Family Medical Leave Act (FMLA) Leave. (A) Employees who have worked for the City for at least twelve (12) months, and have worked for at least 1,250 hours over the twelve (12) month period preceding the leave, shall be eligible for up to twelve (12) weeks of unpaid leave per twelve (12) month period for the following:
(1) For birth of a son or daughter, and to care for the newborn child;
(2) For placement with the employee of a son or daughter for adoption or xxxxxx care. Adoption is limited to a child of eighteen (18) years of age or younger unless the child is incapable of self-care because of a physical or mental disability;
(3) To care for the employee’s spouse, child, or parent with a serious health condition;
(4) Because of a serious health condition that makes the employee unable to perform the functions of the employee’s job.
(5) Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a military member on covered active duty or call to covered active duty status (or has been notified of an impending call or order to covered active duty status); and
(6) To care for a covered servicemember with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the covered servicemember. An eligible employee is entitled to twenty-six (26) work weeks of leave to care for a covered servicemember during a single twelve (12)-month period.
(B) For the purposes of Section 29.1(A):
(1) FMLA leave shall be granted for an employee’s “spouse” as defined by federal law (i.e., unmarried domestic partners are not included). If both spouses are working for the City, their total leave in any twelve
Family Medical Leave Act (FMLA) Leave. A. Employees who have worked for the Board for at least twelve (12) months, and have worked for at least 1,250 hours over the twelve (12) month period preceding the leave, shall be eligible for up to twelve (12) weeks of unpaid leave per twelve
Family Medical Leave Act (FMLA) Leave. (A) Employees who have worked for the City for at least twelve (12) months, and have worked for at least 1,250 hours over the twelve (12) month period preceding the leave, shall be eligible for up to twelve (12) weeks of unpaid leave per twelve (12) month period for the following:
(1) For birth of a son or daughter, and to care for the newborn child;
(2) For placement with the employee of a son or daughter for adoption or xxxxxx care. Adoption is limited to a child of eighteen (18) years of age or younger unless the child is incapable of self-care because of a physical or mental disability;
(3) To care for the employee’s spouse, child, or parent with a serious health condition;
(4) Because of a serious health condition that makes the employee unable to perform the functions of the employee’s job.
(B) For the purposes of Section 29.1(A):
(1) FMLA leave shall be granted for an employee’s “spouse” as defined by Ohio law (i.e., unmarried domestic partners are not included). If both spouses are working for the City, their total leave in any twelve
Family Medical Leave Act (FMLA) Leave. (A) Full-time bargaining unit employees who have worked for the City for at least twelve (12) months, and have worked for at least 1,250 hours over the twelve (12) month period preceding the leave, shall be eligible for up to twelve (12) weeks of unpaid leave per twelve (12) month period for the following:
(1) For birth of a son or daughter, and to care for the newborn child.
(2) For placement with the employee of a son or daughter for adoption or xxxxxx care.
(3) To care for the employee's spouse, child, or parent with a serious health condition;
(4) Because of a serious health condition that makes the employee unable to perform the functions of the employee's job.
(B) For the purposes of Section 14.9(A):
(1) FMLA leave shall be granted for an employee's "spouse" as defined by Ohio law (i.e., unmarried domestic partners are not included). If both spouses are working for the City, their total leave in any twelve
Family Medical Leave Act (FMLA) Leave. AEL and the Board agree to modify and amend the following terms and provisions of this Agreement as it pertains to FMLA as per the agreed recommendations of a joint FMLA Committee comprised of all AACPS bargaining units.
1. FMLA benefits are available to all Unit II employees who have worked at least twelve (12) months during the preceding twelve (12) month period. The twelve (12) month work period shall be from the date of the employee's hire.
2. The twelve (12) month period for FMLA will be the fiscal year.
3. The Unit II employee must use available sick leave prior to going on unpaid FMLA leave. The Unit II employee may elect whether or not to use other available paid leave while on FMLA leave.
4. FMLA leave may be used for serious health conditions of those persons covered by "illness in immediate family" of the contracts of the respective units as long as the current year's available sick leave (15) has been used.
5. If a Unit II employee is on paid leave because of his or her own serious health condition, and such leave is pursuant to a sick leave bank grant or is covered by worker's compensation, such leave would be exempt from the Unit II employee's FMLA entitlement.
