Common use of Family Medical Leave Act Clause in Contracts

Family Medical Leave Act. Employees and the Board shall have all rights and obligations pursuant to the Family and Medical Leave Act (FMLA). To the extent the summary of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisions, the law and regulations shall govern. An eligible full-time employee with at least twelve (12) months of service in the Huron City Schools shall be granted the maximum of a 12-week, unpaid family medical leave (during each 12-month period) for: 1) The birth and first-year care of a child; 2) The adoption or xxxxxx placement of a child; 3) The serious illness of a member of the employee’s immediate family as defined in Section 14.01(B)(1) of this Article; 4) The employee’s own serious health condition that keeps the employee from performing the essential functions of his or her job in accordance with the following specifications: A. The employee shall apply in writing to the Superintendent or his/her designated representative not later than thirty (30) days prior to the beginning date of the requested leave of absence, if leave request was foreseeable. The written application, requiring Superintendent’s approval, shall specify the proposed dates the leave is to commence and terminate, with every attempt being made to select those dates least disruptive to the educational process and district operations. The Board may require the employee to provide certification from a health care provider containing verification in accordance with the Family Medical Leave Act if he or she requests a leave under 3 or 4 above. B. While on family medical leave, the employee will continue to receive the same group health coverage that he or she had while employed. The Board will pay for this continued group health coverage to the same extent that the Board paid for the coverage that each employee had before beginning his or her leave. C. For purposes of FMLA, “serious health condition” means an illness, injury impairment, or physical or mental condition that involves: 1. Any period of incapacity or treatment in connection with or consequent to inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; 2. Any period of incapacity requiring absence from work, school, or other regular daily activities, of more than three (3) calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by (or under the supervision of) a health care provider for chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three (3) calendar days or prenatal care as defined in the Family and Medical Leave Act and subsequent implementing regulations or amendments. D. An employee on family medical leave shall not be entitled to advancement on the salary schedule or the accrual of sick leave for the period of absence. E. Once the leave is approved by the Superintendent and the Board, it may be altered or cancelled with the approval of the Superintendent, the Board, and the applicant. F. Upon returning from leave, the Board will restore the employee to the same or an equivalent position. If an employee on family medical leave decides not to return to work, then the Board will charge the employee for the amount of the insurance premiums that the Board paid for that employee’s health care coverage during his or her leave, unless there is a continuation, recurrence or onset of a serious health condition or other circumstances beyond the employee’s control.

Family Medical Leave Act. Employees and the Board shall have all rights and obligations pursuant to the Family and Medical Leave Act (FMLA). To the extent the summary of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisionsA. A teacher, the law and regulations shall govern. An eligible fullemployed no less than half-time employee time, with at least twelve (12) 12 months of service in the Huron City Meigs Local Schools shall be granted the maximum 12 weeks of a 12-week, unpaid family medical leave (during each 12-month fiscal year period) for: : 1) The the birth and first-first year care of a child; ; 2) The the adoption or xxxxxx placement of a child; ; 3) The the serious illness of a member spouse, son, daughter, guardian, parent of the employee’s immediate family as defined teacher's family, or any dependent child residing in Section 14.01(B)(1) of this Article; the teacher's house; and 4) The employee’s the teacher's own serious health condition that keeps the employee teacher from performing the essential functions of his or her job in accordance with the following specifications: A. B. The employee teacher shall apply in writing to the Superintendent or his/her designated representative not later than thirty (30) days prior to the beginning date of the requested leave of absence, absence if leave request was foreseeable. The written application, requiring Superintendent’s 's approval, shall specify the proposed dates the leave is to commence and terminate, with every attempt being made to select those dates least disruptive to the educational process and district operations. The Board may require the employee teacher to provide certification from a health care provider containing verification in accordance with the Family Medical Leave Act if he or she requests a leave under 3 or 4 abovemedical leave. Pursuant to the Act, the employer, at its expense, may require a second medical certification by a medical provider of its choice. B. C. While on family medical leave, the employee teacher will continue to receive the same group health coverage that he or she had while employed. The Board will pay for this continued group health coverage to the same extent that the Board paid for the coverage that each employee teacher had before beginning his or her leave. The bargaining unit member will continue to pay his or her premium share. C. For purposes of FMLA, “serious D. Serious health condition” means condition is defined as an illness, injury impairmentinjury, or physical impairment or mental condition that involves: 1. Any period of incapacity or treatment in connection with or consequent to involves - a) inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; 2. Any period of incapacity requiring absence from work, school, ; or other regular daily activities, of more than three (3b) calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by (or under the supervision of) a health care provider for chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three (3) calendar days or prenatal care as defined in the Family and Medical Leave Act and subsequent implementing regulations or amendments. D. An employee E. A teacher on family medical leave shall not be entitled to advancement on the salary schedule or the accrual of sick leave for the period of absence. E. Once the leave is approved by the Superintendent and the Board, it may be altered or cancelled with the approval of the Superintendent, the Board, and the applicant. F. Upon returning from G. The taking of intermittent leave, leave on a reduced leave schedule and leave near the end of an academic term, shall be governed by the Act. As per Board policy, sick leave will restore the employee to the same or an equivalent position. If an employee on family medical leave decides not to return to work, then the Board will charge the employee for the amount of the insurance premiums that the Board paid for that employee’s health care coverage during his or her run concurrently with FMLA leave, unless there is a continuation, recurrence or onset of a serious health condition or other circumstances beyond the employee’s control.

