Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA. 1. This section does not purport to provide all the provisions of law, but summarizes the general intent at the time this MOU was adopted.
Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA. Parties agree to change from a calendar year qualifying period to a rolling 12-month qualifying period measured from the date an employee uses any FMLA and/or CFRA leave. Date of implementation will be contingent upon administrative matters which the Union will be kept abreast of.
Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA. Under the Family and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1993 (CFRA), if an employee has more than 12 months of service with the District and has worked at least 1,250 hours in the 12-month period before the date they want to begin their leave, the employee may have a right to an unpaid family care medical leave (FMLA/CFRA leave) of up to 12 work weeks in a 12-month period. FMLA/CFRA leave must be granted for the employee’s own serious health condition, the serious health condition of specified family members, or the birth or placement for adoption or xxxxxx care of a new child. The 12 weeks of FMLA leave shall run concurrently with CFRA leave, except when the leave is for pregnancy or pregnancy- related disability. The employee’s absence will be counted against their annual FMLA leave entitlement and their annual CFRA entitlement. The employee’s FMLA and CFRA leave shall run concurrently with all accrued leaves, including vacations, sick leave and any other paid or unpaid time negotiated with the district. During the employee’s FMLA/CFRA leave, their health benefits will be maintained under the same conditions as if they continued to work and they will be eligible to request an unpaid personal leave of absence at the end of their FMLA leave. If the employee does not return to work following FMLA and/or CFRA leave for a reason other than: (1) the continuation, recurrence, or onset of a serious health condition that would entitle the employee to FMLA and/or CFRA leave; or (2) other circumstances beyond the employee’s control, they may be required to reimburse the district for the District’s share of health insurance premiums paid on the employee’s behalf during their FMLA and/or CFRA leave. While on leave, the employee will be required to furnish the District with periodic reports every 30 days of their status and intent to return to work. Should the employee’s serious health condition continue beyond the end date of the note from their healthcare provider, the employee will be required to furnish recertification relating to a serious health condition. Bereavement - Leave of Absence (With Pay)
Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA. For employees qualifying under the FMLA and CFRA, leave up to twelve (12) workweeks shall be provided to care for a serious illness of the employee, and the employee’s child, spouse, domestic partner or parent as specified by the Acts.
