Family Leave Policy Sample Clauses

Family Leave Policy. The American Red Cross recognizes that employees must balance work obligations with providing care for their families. The intent of the Paid Family Leave Policy (PFL) is to provide eligible employees with a dedicated paid leave to support them while meeting family obligations. The policy provides employees with up to twelve (12) weeks of paid leave at 80% of regular base salary or wage based on their weekly standard hours up to a maximum base equal to the IRS definition of a Highly Compensated Employee at the time of the leave ($130,000 in 2021) to care for a close family member with a serious health condition (“Caregiver Leave”) and/or care for or bond with children within the 12 months following the birth or placement (via adoption, surrogacy, or xxxxxx care) of a child in the employee’s household (“Parental Leave”). Employees’ own medical conditions are not eligible for this policy and are provided for by other applicable leave and disability benefit plans provided by the Red Cross. The terms of this policy will be administered by the American Red Cross Absence Management Service Center (the “Leaves Administrator”). The Service Center can be reached at 0-000-000-0000. Employees will need to comply with any documentation and/or certification as requested by the Leaves Administrator. Eligibility
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Family Leave Policy. The parties agree to the implementation of Trustee Policy T93-123, "Family Leave Policy,"6 for bargaining-unit members.
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Family Leave Policy. NJIT has long recognized the importance of family issues as an integral component of a responsive human resource environment in which its Lieutenants will prosper. It has heretofore provided a number of benefits including leaves of absence for personal and family reasons. Both State and Federal government have determined to specifically legislate in this regard by affording unpaid leave to Lieutenants under certain specific circumstances. The result demands that NJIT policies, state law and federal law be properly recognized and promulgated in lawful, equitable and contemporary policy. NJIT, therefore, hereby certifies the following Family Leave Policy which incorporates as appropriate (and shall be interpreted consistent with) NJIT’s other standing leave policies. The University may preliminarily designate an employee’s absence as Family Leave when:
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Family Leave Policy. MRMC supports residents as they add to their families and as they attend to major personal and family health events. As such, Family Leave (as defined below) shall be allowed and pursuant to the ABFM Family Leave Policy and Time Away from Training Guidelines for Board- Eligibility which is attached hereto and incorporated herein as Attachment B-2 (“ABFM Family Leave Policy”) as may be amended by the ABFM from time to time. Family Leave under the ABFM Family Leave Policy includes leave related to: (1) the birth and care of a newborn, adopted, or xxxxxx child, including end of life care; (2) the care of a family member (as defined in the ABFM Policy) with a serious health condition, including end of life care; and (3) a Resident’s own serious health condition requiring prolonged evaluation and treatment. The ABFM Policy does not apply to other types of Leave as described in Section 2(E), above.
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Family Leave Policy. The parties acknowledge and incorporate herein the provisions of the City Administrative Policy on Family Leave. Employees may be entitled up to 12 weeks leave in a 12 month period for the birth, adoption or placement of a new child, or for serious illness of the employee or a family member. Employees who may need to take advantage of this right should contact Management Services Department as soon as possible.
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Family Leave Policy. It is the policy of Catholic Community Services - Western Washington to grant up to 12 weeks of leave during any 12-month period to eligible employees for: The birth of a child and subsequent childcare, The placement of a child for adoption or xxxxxx care, The serious health condition of a spouse, child, or parent, or for the employee's own serious health condition. The leave may be paid, utilizing the employee's own sick and if necessary vacation leave or unpaid or a combination of both. ELIGIBILITY To qualify for family and medical leave, all of the following conditions must be met: • Employees must have worked for CCS for at least 12 months [52 weeks]. Any accrued leave taken will count toward the 12 months or 52 weeks. • Employees must have worked at least 1250 hours during the 12-month period immediately before the date when the leave will begin. Employees who do not meet the above qualifications may be eligible for leave pursuant to conditions stipulated under the final section of this policy. If a husband and wife both work for CCS and each wishes to take leave for the birth, adoption or placement of a child in xxxxxx care, or to care for a parent with a serious health condition, the husband and wife may take only a combined total of 12 weeks leave. To be eligible for family and medical leave, the employee must be taking the leave for one of the following reasons: • The birth of a child and to care for a child following birth. Family leave granted is in addition to any sickness or temporary disability leave granted for pregnancy or childbirth. • The placement of a child for adoption or xxxxxx care. • To care for a child who has a terminal health condition. • To care for a spouse, child, or parent with a serious health condition. • The qualifying serious health condition of the employee. LEAVE CALCULATION METHOD CCS will consider the 12-week period as a "rolling" 12-month period measured forward from the date an employee uses any leave under this policy. An employee is entitled to 12 weeks of leave during the year beginning on the first date FMLA leave is taken; the next 12 month period would begin the first time FMLA leave is taken after completion of any previous 12 month period. STATUS AND BENEFITS DURING LEAVE While an employee is on leave, CCS will continue the employee's health and welfare benefits at the same level and under the same conditions as if the employee had continued to work. All CCS benefits that operate on an accrual basis [e.g., v...
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Family Leave Policy. The Company’s Family and Work policy that after twelve months continuous employment all staff are entitled to one months paid maternity/paternity leave. Full details of this policy can be found in the Company’s Policy and Procedures manual.
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Family Leave Policy 
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Related to Family Leave Policy

  • Life Insurance Policy In addition to the insurance coverage contemplated by Section 4(e), during the Employment Term the Company shall maintain in effect term life insurance coverage for the Executive with a death benefit of at least Five Hundred Thousand Dollars ($500,000), subject to the Executive's insurability at standard rates and with the beneficiary or beneficiaries, thereof designated by the Executive. Notwithstanding Section 9 of this Agreement, such life insurance policy or policies may be assigned to a trust for the benefit of any beneficiary designated by the Executive.

