Family Care Leaves Sample Clauses

Family Care Leaves. The Board shall grant to any teacher a leave of absence without pay for the purpose of family care. The teacher shall be entitled to a leave up to one year. Reinstatement of a teacher to a position for which s/he is qualified will be at the beginning of the school year in September after a family care leave. A one year extension of the leave may be granted by the Board upon written application at least three (3) months prior to the expiration date of the leave period. a. For purposes of this section, a dependent includes an adopted child, a stepchild, a grandchild, or any other child less than 19 years of age for whom the employee is a legal guardian, or an unmarried adult child if the child is incapable of self-support due to mental impairment or a physical handicap, and if the child is dependent on the employee for care, support and maintenance; or the spouse of the employee; or the legal parent of the employee if that parent is either more than 65 years of age or is dependent for more than half of his/her financial support. b. In the case of adoption, this leave may be extended for an additional year.
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Family Care Leaves. Section A: Subject to the provisions herein, the Board shall grant the following unpaid leaves of absence, which may be extended at the Board’s discretion:
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Family Care Leaves. 1. Upon request, Family Care Leave without pay shall be granted for a period of up to three (3) months within each calendar year. This leave is intended for workers/employees who choose to leave work for the birth or adoption of a child or upon becoming legal guardian or xxxxxx parent. 2. This leave is also intended for those workers/employees who wish to take leave to care for a seriously ill child, parent, spouse, domestic partner, grandparent, or surrogate parent. 3. Family Care Leave for the reasons specified in subsection (2) may be taken in consecutive weeks or may be taken intermittently as needed. 4. Health insurance coverage shall be continued as provided in Section 32 for any workers/employees while on a Family Care Leave of absence. 5. The worker/employee may elect to use any accrued vacation, sick leave, and/or compensatory time during this unpaid leave of absence. 6. A worker/employee returning from leave is entitled to the same or to an equivalent position to the one held when leave began. 7. The period of leave provided under this Section shall not be cumulative to other periods provided under this Article. 8. The worker/employee shall provide reasonable advanced notice to Community Solutions of the need for a family care leave, the date the leave will commence and the estimated duration of the leave. If the need for a leave becomes known more than thirty (30) days prior to the date a leave is to begin, the worker/employee will attempt to provide at least thirty 9. Community Solutions may request medical verification from the treating health professional to verify the serious illness of the child, parent, spouse, domestic partner, grandparent or surrogate parent.
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Family Care Leaves. Pursuant to FFCRA qualifying reason #4 (see attached), bargaining unit employees may be eligible to utilize up to 80-hours of paid leave at 2/3 pay for the purposes of caring for an individual who is subject to quarantine or has been advised by a healthcare provider to quarantine due to Coronavirus related reasons. i. Pursuant to Section 4 of this agreement, an employee may utilize accrued sick leave or vacation to provide the employee with 100% of the employee’s regular rate of pay. ii. Upon the expiration of the two-week FFCRA paid leave or for similar leave which may commence after December 31, 2020, the parties recognize that employees may use sick leave and/or vacation for this purpose. This liberal leave usage policy shall also apply to employees who wish to remain home to take care of a family member whose health has been compromised due to Coronavirus related reasons. The District may require medical verification of such a condition and/or medical verification of the need for the employee to remain home to take care of their health-compromised family member.
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Family Care Leaves. (d) Unpaid medical leave may be granted for Family Care Leave purposes under FMLA. Family care leave shall mean leave for reason of the birth of a child of the employee, the placement of a child with an employee in connection with the adoption of the child by the employee, or the serious illness of a child, spouse, domestic partner or parent of the employee. (e) While on medical leave for the employee’s own medical condition, the employee may be required to coordinate accrued sick leave or vacation with State Disability, Worker’s Compensation or related other benefit payments so that compensation does not exceed 100% of the employee’s salary. (f) While the employee is on approved medical leave the Agency will continue to pay for the employee’s participation in its benefit plans in which he/she was enrolled before the first of the leave. (g) If there is a conflict between this MOU and any state or federal statute, the statute will prevail. 9.3 Bereavement Leave Leave of absence with pay of twenty four (24) hours, plus sixteen
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Family Care Leaves. A maximum of 48 hours accumulated sick leave days may be granted to an employee for family care leave purposes. Family care leave shall mean leave for reason of the birth of a child of the employee, the placement of a child with an employee in connection with the adoption of the child by the employee, or the serious illness of a child, spouse or parent of the employee. Employees may use accumulated vacation or compensatory time off for purposes of family leave and thereafter are eligible for an unpaid leave that extends the total leave time, both unpaid and paid, to 12 weeks in a one-year period under FMLA. See Medical (FMLA) and Maternity Leave for further information on unpaid family leave. See Human Resources for more information about Pregnancy Disability Leave. Employees contribute to “Paid Family Leave” (PFL) as part of their State Disability Insurance taxes. As of July 2004, employees who take time off to care for a seriously ill child, spouse, parent, domestic partner, or to bond with a new minor child are eligible to apply for these benefits. The PFL benefits are coordinated with other benefits such as sick leave and short term disability so that compensation does not exceed 100% of the employee’s salary. If there is any conflict between the MOU and any state or federal statute, the statute will prevail.
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Family Care Leaves. Pursuant to the FFCRA, bargaining unit employees may be eligible to utilize up to 80-hours of paid leave at 2/3 pay for the purposes of caring for an individual who is subject to quarantine or has been advised by a healthcare provider to quarantine due to COVID-19. i. An employee may utilize accrued sick leave or vacation to provide the employee with 100% of the employee’s regular rate of pay. ii. Upon the expiration of the two-week FFCRA paid leave or for similar leave which may commence after December 31, 2020, the parties recognize that employees may use sick leave and/or vacation for this purpose. This liberal leave usage policy shall also apply to employees who wish to remain home to take care of an immediate family member who has contracted COVID-19. The District may require medical verification of such a condition and/or medical verification of the need for the employee to remain home to take care of their immediate family member.
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Family Care Leaves 
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Related to Family Care Leaves

