FAMILY CRISIS LEAVE EXCHANGE Sample Clauses

FAMILY CRISIS LEAVE EXCHANGE. The purpose of the Family Crisis Leave Exchange (FCLE) is to provide sick leave to HCEA certificated unit members after their accumulated sick leave, personal leave, annual leave, and any other paid leave available to them (e.g., Workers' Compensation) has been exhausted. The exchange is intended solely for situations that are catastrophic and life-threatening to members of their immediate family and that require a unit member to be temporarily absent from his/her assignment. This leave is not available for an employee's personal illness or injury. The exchange will be funded by voluntary contributions of sick, personal, or annual leave from HCEA unit members.
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FAMILY CRISIS LEAVE EXCHANGE. The purpose of the Family Crisis Leave Exchange (FCLE) is to provide sick leave to any FCPS employee after their accumulated sick leave, personal leave, annual leave, and any other leave available to them has been exhausted. Support employees who contribute to members in other units (i.e., FCTA or FCASA) shall donate leave time equivalent in accordance with the appropriate weighted exchange. For example, one (1) day contributed by an educational support employee may be equivalent to donating a half-day to the teacher. Rules: 1. A request for leave may be requested only in connection with a catastrophic and life threatening illness or injury of a member of the immediate family as defined as follows, or one that stands in the same status as determined by the administrating committee. Immediate family means the employee’s spouse, child, parent. 2. The employee shall not be gainfully employed in any other capacity during the covered period. 3. Maximum grant shall be fifty (50) workdays. 4. A family may receive a maximum grant only once in any three (3)-year period. 5. Contributors are limited to a maximum contribution of one (1) earned day in any individual case. Procedures: 1. Request must be made in writing to the FCLE in care of the XXXXX office, stating the details of the circumstances and the likely duration. 2. The Finance Department shall verify the employee’s leave status to the committee. 3. Written statement detailing the condition, treatment plan, and diagnosis shall be submitted by the attending physician(s). 4. The committee shall notify the Superintendent or his/her designee, building principal, human resources, and the appropriate director of the request and seek any input that they may have concerning the request. 5. The committee shall approve or deny the request by a majority vote of the committee. The committee’s decision may be appealed to the XXXXX board of directors within ten (10) days. 6. The committee shall notify the applicant of its decision, in writing, within ten (10) workdays. 7. Upon approval, the committee will first notify the staff at the applicant’s work site of the need for voluntary leave donations, then all other sites. 8. Volunteers who wish to donate any of their earned sick leave must complete and sign the FCLE donation form and return the form to the XXXXX office. 9. XXXXX shall establish a database system to track the donations with their utilization. 10. XXXXX shall provide human resources written notice of names of ...
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FAMILY CRISIS LEAVE EXCHANGE. The purpose of the Family Crisis Leave Exchange (FCLE) is to provide sick leave to unit members after their accumulated sick leave, personal leave, and any other leave available to them has been exhausted. The exchange is intended solely for situations that are catastrophic and life threatening to members of the immediate family that require an employee to be temporarily absent from his assignment.
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FAMILY CRISIS LEAVE EXCHANGE. ‌ The purpose of the Family Crisis Leave Exchange (FCLE) is to provide sick leave to HCEA certificated unit members after their accumulated sick leave, personal leave, annual leave, and any other paid leave available to them (e.g., Workers' Compensation) has been exhausted. The exchange is intended solely for situations that are catastrophic and life-threatening to members of their immediate family and that require a unit member to be temporarily absent from their assignment. This leave is not available for an employee's personal illness or injury. The exchange will be funded by voluntary contributions of sick, personal, or annual leave. For a definition of “accumulated”, please see Article 1.B.
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FAMILY CRISIS LEAVE EXCHANGE. The purpose of the Family Crisis Leave Exchange (FCLE) is to provide sick leave to unit members after their accumulated sick leave, personal leave, and any other leave available to them (such as the Sick Leave Bank) has been exhausted. The exchange is intended solely for catastrophic and life threatening situations of a unit member’s immediate family that require a unit member to be temporarily absent from their assignment. This leave is not available for a unit member’s own personal illness or injury. The exchange will be funded by voluntary contributions of leave from other unit members. 1. A request for leave may be made only in connection with a catastrophic and life threatening illness or injury of a unit member’s immediate family as defined as follows, or one that stands in the same status as determined by the FCLE Committee. Immediate family means the unit member’s spouse, child, or parent, or partner. The partner must reside in the same household. 2. The unit member shall not be gainfully employed in any other capacity during the covered period. 3. The maximum grant shall be forty-five (45) workdays. 4. A unit member may receive a maximum grant only once in any three (3) year period. 5. Contributors are limited to a maximum contribution of one (1) earned day in any individual case.
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FAMILY CRISIS LEAVE EXCHANGE. The purpose of the Family Crisis Leave Exchange (FCLE) is to provide sick leave to any FCPS employee after their accumulated sick leave, personal leave, annual leave, and any other leave available to them has been exhausted. Rules: 1. A request for leave may be requested only in connection with a catastrophic and life-threatening illness or injury of a member of the immediate family as defined as follows, or one that stands in the same status as determined by the administrating committee. Immediate family means the employee’s spouse, child, or parent, sibling, or relative for whom the employee has medical responsibility. 2. The employee shall not be gainfully employed in any other capacity during the covered period. 3. Maximum grant shall be sixty (60) workdays. 4. A family may receive a maximum grant only once in any three (3)-year period. 5. Contributors are limited to a maximum contribution of one (1) earned day in any individual case. Procedures: 1. Request must be made in writing to the FCLE in care of the XXXXX office, stating the details of the circumstances and the likely duration. 2. The Finance Department shall verify the employee’s leave status to the committee. 3. Written statement detailing the condition, treatment plan, and diagnosis shall be submitted by the attending physician(s). 4. The committee shall notify the Superintendent or his/her designee, building principal, human resources, and the appropriate director of the request and seek any input that they may have concerning the request. 5. The committee shall approve or deny the request by a majority vote of the committee. The committee’s decision may be appealed to the XXXXX board of directors within ten (10) days. 6. The committee shall notify the applicant of its decision, in writing, within ten
Sample 1

