limited to one (1) additional month. Leaves may not be granted to both parents of a child at the same time [or at a time when one (1) parent is unemployed] or may be limited to a four (4) month period between both parents. The Employer may deny a request for family care leave if the leave would cause undue hardship to the Employer. In cases where the leave is foreseeable, employees must provide the Employer with reasonable advance notice. The Employer can require employees to schedule family care leave so as to minimize disruption of its operations, provided the need for family care leave is foreseeable and the health care provider approves the schedule. Before approving a leave request, the Employer may request a certificate from a health care provider containing the following information: a. The date the serious health condition began.
Sample 1
Family Care Leave of Absence. Any employee with at least six (6) months of continuous service, shall be eligible to receive a family care leave of absence without pay for up to four (4) months of leave for the following reasons: the birth of an employee’s child; the adoption and placement of a child with the employee; the serious health condition or death of the employee’s spouse, domestic partner, child, step-child, parent, sister or brother; or of the mother-in-law, father-in-law, grandparent, legal guardian or other relative by blood or marriage, provided that such person resides in the same household as the employee; or due to a “qualifying exigency” for military operations arising out of a spouse’s child’s, or parent’s Armed Forces (including the National Guard and Reserves) active duty or call to active duty in support of a “contingency operation,” as these terms are defined by the Family Medical Leave Act of 1993 and its amendments (“FMLA”). The employee may be eligible for up to 26 weeks of leave in a 12-month period to care for a spouse, child, parent or next of kin (nearest blood relative of an individual) who is an Armed Forces member with a serious injury or illness incurred in the line of duty while on active duty that may render the individual medically unfit to perform their military duties, as those terms are defined by the FMLA. The leave of absence may be taken in one (1) or more periods of at least one (1) payroll week each (not to exceed a total of four (4) months) within a twenty-four (24) month period from the date the leave began, unless otherwise agreed upon by the employee and the Employer. When combined with a maximum pregnancy- related disability leave, a family care leave would be limited to one (1) additional month. Leaves may not be granted to both parents of a child at the same time (or at a time when one (1) parent is unemployed) or may be limited to a four (4) month period between both parents. The Employer may deny a request for family care leave if the leave would cause undue hardship to the Employer. In cases where the leave is foreseeable, employees must provide the Employer with advance notice. The Employer can require employees to schedule family care leave so as to minimize disruption of its operations, provided the need for family care leave is foreseeable and the health care provider approves the schedule. Before approving a leave request, the Employer may request a certificate from a health care provider containing the following information: a...
Sample 1
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Related to Family Care Leave of Absence

  • 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.

  • Educational Leave of Absence Leaves of absence may be granted up to six (6) months under the above provisions only if the course would be beneficial to both the University and the employee.

  • LEAVE OF ABSENCE 14.01 An employee requesting a leave of absence shall apply to his Supervisor and if such leave is granted it shall be authorized in writing but shall not exceed one hundred eighty (180) days, provided, however, that if an emergency arises which prevents the employee on leave from returning at the end of the leave granted, he may apply for an extension. (a) Not withstanding the above, an employee with fifteen (15) years of more of service may apply once for a special leave of absence at the time vacations are being scheduled for the following year subject to the following conditions: (i) The employee's leave of absence must be taken in conjunction with the employee's remaining vacation entitlement in excess of two (2) week’s vacation. An employee may request that the leave of absence be taken in conjunction with full vacation entitlement and, (ii) Leaves of absence and vacation may only be taken during the period October 1st to June 21st and, (iii) The employee must apply in writing to the Operations Manager. It is understood that the granting and scheduling of such leave of absence will be subject to the needs of operations and an assessment of the reasons for the request for leave. 14.02 Upon written application to the Manager, the Company will grant extended leaves of absence, without pay, to not more than one (1) member of the Union to enable him to attend to the affairs of the Union. During any such leave of absence all service rights shall be retained except that service rights shall not be counted for the period of such leave of absence. Any such leave of absence shall not exceed six (6) months and not more than two (2) leaves of absence shall be applied for or granted in any calendar year regardless of the duration thereof. 14.03 Upon written application to the Manager at least two (2) weeks prior to the event, the Company will grant leave of absence to not more than two (2) employees from any one (1) division to attend to the business of the Union. Notwithstanding the provisions of Clause 14.03, the Company shall be under no obligation to grant any leave of absence to attend to the business of the Union for more than: (a) One (1) employee from any of the following areas: Die Room Welders Utilities Electrical Annealers, or (b) Two (2) employees from any of the following areas:

  • Unpaid Leave of Absence If an employee is on an unpaid leave of absence, then vacation leave, compensatory time, or sick leave cannot be used for the purpose of maintaining eligibility for an Employer Contribution by keeping the employee on a State payroll for one (1) working day per pay period.

  • General Leave of Absence a) Leave of absence without pay may be granted to employees for valid reasons as set out by Company policy. b) An employee on general leave of absence shall not accumulate sick leave credits, or earn vacation but shall retain the seniority, sick leave credits, and vacation credits earned prior to commencing leave of absence. c) Employees do not have the option of continuing their benefit coverage during the leave. d) Employees on leave of absence shall be required to apply for any extension.

  • Personal Leave of Absence The Administrator may grant a request for leave of absence for personal reasons without pay provided that he receives at least one (1) month's clear notice, in writing, unless impossible, and provided that such leave may be arranged without undue inconvenience to the normal operations of the Nursing Home. Employees when applying for such leave shall indicate the proposed date of departure and return. Such leave shall not be unreasonably withheld.

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