Family Medical and Parental Leave. An eligible employee may be entitled to up to 12 weeks of unpaid leave per twelve-month period consistent with law and the terms of the Employer’s leave policy and procedure, as it may be amended from time to time at the sole discretion of the Employer. Leaves taken under other sections that also qualify as leave under the Family Medical Leave Act are coordinated and taken simultaneously.
Family Medical and Parental Leave. Employees shall be granted Family Medical Leave and parental leave for qualifying events and/or conditions in accordance with State law and/or the federal Family and Medical Leave Act and City policy. Disability leave due to pregnancy or childbirth will be granted in addition to time off for family medical leave. Employees will be required to exhaust paid leave accruals before leave without pay will be authorized.
Family Medical and Parental Leave. The District shall comply with the Family and Medical Leave Act (FMLA) of 1993 and the California Family Rights Act (CFRA) to provide up to twelve (12) weeks of job protected leave to eligible faculty for certain family and medical reasons during any fiscal year.
1. These 12 weeks of job protection or a portion of the 12 weeks may be paid if the faculty member has accumulated paid sick leave described in Section 3 of this article.
2. The FMLA may be paid if the leave meets the conditions of Section 2 of this article as well as the eligibility requirement of FMLA and the faculty member had sufficient accumulated paid sick leave.
3. If eligible faculty exhausts all available sick leave, including all accumulated sick leave, and the faculty member continues to be absent
Family Medical and Parental Leave.
27.1 Eligible employees may take family medical or parental leave as provided under the federal Family and Medical Leave Act of 1993 (FMLA) and under the State of Oregon Parental Leave Law (ORS 659.360) and Family Leave Law (OFLA) (ORS 659.560). See the City’s administrative policies for more information or contact Human Resources.
27.2 Family member, under FMLA, is currently defined as spouse, child, or parent. Under OFLA, a family member is currently defined as spouse, child, parent, parent-in-law, same-sex domestic partner, grandparent, or grandchild. "Parent" includes persons who have day- to-day responsibilities to care for and financially support a child or persons who had the responsibility for the employee when the employee was a child. A biological or legal relationship is not necessary. See the City’s administrative policies for the most recent family member definitions.
Family Medical and Parental Leave.
27.1 Eligible employees may take family medical or parental leave as provided under the federal Family and Medical Leave Act of 1993 (FMLA) and under the State of Oregon Parental LeaveLaw (ORS 659.360) and Family Leave Law (OFLA) (ORS 659.560). See the City’s administrative policies for more information or contact the Employee Resource Center (ERC).
27.2 Family member, under FMLA, is currently defined as spouse, child, or parent. Under OFLA,a family member is currently defined as spouse, child, parent, parent-in-law, same- sex domestic partner, grandparent, or grandchild. "Parent" includes persons who have day- to-day responsibilities to care for and financially support a child or persons who had the responsibility for the employee when the employee was a child. A biological or legal relationship is not necessary. See the City’s administrative policies for the most recent family member definitions.
Family Medical and Parental Leave. The District shall comply with the Family and Medical Leave Act (FMLA) of 1993 and the California Family Rights Act (CFRA) to provide up to twelve (12) weeks of job protected leave to eligible faculty for certain family and medical reasons during any fiscal year.
1. These 12 weeks of job protection or a portion of the 12 weeks may be paid if the faculty member has accumulated paid sick leave described in Section 3 of this article.
2. The FMLA may be paid if the leave meets the conditions of Section 2 of this article as well as the eligibility requirement of FMLA and the faculty member had sufficient accumulated paid sick leave.
3. If eligible faculty exhausts all available sick leave, including all accumulated sick leave, and the faculty member continues to be absent from his or her duties on account of a qualified parental leave, faculty shall be compensated at no less than 50 percent of the employee’s regular salary for the remaining portion of the 12-workweek period of parental leave. “Parental leave” is defined as leave for reason of the birth of a child of the faculty member, or the placement of a child with an employee in connection with the adoption or xxxxxx care of the child by the faculty member. Eligible Faculty receive one 12-workweek period of parental leave in any 12-month period. “12 workweeks” is defined as the equivalent of 12 of the faculty member’s normally scheduled workweeks. If, for example, the faculty member is assigned to a class that meets three days per week, then the faculty member would be entitled to 12 3-day workweeks of parental leave. Faculty must have been employed by the District for the previous 12 months to qualify. The District will use the date of the employee’s initial assignment with the District to determine whether an employee has met the 12 months of employment requirement. Parental leave shall run concurrently with any other parental leave taken pursuant to CFRA or the Family Medical Leave Act (FMLA). The aggregate amount of parental leave taken pursuant to this section, the FMLA and the CFRA shall not exceed 12 workweeks in a 12-month period.
Family Medical and Parental Leave a. All employees shall be covered by the Family and Medical Leave Act. In addition, recognizing the importance of family care and gendered labor, XXXXXX agrees to permit employees who are new parents, via adoption or pregnancy regardless of gender of the parent, to take a parental leave of up to six months. This leave can commence upon the onset of medical disability in the case of pregnancy, or at the time of taking custody of an adopted child. Special circumstances requiring leave prior to taking custody will be honored.
b. Birth mothers using parental leave shall apply for short term disability and may use their sick time to complement benefit amounts to receive 100% of full pay. After use of available short term disability, the employee may use any or all accrued sick, vacation and personal time to extend the paid portion of the leave. Vacation and sick time continue to accrue while on a paid leave, including that part of the leave which is covered by disability.
c. Employees other than birth mothers may use any and all accrued sick, vacation and personal time to extend the paid portion of the leave.
d. PASNAP will hold the position of employees taking parental leave for a total of six months. For any part of that six month leave which is not covered by paid benefit time, or the requirements of the FMLA, PASNAP will continue health insurance for the member or family provided they contribute 50% of the premium. Those utilizing such leave will return to their position at PASNAP without loss of seniority.
e. Flexible work arrangements will be considered within the leave period should an employee wish to come back initially at less than full time status.
f. Employees will be able to donate accrued vacation time to an individual who is on parental leave.
g. Notice of parental leave will be given with appropriate time to make arrangements for staffing coverage. PASNAP will provide access to a Dependent Care Reimbursement account.
Family Medical and Parental Leave. An Employee may be eligible for Family and Medical and/or Parental Leave. Under certain circumstances, an Employee may be eligible for both Family and Medical Leave and Parental Leave. In such circumstances, the Employee's leave will be charged against both types of leave simultaneously. Where an Employee is eligible for both types of leave, and one type of leave provides greater benefits than the other, the Employee shall be provided such greater leave benefits to which they are entitled.
A. Family and Medical Leave
Family Medical and Parental Leave. Employees are entitled to all benefits provided by the King County Prosecuting Attorney's Office Family/Medical/Parental Leave Policy (Addendum A).
Family Medical and Parental Leave. The parties shall be subject to the Family Medical Leave Act (FMLA) and the Massachusetts Parental Leave Act (MPLA).
