Family Medical Leave Act of 1993. 8.11.1 Nothing in the foregoing sections shall limit an employee's eligibility to request and be granted leave under the terms and conditions of the Family and Medical Leave Act of 1993.
Family Medical Leave Act of 1993. Beginning August 5, 1993, the Family and Medical Leave Act of 1993 (FMLA) gives eligible employees the right to take unpaid leave, or paid leave if it has been earned, for a period of up to twelve (12) work weeks in any twelve (12) months for any of the following reasons:
Family Medical Leave Act of 1993. Employees shall be entitled to provisions of the "Family and Medical Leave Act of 1993", but an employee may be required to substitute paid sick leave provided in this Agreement for any leave provided by FMLA. The 12-month period or year under "FMLA" shall be the contract year.
Family Medical Leave Act of 1993. This provision (Section 3.9.5) complies with the Family Medical Leave Act of 1993 ("Act"), and the regulations promulgated thereunder, the terms, conditions and definitions of which are incorporated herein. To the extent that the Act or regulations shall be amended, such amendments shall become part of this Section. To the extent that this Section should conflict with the Act, the Act shall prevail, except where the Section grants a right greater in scope than the Act.
Family Medical Leave Act of 1993. 10.1 Federal law requires covered employers of which Gates Public Library is one, to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for certain family and medical reasons. Employees are eligible if they have worked for the library for at least one year, and for 1,250 hours over the previous twelve (12) months (or an average of 24 hours per week).
10.2 Unpaid leave must be granted for any of the following reasons: • To care for the employee’s child after birth, or placement for adoption or xxxxxx care; • To care for the employee’s spouse, child, or parent, who has a serious health condition; • For a serious health condition that makes the employee unable to perform the employee’s job. • Effective January 1, 2009, to care for the parent of an employee’s domestic partner.
10.3 At the employee or employer’s option, certain kinds of paid leave may be substituted for unpaid leave per other sections of this Agreement.
10.4 The employee may be required to provide advance leave and medical leave certification. Taking of leave may be denied if requirements are not met: • The employee ordinarily must provide 30 days advance notice when leave is “foreseeable”; • An employer may require medical certification to support a request for leave because of serious health condition, and may require a second or third opinion (at the employer’s expense) and a fitness for duty report to return to work.
10.5 For the duration of Family and Medical Leave, the employer must maintain the employee’s health coverage under any group health plan (applicable to salaried or job shared positions only). Upon return from Family or Medical Leave, employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. The use of Family and Medical Leave cannot result in the loss of any employment benefits that accrued prior to the start of an employee’s leave. (Note: accrued benefits such as sick or vacation leave do not continue to accrue for any unpaid leave for applicable employees).
Family Medical Leave Act of 1993. 1. Pursuant to the Family and Medical Leave Act of 1993, a teacher who has been employed at least 12 months and worked at least 1,250 hours during the prior 12 month period (including all full-time teachers) is entitled to 12 work weeks of leave during any 12-month period without pay but with group medical insurance coverage maintained for one or more of the following reasons:
a) due to the birth of the employee’s child in order to care for the child;
b) due to the placement of a child with the teacher for adoption or xxxxxx care;
c) due to the need to care for the teacher’s spouse, child, or parent who has a serious health condition; or
d) due to a serious health condition that renders the teacher incapable of performing the functions of his or her job.
2. A “serious health condition” is defined in the Act as an illness, injury, impairment, or physical or mental condition that involves (1) in-patient care in a hospital, hospice, or residential medical care facility or (2) continuing treatment by a health care provider. Other conditions of the FMLA shall apply to leaves under this provision.
3. The Board shall have the right to request a physician’s statement at the Board’s expense that the teacher has made a complete recovery and is able to do the work before returning to the classroom.
Family Medical Leave Act of 1993. The City shall follow the provisions provided for family leave as specified in the federal Family & Medical Leave Act of 1993, and the state Family Rights Act as it applies to public employees.
Family Medical Leave Act of 1993. A. Leave provisions of this agreement shall be construed consistently with requirements of the Family Medical Leave Act. However, if the leave provisions under this article are more generous, this agreement shall prevail. All such leaves may be concurrent with, and not in addition to, any other applicable leaves provided for in this agreement.
Family Medical Leave Act of 1993. In compliance with the Family and Medical Leave Act of 1993 (“FMLA”) and applicable rules and regulations, the University may adopt policies to implement the FMLA that are in accord with what is legally permissible under the Act and the applicable rules and regulations.
Family Medical Leave Act of 1993. Public Law 103-3 allows the employer to limit FMLA unpaid leave. The following conditions that are allowed by law apply:
1. No more than 12 workweeks of FMLA unpaid leave in any 12-month period.
2. The use of accumulated sick leave and/or the sick leave bank is not required for taking a Family Medical Leave (these are two separate issues), however, an employee may elect to utilize paid sick leave concurrently with FMLA leave;
