Family Medical Leave Act. The Board shall pay its share of the premiums for up to a total of twelve (12) weeks per year during an approved, qualifying leave in accordance with the Family Medical Leave Act.
Family Medical Leave Act. 1. If an employee takes a leave granted under this Article for a reason covered by the Family and Medical Leave Act, the leave shall be administered under the provisions of the FMLA.
2. Upon approval of the Superintendent and Association President, this Section may be modified as necessary to comply with federal law and rules and regulations.
3. The Board shall provide a copy of the policy on FMLA in the library of each building.
Family Medical Leave Act. The Family Medical Leave Act (FMLA) of 1993 provides additional rights while on leave of absence. Employees may take up to twelve (12) weeks of leave (per 12 month rolling year) to care for a spouse/child/parent, care for oneself, or due to birth/adoption of a child or xxxxxx child. Health insurance costs would be the same as if the employee was actively working for that twelve (12) week period as defined in Article 14,
Family Medical Leave Act. Employees and the Board shall have all rights and obligations pursuant to the Family and Medical Leave Act (FMLA). To the extent the summary of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisions, the law and regulations shall govern. An eligible full-time employee with at least twelve (12) months of service in the Huron City Schools shall be granted the maximum of a 12-week, unpaid family medical leave (during each 12-month period) for:
1) The birth and first-year care of a child;
2) The adoption or xxxxxx placement of a child;
3) The serious illness of a member of the employee’s immediate family as defined in Section 14.01(B)(1) of this Article;
4) The employee’s own serious health condition that keeps the employee from performing the essential functions of his or her job in accordance with the following specifications:
A. The employee shall apply in writing to the Superintendent or his/her designated representative not later than thirty (30) days prior to the beginning date of the requested leave of absence, if leave request was foreseeable. The written application, requiring Superintendent’s approval, shall specify the proposed dates the leave is to commence and terminate, with every attempt being made to select those dates least disruptive to the educational process and district operations. The Board may require the employee to provide certification from a health care provider containing verification in accordance with the Family Medical Leave Act if he or she requests a leave under 3 or 4 above.
B. While on family medical leave, the employee will continue to receive the same group health coverage that he or she had while employed. The Board will pay for this continued group health coverage to the same extent that the Board paid for the coverage that each employee had before beginning his or her leave.
C. For purposes of FMLA, “serious health condition” means an illness, injury impairment, or physical or mental condition that involves:
1. Any period of incapacity or treatment in connection with or consequent to inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility;
2. Any period of incapacity requiring absence from work, school, or other regular daily activities, of more than three (3) calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; or
3. Continuing treatment by (or under the supervision of) a hea...
Family Medical Leave Act. Oregon Family Leave Act Grievances. Any grievances alleging a violation of Article 36 – Sick Leave, Section 9, Family Medical Leave Act (FMLA) will be submitted in writing within thirty (30) calendar days of the date the grievant or the Union knows or by reasonable diligence should have known of the alleged grievance, directly to the University President or designee as defined or used in this Section. A copy of the grievance shall be sent concurrently to the USSE’s Director of Labor Relations Services, or successor. The University President or designee shall respond within thirty (30) calendar days after receipt of the grievance. All unresolved FMLA grievances may be submitted by the Union or the grievant to the U. S. Department of Labor if not already so filed. All unresolved OFLA grievances may be submitted by the Union or the grievant to the Oregon Bureau of Labor and Industries (BOLI) if not already so filed. However, such grievances shall not be subject to arbitration under this Agreement. Nothing in this Article shall preclude an employee from filing a complaint with BOLI or the U.S. Department of Labor at any time.
Family Medical Leave Act. (FMLA). The parties acknowledge applicability of the federal Family Medical Leave Act (FMLA) to employees represented by the Union. The parties further agree to the following provisions in the administration of the FMLA.
(A) Employees may use sick leave or other forms of paid leave to which they are entitled under the collective bargaining agreement in conjunction with the FMLA. However, an employee who is on an approved FMLA leave and is receiving short or long term disability benefits will not be required to use or exhaust sick leave.
(B) The “FMLA year” is considered to be a twelve (12) month period rolling backward for each employee.
(C) To be eligible for leave, an employee must have worked for the Employer for at least twelve (12) months and worked 1,250 hours during the 12-month period preceding the commencement of the leave.
(D) During the period of FMLA leave, the Employer’s and employee’s insurance contribution toward the health plan will continue at the level and under the conditions coverage would have been provided if the employee had continued to be employed continuously during the leave.
(E) The Employer’s determination of FMLA eligibility may require medical certification that the leave is needed due to an FMLA-qualifying condition of the employee or that of a member of the family. At the agency’s expense, a second opinion may be requested.
(F) A parent shall be granted a leave of absence up to twelve (12) weeks to care for a new baby under the Oregon Family Leave Act (OFLA). Such leave can be less than twelve (12) weeks, if so requested by the employee, or at the discretion of management more than twelve
Family Medical Leave Act. The College agrees that any Police Department Employee (male or female) shall be governed by the policy and procedure in accordance with the Federal Family Medical Leave Act.
Family Medical Leave Act. The City agrees to adhere to the Family and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1993 (CFRA) and its regulations for all employees in the bargaining unit. Consistent with State and Federal law, nurses taking FMLA/CFRA leave shall be allowed to take such leave on an intermittent or reduced schedule basis.
Family Medical Leave Act. 4.11.1 A bargaining unit member is entitled to twelve (12) work weeks of Family Leave during any twelve (12) month period for purposes described in the “Family and Medical Leave Act of 1993” or subsequent amendments. Such leave may be used for the reasons below and any other reasons permitted by law:
4.11.1.1 the birth of a son or daughter in order to care for the son or daughter;
4.11.1.2 the placement of a son or daughter with the employee for adoption or xxxxxx care;
4.11.1.3 to care for the employee’s spouse, son, daughter, or parent who has a serious health condition; or,
4.11.1.4 to care for the employee’s own serious health condition that renders the employee unable to perform the functions of the job.
4.11.2 This leave shall be paid to the extent the employee has accumulated sick leave (in accordance with sick leave regulations as in Article 4, 4.01.1, Sick Leave) or personal leave available. The twelve (12) work weeks include the time on sick leave as provided above, unpaid maternity/paternity/adoption leave, or unpaid medical leave.
4.11.3 Such leave may not be taken intermittently unless a serious health condition is the reason for the leave.
4.11.4 All group health insurance benefits shall be maintained and paid for by the Board during the Family Leave as if the employee was not on leave.
4.11.5 On return from Family Leave, the employee will be assigned to the same or substantially equivalent position.
4.11.6 When the FMLA leave is foreseeable, the employee must notify the Superintendent of his/her request for leave at least 30 days prior to the date when the leave is to begin. If the leave is not foreseeable, the employee must give notice as early as is practical. When the employee requests medical leave, the employee must make reasonable attempts to schedule treatment so as not to disrupt the District's operations.
4.11.7 This section is not intended to deprive an employee of any greater right contained in any other section of the contract or of State or Federal law.
4.11.8 Because the sections 4.11.1 to 4.11.8 are provisions of Federal law and have been included in this contract for clarification, these sections are not subject to grievance pursuant to Article 2.
Family Medical Leave Act. During the time period that the faculty member is eligible for benefits under the Family Medical Leave Act, group health, dental, life and accidental death and dismemberment insurance benefits shall be maintained under the same conditions as if the faculty member were actively employed.