Family Medical Leave Act. Employees and the Board shall have all rights and obligations pursuant to the Family and Medical Leave Act (FMLA). To the extent the summary of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisions, the law and regulations shall govern. An eligible full-time employee with at least twelve (12) months of service in and who has worked at least one thousand two hundred fifty (1,250) hours with the Huron City Schools Gibsonburg Exempted Village School District shall be granted the maximum up to twelve (12) weeks of a 12-week, unpaid family medical leave (during each 12-month fiscal year period) for: : 1) The birth and first-first year care of a child; ; 2) The adoption or xxxxxx placement of a child; ; 3) The serious illness of a member spouse, son, daughter, or parent of the employee’s immediate family as defined in Section 14.01(B)(1) of this Article; family, and 4) The employee’s own serious health condition that keeps the employee from performing the essential functions of his or her job in accordance with the following specifications: A. 1. The employee shall apply in writing to the Superintendent or his/her designated representative not later than thirty (30) days prior to the beginning date of the requested leave of absence, if leave request was foreseeable. The , the written application, requiring Superintendent’s approval, approval shall specify the proposed dates the leave is to commence and terminate, with every attempt being made to select those dates least disruptive to the educational process and district operations. The Board may require the employee to provide certification from a health care provider containing verification in accordance with the Family Medical Leave Act if he or she requests a leave under 3 or 4 abovemedical leave. B. 2. While on family medical leaveFamily Medical Leave, the employee will continue to receive the same group health coverage that he or she had while employed. The Board will pay for this continued group health coverage to the same extent that the Board paid for the coverage that each employee had before beginning his or her leave. C. For purposes of FMLA, “serious 3. Serious health condition” means condition is defined as an illness, injury impairmentinjury, or physical impairment or mental condition that involves: 1. Any period of incapacity or treatment in connection with or consequent to involves – A) inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; 2. Any period of incapacity requiring absence from work, school, ; or other regular daily activities, of more than three (3B) calendar days, that also involves continuing Continuing treatment by (or under the supervision of) a health care provider; or. 34. Continuing treatment Eligible employees may choose to substitute paid leave granted by (other provisions of this Agreement for all or part of the unpaid leave granted under this Article. The Board may request the supervision of) a health care provider for chronic employee use sick leave if it applies to the serious illness of the employee, his or long-term health condition that her spouse, son, daughter or parent. 5. When medically necessary, leave may be taken intermittently. 6. This Article is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three (3) calendar days or prenatal care as defined in based upon the federal legislation entitled The Family and Medical Leave Act and subsequent implementing regulations or amendmentsof 1993. All provisions of this legislation will be complied with according to law. D. An employee on family medical leave shall not be entitled to advancement on the salary schedule or the accrual of sick leave for the period of absence. E. Once the leave is approved by the Superintendent and the Board, it may be altered or cancelled with the approval of the Superintendent, the Board, and the applicant. F. Upon returning from leave, the Board will restore the employee to the same or an equivalent position. If an employee on family medical leave decides not to return to work, then the Board will charge the employee for the amount of the insurance premiums that the Board paid for that employee’s health care coverage during his or her leave, unless there is a continuation, recurrence or onset of a serious health condition or other circumstances beyond the employee’s control.

