Common use of Family Illness Clause in Contracts

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling grandparent, father-in-law, mother-in-law, grandchildren and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above. This section does not extend the maximum period of leave to which a represented unit member is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member receives sick leave compensation during that leave (see Labor Code Section 233).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' days family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling sibling, grandparent, father-in-in- law, mother-in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, step parents, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may will consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of on such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above, who resides in the represented employee’s household and where other arrangements for the care of the family member are not feasible. This section does not extend the maximum period of leave to which a represented unit member employee is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member employee receives sick leave compensation during that leave (see Labor Code Section 233).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' days family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling sibling, grandparent, father-in-law, mother-in- law, son-in-law, daughter-in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild,” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, step parents, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may will consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of on such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above, who resides in the represented employee’s household and where other arrangements for the care of the family member are not feasible. This section does not extend the maximum period of leave to which a represented unit member employee is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member employee receives sick leave compensation during that leave (see Labor Code Section 233.).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' days family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parentmother, spousefather, childhusband, sibling grandparentwife, son, daughter, brother, sister, grandfather, grandmother, father-in-law, mother-in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may will consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of on such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above, who resides in the represented employee’s household and where other arrangements for the care of the family member are not feasible. This section does not extend the maximum period of leave to which a represented unit member employee is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member employee receives sick leave compensation during that leave (see Labor Code Section 233.).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' days family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parentmother, spousefather, childhusband, sibling grandparentwife, son, daughter, brother, sister, grandfather, grandmother, father-in-law, mother-mother- in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may will consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of on such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above, who resides in the represented employee’s household and where other arrangements for the care of the family member are not feasible. This section does not extend the maximum period of leave to which a represented unit member employee is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member employee receives sick leave compensation during that leave (see Labor Code Section 233.).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' days family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parentmother, spousefather, childhusband, sibling grandparentwife, son, daughter, brother, sister, grandfather, grandmother, father-in-law, mother-in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may will consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of on such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above, who resides in the represented employee’s household and where other arrangements for the care of the family member are not feasible. This section does not extend the maximum period of leave to which a represented unit member employee is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member employee receives sick leave compensation during that leave leave. (see See Labor Code Section 233.).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s 's accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling grandparent, father-in-law, mother-in-law, grandchildren and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above. This section does not extend the maximum period of leave to which a represented unit member is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member receives sick leave compensation during that leave (see Labor Code Section 233).

Family Illness. ‌ Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling grandparent, father-in-law, mother-in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above. This section does not extend the maximum period of leave to which a represented unit member is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member receives sick leave compensation during that leave (see Labor Code Section 233).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' days family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling sibling, grandparent, father-in-in- law, mother-in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, children and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In special circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of on such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above, who resides in the represented employee’s household and where other arrangements for the care of the family member are not feasible. This section does not extend the maximum period of leave to which a represented unit member employee is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member employee receives sick leave compensation during that leave leave. (see See Labor Code Section 233.).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' days family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling sibling, grandparent, father-in-law, mother-in- law, son-in-law, daughter-in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild,” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, step parents, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a x represented employee in lieu of the natural parent, the department head or designated representative may will consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of on such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above, who resides in the represented employee’s household and where other arrangements for the care of the family member are not feasible. This section does not extend the maximum period of leave to which a represented unit member employee is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member employee receives sick leave compensation during that leave (see Labor Code Section 233.).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' days family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parentmother, spousefather, childhusband, sibling grandparentwife, son, daughter, brother, sister, grandfather, grandmother, father-in-law, mother-in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In special circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of on such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above, who resides in the represented employee’s household and where other arrangements for the care of the family member are not feasible. This section does not extend the maximum period of leave to which a represented unit member employee is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member employee receives sick leave compensation during that leave leave. (see See Labor Code Section 233.).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' days family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling sibling, grandparent, father-in-law, mother-mother- in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may will consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of on such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above, who resides in the represented employee’s household and where other arrangements for the care of the family member are not feasible. This section does not extend the maximum period of leave to which a represented unit member employee is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member employee receives sick leave compensation during that leave (see Labor Code Section 233.).

Family Illness. Each represented employee unit member who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' days family sick leave in any calendar year. Such family sick leave shall be charged against the represented employeeunit member’s accumulated sick leave credits and is subject to acceptable medical verificationverification in accordance with 8.1.4.1. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling sibling, grandparent, father-in-in- law, mother-in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “, parent,” “grandchild” , grandchild and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., e.g. natural children, adopted children, step children, children and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In special circumstances involving the illness of a person who has raised the represented employee unit members in lieu of a natural parent or has been raised by a represented employee unit member in lieu of the natural parent, the department head or designated representative may consider granting family illness leave under this provision to the affected represented employeeunit member. In such cases, the represented employee unit member must receive a written approval from the department head or designated representative prior to the departure of on such leave. A represented employee unit member may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above. This section does not extend the maximum period of leave to which a represented unit member is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member receives sick leave compensation during that leave leave. (see See Labor Code Section 233.).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling grandparent, father-in-law, mother-in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above. This section does not extend the maximum period of leave to which a represented unit member is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member receives sick leave compensation during that leave (see Labor Code Section 233).

Family Illness. Each represented employee who is otherwise eligible to take sick leave may, in the event of illness in the immediate family, take a maximum of twelve (12) working days' family sick leave in any calendar year. Such family sick leave shall be charged against the represented employee’s 's accumulated sick leave credits and is subject to acceptable medical verification. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling grandparent, father-in-law, mother-in-law, grandchildren in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership, in accordance with established City policy. The terms “child,” “parent,” “grandchild” and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., natural children, adopted children, step children, and xxxxxx children). This provision shall also apply to persons for whom the represented employee has durable power of attorney for health care. In circumstances involving the illness of a person who has raised the represented employee in lieu of a natural parent or has been raised by a represented employee in lieu of the natural parent, the department head or designated representative may consider granting family illness leave under this provision to the affected represented employee. In such cases, the represented employee must receive a written approval from the department head or designated representative prior to the departure of such leave. A represented employee may be permitted to take family sick leave in excess of twelve (12) days in any calendar year in the case of the critical or serious illness of the immediate family member, as defined above. This section does not extend the maximum period of leave to which a represented unit member is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seq.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented unit member receives sick leave compensation during that leave (see Labor Code Section 233).