Related to FAMILY CRISIS LEAVE EXCHANGE

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • Family Illness Leave An employee will be granted leave of absence for up to five (5) days per year without loss of pay or benefits for family illness. Additional family illness leave may be granted by the employer.

  • Family Medical Leave Act 1. If an employee takes a leave granted under this Article for a reason covered by the Family and Medical Leave Act, the leave shall be administered under the provisions of the FMLA. 2. Upon approval of the Superintendent and Association President, this Section may be modified as necessary to comply with federal law and rules and regulations. 3. The Board shall provide a copy of the policy on FMLA in the library of each building.

  • Family Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child. B. For the purposes of providing the FMLA benefits the following definitions shall apply: 1. An eligible employee means an employee who meets the eligibility criteria set forth in the FMLA; 2. An employee's child means any child, regardless of age, who is affected by a serious health condition as defined by the FMLA and is incapable of self care. "Care" as provided in this section applies to the individual with the covered health condition;

  • Military Family Leave Employees may use vacation leave for leave as required by the Military Family Leave Act, RCW 49.77 and in accordance with Article 19.13.

  • Critical Illness Leave (i) An Employee who has completed at least ninety (90) days of employment, and is a family member of a critically ill child or a critically ill qualified adult relative, is entitled to leave of absence without pay or benefits: • for a period of up to thirty-six (36) weeks to care for their critically ill child; or, • for a period of up to sixteen (16) weeks to care for a critically ill qualified adult relative.

  • Parental Leave of Absence A. Female unit members may 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. B. Unit members desiring to use any or all accumulated leave during a period of pregnancy or post-natal care should state this in writing to the Office of Human Resources and Employee Relations using the FMLA paperwork. C. Unit members who use any or all accumulated leave as a temporary disability during pre- and post- natal care must return to active service as soon as her physical health permits according to her physician; unless she requests a leave of absence without pay or she resigns. D. Any non-probationary female unit member who does not wish to use any or all accumulated [sick] leave during pre- and/or post-natal care shall be granted a leave of absence without pay provided that a reasonable notice in writing to the Office of Human Resources and Employee Relations is made in advance. E. Unit members using a leave of absence without pay for pre-natal care, adoption, post-natal care and/or child rearing (not to exceed a period of one (1) year in duration and taken within the first year after birth or adoption) shall have the opportunity to continue benefit programs provided to unit members. Unit members with at least one (1) year of experience with the Xxxxxxx County Board of Education will be required after the first twelve (12) weeks to assume the Board’s share of the premium in addition to any premiums he/she theretofore paid for dependent coverage. Provided that a written, advanced request is made to the Office of Human Resources and Employee Relations the employee on such leave will be offered employment upon expiration of the leave in the first available position in their classification for which they are qualified. The request should be made at least thirty (30) days prior to the return and should include the anticipated date of return. If the return is within ninety (90) duty days and such return is stipulated at the beginning of the leave, the same position shall be offered. F. Adoptive parents may use up to twelve (12) weeks in compliance with Family Medical Leave Act (FMLA) of any or all accumulated leave for the purpose of adoption and/or bonding. G. If using combined sick leave and leave without pay teachers who have at least one (1) year experience with the Xxxxxxx County Board of Education will have premiums paid for a total of twelve (12) weeks per year in accordance with the terms of the FMLA, and have their position held prior to such leave.

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • 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.

  • 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

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