Common use of Family Care Leave of Absence Clause in Contracts

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 request a certificate from a health care provider containing the following information: a. The date the serious health condition began. b. Probable length of the condition. c. A time estimate from the health care provider on how long the employee needs to care for the individual. (The Employer may request re-certification upon expiration of the time estimate provided by the health care provider.) d. A statement that the serious health condition requires a family member to provide care to the individual. Family care leaves must be requested in writing by the employee on available Employer forms and approved by the Human Resource Manager prior to the beginning of the leave period. An approved family care leave of absence and return to active employment permits the employee to retain his employment date and continuous service date. An employee returning from an approved leave of absence will receive the same or comparable position as they had prior to the leave.

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 ’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 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 his/her 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 request a certificate from a health care provider containing the following information: a. The date the serious health condition began. b. Probable length of the condition. c. A time estimate from the health care provider on how long the employee needs to care for the individual. (The Employer may request re-certification upon expiration of the time estimate provided by the health care provider.) d. A statement that the serious health condition requires a family member to provide care to the individual. Family care leaves must be requested in writing by the employee on available Employer forms and approved by the Human Resource Manager prior to the beginning of the leave period. An approved family care leave of absence and return to active employment permits the employee to retain his employment date and continuous service date. An employee returning from an approved leave of absence will receive the same or comparable position as they he had prior to the leave.

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 his/her 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 request a certificate from a health care provider containing the following information: a. The date the serious health condition began. b. Probable length of the condition. c. A time estimate from the health care provider on how long the employee needs to care for the individual. (The Employer may request re-certification upon expiration of the time estimate provided by the health care provider.) d. A statement that the serious health condition requires a family member to provide care to the individual. Family care leaves must be requested in writing by the employee on available Employer forms and approved by the Human Resource Manager prior to the beginning of the leave period. An approved family care leave of absence and return to active employment permits the employee to retain his employment date and continuous service date. An employee returning from an approved leave of absence will receive the same or comparable position as they he had prior to the leave.