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. 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:
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:
Sample 1

Related to Family Care Leave of Absence

  • Parental Leave of Absence A. A female unit member must use any or all accumulated leave during pre- and post-natal care for that period of time she is temporarily disabled, as determined by the unit member and her physician in accordance with the Family Medical Leave policy.

  • 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.

  • MATERNITY LEAVE OF ABSENCE A Maternity Leave of Absence will be granted, subject to the following:

  • Paid Leave of Absence Upon request an employee shall be granted a leave of absence with pay for:

  • Special Leave of Absence Teachers may be granted leaves of absence without pay for one (1) year under the following criteria:

  • 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.

  • Union Leave of Absence An employee on an unpaid Union leave of absence shall have her wages, benefits and seniority continued by the Employer, and the Union agrees to reimburse the Employer for the costs of such wages and benefits. Employees requesting leave under this article will provide the Employer with as much advance notice as possible of the dates of the leave. Where there are less than fifteen (15) regular employees at a workstation at the time the leave request is submitted, and subject to operational requirements, unpaid Union leave of absence will be granted to one employee for the purpose of conducting Union business. This would be an additional person on Union leave at worksites where the position of the Union President or Council member has been backfilled for the duration of their term of office. A leave of absence without pay shall be granted to an employee who is a member of the Union and who is:

  • LEAVE OF ABSENCE With respect to the Award, the Company may, in its sole discretion, determine that if you are on leave of absence for any reason you will be considered to still be in the employ of, or providing services for, the Company, provided that rights to the Restricted Shares during a leave of absence will be limited to the extent to which those rights were earned or vested when the leave of absence began.

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