  • 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.

  • Child Care Leave The Employer shall, upon her request, grant an employee: (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An employee who is or will be a natural parent intending to take this childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent of the newborn, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While on child care leave, an employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: (v) Provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee for adoption, and (vii) In the absence of an emergency, give four (4) months notice to the Employer before the anticipated day on which a child will come into the employees care and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parent. Where a natural mother intends to take a child care leave in addition to a maternity leave, except if the newborn is hospitalized when an employee’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and child care leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave shall begin not earlier than the date on which the newborn or adopted child came into the care and custody of the employee and end not later than fifty-two (52) weeks after that date.

  • Family Leave 1. An Appointing Authority shall grant to a full time or part time employee who has completed her/his probationary period, or if there is no such probationary period, has been employed for at least three consecutive months, an unpaid leave of absence for up to twenty-six (26) weeks in conjunction with the birth, adoption or placement of a child as long as the leave concludes within twelve (12) months following the birth or placement. The ability to take leave ceases when a xxxxxx placement ceases unless the need for additional leave is directly connected to previous placement. 2. New employees who have completed six full months of employment but remain within their probationary period may request the appointing authority to waive their remaining wait time for FMLA. Such request shall include submission of satisfactory medical evidence that demonstrates either a.) an existing catastrophic illness; or b.) a problematic pregnancy that prevents the employee from being able to perform the functions of her position. Any leave granted under this waiver will be charged against the employee’s FMLA leave as described in this section. The remaining rights and obligations under Section 8 shall apply. 3. At least thirty (30) days in advance, the employee shall submit to the Appointing Authority a written notice of his/her intent to take such leave and the dates and expected duration of such leave. If thirty (30) days notice is not possible, the employee shall give notice as soon as practicable. The employee shall provide upon request by the Appointing Authority proof of the birth or placement or adoption of a child. 4. If an employee has accrued sick leave, personal leave, compensatory leave, or vacation credits at the commencement of her/his family leave, the employee may use such leave credits for which he/she may be eligible under the sick leave, personal leave or vacation provisions of this Agreement. The Appointing Authority may, in his/her discretion, assign an employee to backfill for an employee who is on family leave. Such assignment may not be subject to the grievance procedure. 5. At the expiration of the family leave, the employee shall be returned to the same or equivalent position with the same status, pay and length of service credit as of the date of her/his leave. If during the period of the leave, employees in an equivalent position have been laid-off through no fault of their own, the employee will be extended the same rights or benefits, if any, extended to employees of equal length of service in the equivalent position in the department. 6. Employees taking an unpaid leave of absence under this provision will accrue sick and vacation leave benefits only for the first eight (8) weeks of such unpaid leave. Notwithstanding any other provision of the Agreement to the contrary, the family leave granted under this Article shall not affect the employee's right to receive any contractual benefits for which he/she was eligible at the time of his/her leave. 7. During the time an employee is on family leave, the employee shall be entitled to group health insurance coverage benefits on the same terms and conditions in effect at the time the leave began, provided the employee continues to pay the required employee share of premium while on leave. If the employee fails to return from leave, the Commonwealth may recover, as provided under FMLA, the cost it incurred in maintaining insurance coverage under its group health plan for the duration of the employee's leave. 8. During family leave taken in conjunction with the birth, adoption, or placement of a child, an employee shall receive his/her salary for ten (10) days of said leave at a time requested by the employee. The ten (10) days of paid family leave granted under this Section may be used on an intermittent basis over the twelve

  • Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.

  • Childcare Leave 3.1 An employee shall be entitled to use ten (10) days of sick leave per year for childcare. 3.2 An employee who is adopting a child shall be entitled to use ten (10) days of sick leave per year for the purpose of caring for the needs of the adopted child.

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Extended Child Care Leave Upon written notification, no later than four weeks prior to the expiration of the aggregate leave taken pursuant to Clauses 21.1 (Maternity Leave) and 21.2 (Parental Leave), an employee will be granted a further unpaid leave of absence not to exceed one year. An employee wishing continued coverage under any applicable benefit plans will pay the total premium costs while on extended child care leave. An employee on extended child care leave will provide the Employer with at least one month's written notice of return from such leave. Upon return from extended child care leave, an employee will be placed in their former position.

  • Family Care Employees may use vacation leave for care of family members as required by the Family Care Act, WAC 296-130.

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

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