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 in the custody of grandparents who are represented employees, and domestic partners of represented employees who have filed a Declaration of Domestic Partnership. 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 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 departure 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 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 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- 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 will 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 on 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, 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 employee 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 employee unit member 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 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 verificationis 1.4.1. For the purposes of this provision, immediate family shall be defined as parent, spouse, child, sibling, grandparent, fatherfather- in-in- law, mother-in-law, grandchildren in the custody of grandparents who are represented employeesgrandchildren, 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, step parents, 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 will 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 departure 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, 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 employee 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 employee 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 parentmother, spousefather, childhusband, siblingwife, grandparentson, daughter, brother, sister, grandfather, grandmother, father-in- 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. 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 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 departure 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 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 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 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, siblingwife, grandparentson, daughter, brother, sister, grandfather, grandmother, 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. 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 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 departure 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 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 employee receives sick leave compensation during that leave (see Labor Code Section 233.).

Family Illness. Each represented employee covered by this MOU shall be entitled to the following family illness leave provisions: 1. Each employee who is otherwise eligible to take sick leave may, in absent from work by reason of the event illness or injury of illness in a member of the employee's immediate family, take a maximum of twelve (12) working days family sick leave in and who has accrued any calendar year. Such family unused 100% sick leave shall be charged against allowed a leave of absence with full pay not to exceed, in the represented employee’s accumulated aggregate, 12 days in any one calendar year. As used in this Article the term "calendar year" shall mean the period commencing on the first day of the payroll period during which January 1st occurs and ending on the day immediately preceding the first day of the payroll period during which the next January 1st occurs. 2. Each employee shall furnish, if required by the Chief of Police, satisfactory proof from a health care provider, which shall include the necessity for the absence and estimate of the time period the employee needs to care for the immediate family member. 3. The aggregate number of days of absence for which pay may be allowed under this Article shall be included in the number of days for which sick leave credits and with full pay is subject to acceptable medical verificationallowed. 4. For Immediate family" shall include the purposes of this provisionfather, immediate family shall be defined as parent, spouse, child, sibling, grandparentmother, father-in- in-law, mother-in-law, grandchildren brother, sister, spouse, child, stepparent, stepchild, xxxxxx child, grandchild or other minor dependent or any household member (any person residing in the custody immediate household of grandparents who are represented employees, and domestic partners the employee at the time of represented employees who have filed a Declaration of Domestic Partnershipillness or injury). The terms “definition of "immediate family" shall include the domestic partner of an employee and the following relatives of an employee's domestic partner: child,” “parent,” “, grandchild” , mother, father. Any employee claiming a domestic partner for purposes of this Article shall complete a confidential affidavit to be filed in the Employee Benefits Office, Personnel Department, which shall be signed by the City employee and “grandparent” shall apply equally the domestic partner, declaring the existence of a domestic partnership. No affidavit is required 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 secure family illness benefits arising from the illness or injury of a person who has raised household member. By extending to an employee the represented employee in lieu of a natural parent or has been raised specific benefits defined by a represented employee in lieu of the natural parentthis Article, the department head City does not intend to confer or designated representative will consider granting family illness leave under this provision to imply any other unspecified benefits to such employee, or to the affected represented employee. In such cases's domestic partner, or to the represented employee must receive a written approval from the department head employee's household members, or designated representative prior to departure 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 employee is entitled under the Family and Medical Leave Act of 1993 (29 U.S.C. Section 2606, et seqperson.), the California Family Rights Act (Government Code Section 12945.2) and City policies implementing these Acts, regardless of whether the represented 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 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, motherson-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. 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 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 departure 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 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 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 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, 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” , grandchild and “grandparent” shall apply equally to relationships by birth, adoption, marriage or guardianship (e.g., e.g. natural children, adopted children, step children, step parents, 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 will 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 departure 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, 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 employee 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 employee 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, motherson-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. 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 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 departure 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 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 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 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- 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. 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 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 departure 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 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 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- 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 will 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 on 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, 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 employee 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 employee 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 parentmother, spousefather, childhusband, siblingwife, grandparentson, daughter, brother, sister, grandfather, grandmother, 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. 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 carein accordance with established City policy. 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 will 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 departure 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 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 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- 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 will 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 on 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, 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 employee 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 employee 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. 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, 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 will 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 departure 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 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 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 '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 will 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 on 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, 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 employee 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 employee 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 parentmother, spousefather, childhusband, siblingwife, grandparentson, daughter, brother, sister, grandfather, grandmother, 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. 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 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 departure 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 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 employee receives sick leave compensation during that leave leave. (see See Labor Code Section 233.).