Family Medical Leave Act. Employees and An employee, who has worked for the Board shall have all rights and obligations pursuant to the Family and Medical Leave Act (FMLA). To the extent the summary of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisions, the law and regulations shall govern. An eligible full-time employee with Berkshire Hills Regional School District for at least twelve (12) months and who has performed at least twelve hundred fifty (1,250) hours of service in work during the Huron City Schools year preceding the commencement of the leave, shall be granted eligible for up to twelve (12) weeks of unpaid leave during a twelve (12) month period pursuant to the maximum of a 12-week, unpaid family medical leave Family Medical Leave Act (during each 12-month periodFMLA) forfor the following purposes: 1) The birth and first-year care of a child; 2) The adoption or xxxxxx placement of a child; 3) The serious illness of a member a. Birth of the employee’s immediate family as defined in Section 14.01(B)(1) child, b. Placement of this Article;a child with the employee for adoption or xxxxxx care, 4) The c. When the employee is needed to care for the employee’s own parent, spouse, or child, d. When the employee has a serious health condition that keeps which renders the employee from performing unable to perform the essential functions duties of his or her job in accordance with the following specifications: A. employee’s job. The employee shall apply utilize all sick leave and vacation concurrently with the FMLA leave. Employees shall submit all requests for leave on an approved form with accompanying medical documentation as far in writing to advance of the Superintendent or his/her designated representative leave as possible and not later less than thirty (30) days prior to before the beginning date first day of the leave requested when such leave of absence, if leave request was is foreseeable. The written application, requiring Superintendent’s approval, shall specify the proposed dates duration of the leave is and the timing of the employee’s return to commence and terminate, with every attempt being made to select those dates least disruptive to the educational process and district operations. The Board may require the employee to provide certification from a health care provider containing verification employment shall be determined in accordance with the Family Medical Leave Act if he specific provisions of the FMLA concerning employees and the regulations enacted thereunder. The employer shall continue to pay its portion of the employee’s group health insurance premium during the approved leave period unless the employee declines such coverage, fails to pay the employee’s portion of the premium in a timely fashion, or she requests a leave under 3 or 4 above. B. While on family medical leave, notifies the employer that the employee will not return from leave. During FMLA leave time the employee shall continue to receive the same group health coverage that he or she had while employed. The Board will pay for this continued group health coverage to the same extent that the Board paid for the coverage that each employee had before beginning his or her leave. C. For purposes of FMLA, “serious health condition” means an illness, injury impairment, or physical or mental condition that involves: 1. Any period of incapacity or treatment in connection with or consequent to inpatient care accrue seniority and other benefits (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; 2. Any period of incapacity requiring absence from work, school, or other regular daily activities, of more than three (3) calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by (or under the supervision of) a health care provider for chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three (3) calendar days or prenatal care such as defined in the Family and Medical Leave Act and subsequent implementing regulations or amendments. D. An employee on family medical leave shall not be entitled to advancement on the salary schedule or scale). Nothing in this section shall prohibit the accrual of sick leave for the period of absence. E. Once the leave is approved by the Superintendent and the Board, it may be altered or cancelled with the approval of the Superintendent, the Board, and the applicant. F. Upon returning District from leave, the Board will restore requiring periodic reports from the employee with respect to the same or an equivalent position. If an employee on family medical leave decides not employee’s status and intent to return to work. In addition, then any female employee who had completed the Board will charge initial probationary period (defined as 90 consecutive work days from the employee for initial date of appointment) but has not met the amount requirements of the insurance premiums that FMLA shall be granted up to eight (8) weeks of maternity leave under the Board paid for that employee’s health care coverage during his or her leave, unless there is a continuation, recurrence or onset provisions of a serious health condition or other circumstances beyond the employee’s controlMassachusetts Maternity Leave Act (MMLA). Employees so covered shall be entitled to use all accrued personal and sick leave time.