  • Long-Term Disability Insurance 250. The City, at its own cost, shall provide to employees a Long Term Disability (LTD) benefit that provides, after a one hundred and eighty (180) day elimination period, sixty percent salary (60%) (subject to integration) up to age sixty-five (65). Employees who are receiving or who are eligible to receive LTD shall be eligible to participate in the City's Catastrophic Illness Program as set forth in the ordinance governing such program.

  • Health Insurance The Couple agrees that: (check one) ☐ - Each Spouse is responsible for THEIR OWN health insurance. ☐ - Health insurance IS PROVIDED by ☐ Husband ☐ Wife (“Health Insurance Paying Spouse”) to ☐ Husband ☐ Wife (“Health Insurance Receiving Spouse”). Health insurance shall include: (check all that apply) ☐ - Medical ☐ - Dental ☐ - Vision Care ☐ - Other. . To facilitate the use of such coverage for the Health Insurance Receiving Spouse, the Health Insurance Paying Spouse shall cooperate fully and in a timely manner, including, but not limited to, obtaining and providing all necessary insurance cards and claim forms, completing and submitting all necessary documents, and delivering all insurance payments.

  • Benefit Programs The Executive shall be eligible to participate in any plans, programs or forms of compensation or benefits that the Company or the Company’s subsidiaries provide to the class of employees that includes the Executive, on a basis not less favorable than that provided to such class of employees, including, without limitation, group medical, disability and life insurance, paid time-off, and retirement plan, subject to the terms and conditions of such plans, programs or forms of compensation or benefits.

  • Health Insurance Benefits To the extent provided by the federal COBRA law or, if applicable, state insurance laws, and by the Company’s current group health insurance policies, Executive will be eligible to continue Executive’s group health insurance benefits at Executive’s own expense. If Executive timely elects continued coverage under COBRA, the Company shall pay Executive’s COBRA premiums, and any applicable Company COBRA premiums, necessary to continue Executive’s then-current coverage for a period of 12 months after the date of Executive’s termination of employment; provided, however, that any such payments will cease if Executive voluntarily enrolls in a health insurance plan offered by another employer or entity during the period in which the Company is paying such premiums. Executive agrees to immediately notify the Company in writing of any such enrollment. Notwithstanding the foregoing, if the Company determines, in its sole discretion, that it cannot provide the foregoing benefit without potentially incurring financial costs or penalties under applicable law (including, without limitation, Section 2716 of the Public Health Service Act), the Company shall in lieu thereof provide to Executive a taxable monthly amount to continue his group health insurance coverage in effect on the date of separation from service (which amount shall be based on the premium for the first month of COBRA coverage), which payments shall be made regardless of whether Executive elects COBRA continuation coverage and shall commence in the month following the month in which Executive incurs a separation from service and shall end on the earlier of (x) the date on which Executive voluntarily enrolls in a health insurance plan offered by another employer or entity during the period in which the Company is paying such amounts and (y) 12 months after the date of Executive’s separation from service.

  • Disability Insurance The Company shall maintain, at its cost, supplemental renewable long-term disability insurance as agreed to by the Company and the Executive.

  • Health Care Coverage The Company shall continue to provide Executive with medical, dental, vision and mental health care coverage at or equivalent to the level of coverage that the Executive had at the time of the termination of employment (including coverage for the Executive’s dependents to the extent such dependents were covered immediately prior to such termination of employment) for the remainder of the Term of Employment, provided, however that in the event such coverage may no longer be extended to Executive following termination of Executive’s employment either by the terms of the Company’s health care plans or under then applicable law, the Company shall instead reimburse Executive for the amount equivalent to the Company’s cost of substantially equivalent health care coverage to Executive under ERISA Section 601 and thereafter and Section 4980B of the Internal Revenue Code (i.e., COBRA coverage) for a period not to exceed the lesser of (A) 18 months after the termination of Executive’s employment or (B) the remainder of the Term of Employment, and provided further that (1) any such health care coverage or reimbursement for health care coverage shall cease at such time that Executive becomes eligible for health care coverage through another employer and (2) any such reimbursement shall be made no later than the last day of the calendar year following the end of the calendar year with respect to which such coverage or reimbursement is provided. The Company shall have no further obligations to the Executive as a result of termination of employment described in this Section 8(a) except as set forth in Section 12.

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