Family Medical Leave Act Provisions. If a teacher is considered an eligible employee under the Alaska Family Leave Act (AFLA) and under FMLA, the teacher will be granted a leave of absence without pay for medical reasons, for up to eighteen (18) weeks during any twenty-four (24) month period as provided in the AFLA, or for up to twelve (12) weeks during a twelve (12) month period as provided under the FMLA. This unpaid leave will be approved upon the occurrence of a serious health condition of the employee or to care for the employee's child, spouse, or parent who has a serious health condition. During this time the teacher's health plan coverage will be maintained as if the employee was in paid status for up to twelve (12) weeks of leave, including any sick leave the teacher has taken for the same purpose. Any time the leave extends beyond the twelve (12) weeks, then the employee is subject to pay the monthly premium if the health benefits coverage is continued. Spouses who are both employed by the District will be limited to a combined total of twelve (12) weeks during a rolling twelve (12) month period for purposes of leave taken to care for a child or parent with a serious health condition. The Association and the District agree that the provision of health benefits coverage for employees on unpaid leaves for family and medical reasons and all procedures are to be interpreted and applied consistently with the legal duties and responsibilities imposed by state and federal law and regulation, and are no greater.
Family Medical Leave Act Provisions. The Family Medical Leave Act (FMLA) under Federal law and Alaskan Family Leave Act (AFLA) under Alaska law provide for leave of absence for qualifying personal or family medical reasons. The qualifying guidelines are different and are found in Federal and State statutes. Employees will be granted the leave most beneficial to the employee. Per State and Federal law, employees qualifying for both FMLA and AFLA will have both leaves run concurrently. Employees that exhaust all sick and personal/annual leave shall go on unpaid leave status while still on FMLA and/or AFLA. If an employee is considered an eligible employee under FMLA, and under the Alaska Family Leave Act (AFLA), the employee will be granted a leave of absence without pay for medical reasons for up to eighteen (18) weeks during any twenty-four (24) month period as provided in the AFLA, or for up to twelve (12) weeks during a twelve (12) month period as provided under the FMLA. This unpaid leave will be approved upon the occurrence of a serious health condition of the employee or to care for the employee's child, spouse, or parent who has a serious health condition. During this time, the employee's health plan coverage will be maintained as if the employee was in paid status for up to twelve (12) weeks of leave, including any sick leave the employee has taken for the same purpose. Any time the unpaid leave extends beyond the twelve (12) weeks, then the employee is subject to pay the monthly premium if the employee elects to continue health plan coverage. If an employee qualifies for AFLA only, per Alaska law, health care coverage is not provided while on AFLA leave. Spouses who are both employed by the District will be limited to a combined total of twelve (12) weeks during any twelve (12) month period for purposes of leave taken to care for a parent with a serious health condition. The ESSA and District agree that the provision of health plan coverage for employees on unpaid leaves for family and medical reasons and all procedures are to be interpreted and applied consistently with the legal duties and responsibilities imposed by state and federal law and regulation, and are no greater.
Family Medical Leave Act Provisions. An employee who has worked for the district for a period covering at least twelve (12) months and who has worked at least 1250 hours during the twelve month period before the leave is to start shall be granted up to twelve (12) workweeks of unpaid leave (provided it has been at least twelve (12) months since the last such leave) that are not intermittent, unless agreed upon by the employer, for one of the following reasons:
