Family Medical Leave Act of 1993 (FMLA Sample Clauses

Family Medical Leave Act of 1993 (FMLA. The Board and the Association agree that all benefits guaranteed by the FMLA will be provided to teachers covered under this contract. Pursuit of such grievance in no way abridges the rights of an employee under the law. Teaching staff members on unpaid leaves of absence shall be entitled to request and receive the right to continue to be covered by insurance for hospitalization, surgical benefits, and major medical providing the insurance company or hospital service association involved permits such continuance of coverage of the person on leave of absence and the professional staff member pays to the Treasurer of the Board in advance each quarter, the full amount of the quarterly group plan premium of such coverage. Any overpayment of a premium shall be refunded to the staff member upon termination of leave. No other compensation or fringe benefits shall be provided. Failure to complete the terms for which leave was granted and/or to notify the Board of any failure to complete the terms for which the leave was granted shall be grounds for termination of leave and/or other appropriate disciplinary action.
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Family Medical Leave Act of 1993 (FMLA. The College complies with the Family Medical Leave Act of 1993 ("FMLA"), as amended and applicable regulations. A. A faculty member who has been employed with the College for a total of twelve months and has worked at least 1,250 hours in the preceding 12 months is eligible for FMLA benefits. B. The FMLA entitles an employee up to twelve (12) weeks of unpaid job-protected leave in a 12 month period for the following specified family or medical reasons: 1. For birth and care of the newborn child of the employee; 2. For placement with the employee of a son or daughter for adoption or xxxxxx care; 3. To care for an immediate family member (spouse, child, or parent) with a serious condition; 4. To take medical leave when the employee is unable to work because of a serious health condition; or 5. For a "qualifying exigency" arising out of the fact that the employee's immediate family member is on "covered active duty" or call status in the Armed Services of the United States. The FMLA also provides for up to twenty-six (26) weeks of leave in a 12 month period to care for an immediate family member or next of kin who is a service member with a serious illness or injury and is on covered active duty in the Armed Services of the United States. C. Group health insurance coverage will be maintained during any period of this leave under the same conditions as if the employee continued to work. Upon return from FMLA leave, the employee will be reinstated to the same or equivalent position as held before the leave, with equivalent pay, benefits, and other terms of employment. D. A faculty member may request to take unpaid FMLA leave in lieu of paid sick leave. Such request shall not be arbitrarily or capriciously denied. E. An intermittent/reduced schedule may be taken when medically necessary to care for a seriously ill family member, a Covered Service Member or because the employee is seriously ill and unable to work. Intermittent/reduced schedule leave may only be taken to care for or bond with a newborn or newly placed adopted or xxxxxx care child with the employer's approval and must conclude within 12 months after the birth or placement. F. FMLA benefits are administered through the Office of Human Resources and pursuant to administrative procedures. For further information or to apply for such a leave, contact Human Resources.
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Family Medical Leave Act of 1993 (FMLA. A faculty member who has been employed with the College on a full-time basis for one year or longer shall be eligible for family or medical leave subject to the following conditions established by the Family Medical Leave Act of 1993. A. The employee is entitled to up to twelve (12) weeks of unpaid job-protected leave in a 12- month period for specified family or medical reasons. Health benefits are maintained during any period of this leave under the same conditions as if the employee continued to work, and the employee must be reinstated to their original job, or to an equivalent job with the same pay, benefits, and other terms of employment. B. FMLA may be taken for one or more of the following reasons: 1. For birth and care of the newborn child of the employee; 2. For placement with the employee of a son or daughter for adoption or xxxxxx care; 3. To care for an immediate family member (spouse, child, or parent) with a serious condition; 4. To take medical leave when the employee is unable to work because of a serious health condition. C. Under some circumstances, employees may take FMLA intermittently (i.e. blocks of time). If FMLA is for birth and care or placement for adoption or xxxxxx care, use of intermittent leave is subject to the employer’s approval. FMLA may be taken intermittently whenever medically necessary to care for a seriously ill family member, or because the employee is seriously ill and unable to work. Intermittent leave is subject to the approval of the appropriate Executive Xxxx. D. FMLA is administered through the Office of Human Resources. For further information or to apply for such a leave, contact Human Resources.
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Family Medical Leave Act of 1993 (FMLA 
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Related to Family Medical Leave Act of 1993 (FMLA

  • 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 (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child. B. For the purposes of providing the FMLA benefits the following definitions shall apply: 1. An eligible employee means an employee who meets the eligibility criteria set forth in the FMLA; 2. An employee's child means any child, regardless of age, who is affected by a serious health condition as defined by the FMLA and is incapable of self care. "Care" as provided in this section applies to the individual with the covered health condition;

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • Family Medical Leave (a) An employee is entitled to family medical leave in accordance with the provisions of the Employment Standards Act. (b) An employee who is on Family Medical Leave shall continue to accumulate seniority and service and the Home will continue to pay its share of the premiums of the subsidized employee benefits, including pension (if permitted by the Plan and matched by the employee) in which the employee is participating during the leave. (c) Subject to any changes in an employee’s status which would have occurred had he or she not been on Family Medical Leave, the employee shall be reinstated to her former position.

  • Family and Medical Leave Act The Family and Medical Leave Act will be followed in approving a Leave of Absence. Contract provisions that provide greater benefits than the Family and Medical Leave Act will be followed.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

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