Family Medical Leave Act. Employees 1. An employee desiring to use family leave shall notify the Superintendent in writing at least 30 days prior to beginning the leave, if the need for the leave is foreseeable; otherwise, the written notice shall be given as soon as possible after the employee learns of the need for the leave. 2. During the leave, for up to 12 weeks per year, (defined year begins July 1 and ends June 30 of each year for purposes of this Act); the Board shall have all rights continue to pay fringe benefits without interruption and obligations pursuant the contribution it makes for an employee on the active payroll to the Family and Medical Leave Act (FMLA). To the extent the summary of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisions, the law and regulations shall govern. An eligible full-time employee with at least twelve (12) months of service continue participation in the Huron City Schools shall be granted the maximum of a 12-weekhealth insurance programs, unpaid family medical leave (during each 12-month period) for: 1) The birth and first-year care of a child; 2) The adoption or xxxxxx placement of a child; 3) The serious illness of a member of the employee’s immediate family as defined in Section 14.01(B)(1) of this Article; 4) The employee’s own serious health condition that keeps provided the employee from performing the essential functions of his or her job in accordance with the following specifications: A. The employee shall apply in writing to the Superintendent or pays his/her designated representative not later than thirty portion of the premiums to the Treasurer at least five (305) days prior to the beginning date of the month that is being covered. If the employee does not pay his or her contribution to the premium cost by the deadline date, then the Board will not be obligated to contribute its share in order to maintain the coverage. 3. Full salary and position will be restored upon the employee's return, the same as if uninterrupted during FMLA leave. 4. The dates requested constitute consecutive leave unless otherwise indicated, with the exception that requested leave may be terminated prematurely if mutually agreed to by both parties. 5. All employees have the right to have all the benefits of absence, if this leave request was foreseeablefully explained to them by making an appointment with the superintendent of schools. 6. FMLA form must be filled out any time an absence of more than one week is desired and/or anticipated for any one of the qualifying reasons listed on the form. 7. The written applicationFMLA form is for district planning purposes, requiring Superintendent’s approval, shall specify and the proposed dates the leave is to commence and terminate, with every attempt being made to select those dates least disruptive information provided to the educational process and district operations. The Board may require the employee to provide certification from a health care provider containing verification change if in accordance with law. 8. A copy of the FMLA form shall be returned to the employee within 5 working days of the request, once received by the Superintendent with the Superintendent's signature of approval or denial with the reasons for denial. 9. Any employee may choose to use FMLA leave concurrent with accrued sick time up to 12 weeks in a period year. 10. An employee may opt to take unpaid leave under either the Family Medical Leave Act if he or she requests a leave under 3 or 4 above. B. While on family medical leave, the employee will continue to receive the same group health coverage that he or she had while employed. The Board will pay for this continued group health coverage to the same extent that the Board paid for the coverage that each employee had before beginning his or her leave. C. For purposes of FMLA, “serious health condition” means an illness, injury impairment, or physical or mental condition that involves: 1. Any period of incapacity or treatment in connection with or consequent to inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; 2. Any period of incapacity requiring absence from work, school, or other regular daily activities, of more than three (3) calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by (or under the supervision of) a health care provider for chronic or long-term health condition that is incurable or so serious thatcontractual unpaid leave section, if but may not treated, would likely result in a period of incapacity of more than three (3) calendar days or prenatal care as defined in the Family and Medical Leave Act and subsequent implementing regulations or amendments. D. An employee on family medical leave shall not be entitled to advancement on the salary schedule or the accrual of sick leave use both provisions for the period of absencesame incident. E. Once the leave is approved by the Superintendent and the Board, it may be altered or cancelled with the approval of the Superintendent, the Board, and the applicant. F. Upon returning from leave, the Board will restore the employee to the same or an equivalent position. If an employee on family medical leave decides not to return to work, then the Board will charge the employee for the amount of the insurance premiums that the Board paid for that employee’s health care coverage during his or her leave, unless there is a continuation, recurrence or onset of a serious health condition or other circumstances beyond the employee’s control.