6. All benefits will continue as provided in the negotiated agreements of the respective units.
7. At the Unit II employee's option, the Board will pay the Unit II employee's share of the insurance premium during the leave. The Unit II employee, on return, will repay the Board for those premiums under a mutually convenient pay plan.
8. Leave taken intermittently or on a reduced leave schedule is not permitted for child care.
9. Except in unusual circumstances when FMLA leave is taken near the end of an academic term, the Board will not mandate FMLA extensions.
10. Except in unusual circumstances upon return from FMLA leave, a Unit II employee will return to his/her position.
11. An oversight committee comprised of the President and Chief Negotiator of each unit and the Board's representatives shall be formed and will meet at least annually.
Family Medical Leave Act (FMLA) Leave. Unit members may request leave pursuant to Board Policy 4161.8/4261.8and Administrative Regulation.
2 6.10.1 This leave will not constitute a break in service for eligibility under Sections 5.7 or 7.1.3.
3 6.10.2 A unit member who retires from employment under the State Teachers' Retirement System during 4 or immediately following this leave shall not be required to reimburse the District for health 5 insurance premiums paid by the District during this leave period.
6 6.10.3 Subject to the provisions of the above Board Policy, a unit member shall be entitled to return to 7 his/hersame or comparable position provided he/she notifies the District Human Resources 8 Department, in writing, at least two (2) work days in advance of the intent to return to work. 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 2 4 5 Article 7 - Early Retirement
Family Medical Leave Act (FMLA) Leave. Employees who have been employed for at least twelve (12) months (may be non-consecutive), and who have worked for at least 1,250 hours over the twelve (12) months prior to the leave request, may apply for a leave of absence for eligible reasons for up to twelve (12) work weeks under the Family and Medical Leave Act and within the provisions of Board Policy. Caregivers for related military personnel may be eligible for up to twenty-six (26) work weeks of Military Caregiver Leave under the FMLA. Employees granted this leave who receive employee health insurance under Article XXIII shall maintain this coverage for the duration of the leave, paid for as it was prior to initiating leave. The employee will have the option to use accrued paid leave (sick, personal chargeable to sick, and/or vacation) concurrently with FMLA Leave. The School Board shall require medical certification from employees requesting and returning from FMLA Leave, and employees will be restored to the same position held prior to the start of the leave.
Family Medical Leave Act (FMLA) Leave. A. Employees who have worked for the Board for at least twelve (12) months, and have worked for at least 1,250 hours over the twelve (12) month period preceding the leave, shall be eligible for up to twelve (12) weeks of unpaid leave per twelve (12) month period for the following:
1 . For birth of a son or daughter, and to care for the newborn child;
2 . For placement with the employee of a son or daughter for adoption or xxxxxx care. Adoption is limited to a child of eighteen (18) years of age or younger unless the child is incapable of self-care because of a physical or mental disability;
3 . To care for the employee’s spouse, child or parent with a serious health condition;
4 . Because of a serious health condition that makes the employee unable to perform the functions of the employee’s job.
B. For the purposes of Section 16.8(A):
1 . FMLA leave shall be granted for an employee’s “spouse” as defined by Ohio law (i.e., unmarried domestic partners are not included). If both spouses are working for the Board, their total leave in any twelve (12) month period shall be limited to an aggregate of twelve
Family Medical Leave Act (FMLA) Leave. Except in unusual circumstances upon return from FMLA leave, a Unit I member will return to his/her position FOR ABSENCES WHICH EXTEND 60 DUTY DAYS OR LESS. WHERE ABSENCES EXTEND BEYOND 60 DUTY DAYS, THE UNIT I MEMBER MAY BE PLACED IN AN EQUIVALENT POSITION IN ACCORDANCE WITH THE PROVISIONS OF THE ACT. An oversight committee comprised of the president and chief negotiator of each unit and the board’s representatives shall be formed and will meet at least annually.
Family Medical Leave Act (FMLA) Leave. Employees who have worked for the City for at least twelve (12) months, and have worked for at least 1,250 hours over the twelve (12) month period preceding the leave, shall be eligible for up to twelve (12) weeks of unpaid leave per twelve-month period for eligible purposes. The final regulations promulgated in 1994 of the Family Medical Leave Act and any amendments to the Act enacted by the federal law are hereby incorporated as fully rewritten. Further, the City will maintain the practice of computing the twelve (12) month period as a rolling twelve (12) month period measured backward from the date leave is used.