Family Medical Leave Act. Employees and An employee, who has worked for the Board shall have all rights and obligations pursuant to the Family and Medical Leave Act (FMLA). To the extent the summary of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisions, the law and regulations shall govern. An eligible full-time employee with Berkshire Hills Regional School District for at least twelve (12) months and who has performed at least seven hundred fifty (750) hours of service in work during the Huron City Schools year preceding the commencement of the leave, shall be granted eligible for up to twelve (12) weeks of unpaid leave during a twelve (12) month period pursuant to the maximum of a 12-week, unpaid family medical leave Family Medical Leave Act (during each 12-month periodFMLA) forfor the following purposes: 1a) The birth and first-year care of a child; 2) The adoption or xxxxxx placement of a child; 3) The serious illness of a member Birth of the employee’s immediate family as defined in Section 14.01(B)(1child b) Placement of this Article;a child with the employee for adoption or xxxxxx care 4c) The When the employee is needed to care for the employee’s own parent, spouse, or child d) When the employee has a serious health condition that keeps which renders the employee from performing unable to perform the essential functions duties of his or her the employee’s job in accordance with the following specifications: A. The employee shall apply utilize all sick leave and vacation concurrently with the FMLA leave. Employees shall submit all requests for leave on an approved form with accompanying medical documentation as far in writing to advance of the Superintendent or his/her designated representative leave as possible and not later less than thirty (30) days prior to before the beginning date first day of the leave requested when such leave of absence, if leave request was is foreseeable. The written application, requiring Superintendent’s approval, shall specify the proposed dates duration of the leave is and the timing of the employee’s return to commence and terminate, with every attempt being made to select those dates least disruptive to the educational process and district operations. The Board may require the employee to provide certification from a health care provider containing verification employment shall be determined in accordance with the Family Medical Leave Act if he specific provisions of the FMLA concerning employees and the regulations enacted thereunder. The District shall continue to pay its portion of the employee’s group health insurance premium during the approved leave period unless the employee declines such coverage, fails to pay the employee’s portion of the premium in a timely fashion, or she requests a leave under 3 or 4 above. B. While on family medical leave, notifies the District that the employee will not return from leave. During FMLA leave time the employee shall continue to receive the same group health coverage that he or she had while employed. The Board will pay for this continued group health coverage to the same extent that the Board paid for the coverage that each employee had before beginning his or her leave. C. For purposes of FMLA, “serious health condition” means an illness, injury impairment, or physical or mental condition that involves: 1. Any period of incapacity or treatment in connection with or consequent to inpatient care accrue seniority and other benefits (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; 2. Any period of incapacity requiring absence from work, school, or other regular daily activities, of more than three (3) calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by (or under the supervision of) a health care provider for chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three (3) calendar days or prenatal care such as defined in the Family and Medical Leave Act and subsequent implementing regulations or amendments. D. An employee on family medical leave shall not be entitled to advancement on the salary schedule or scale). Nothing in this section shall prohibit the accrual of sick leave for the period of absence. E. Once the leave is approved by the Superintendent and the Board, it may be altered or cancelled with the approval of the Superintendent, the Board, and the applicant. F. Upon returning District from leave, the Board will restore requiring periodic reports from the employee with respect to the same or an equivalent position. If an employee on family medical leave decides not employee’s status and intent to return to work. In addition, then any female employee who had completed the Board will charge initial probationary period but has not met the employee for the amount requirements of the insurance premiums that FMLA shall be granted up to eight weeks of maternity leave under the Board paid for that employee’s health care coverage during his or her leave, unless there is a continuation, recurrence or onset provisions of a serious health condition or other circumstances beyond the employee’s controlMassachusetts Maternity Leave Act (MMLA). Employees so covered shall be entitled to use all accrued personal and sick leave time.

Family Medical Leave Act. Employees and An employee, who has worked for the Board shall have all rights and obligations pursuant to the Family and Medical Leave Act (FMLA). To the extent the summary of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisions, the law and regulations shall govern. An eligible full-time employee with Berkshire Hills Regional School District for at least twelve (12) months and who has performed at least twelve hundred fifty (1250) hours of service in work during the Huron City Schools year preceding the commencement of the leave, shall be granted eligible for up to twelve (12) weeks of leave while school is in session during a twelve (12) month period pursuant to the maximum of a 12-week, unpaid family medical leave Family Medical Leave Act (during each 12-month periodFMLA) forfor the following purposes: 1) The birth and first-year care of a child; 2) The adoption or xxxxxx placement of a child; 3) The serious illness of a member a. Birth of the employee’s immediate family as defined in Section 14.01(B)(1) child b. Placement of this Article;a child with the employee for adoption or xxxxxx care 4) The c. When the employee is needed to care for the employee’s own parent, spouse, or child d. When the employee has a serious health condition that keeps which renders the employee from performing unable to perform the essential functions duties of his or her the employee’s job in accordance with the following specifications: A. The employee shall apply utilize earned sick leave concurrently with the FMLA leave. Employees shall submit all requests for leave on an approved form with accompanying medical documentation as far in writing to advance of the Superintendent or his/her designated representative leave as possible and not later less than thirty (30) days prior to before the beginning date first day of the leave requested when such leave of absence, if leave request was is foreseeable. The written application, requiring Superintendent’s approval, shall specify the proposed dates duration of the leave is and the timing of the employee’s return to commence and terminate, with every attempt being made to select those dates least disruptive to the educational process and district operations. The Board may require the employee to provide certification from a health care provider containing verification employment shall be determined in accordance with the Family Medical Leave Act if he specific provisions of the FMLA concerning employees and the regulations enacted thereunder. The District shall continue to pay its portion of the employee’s group health insurance premium during the approved leave period unless the employee decline such coverage, fails to pay the employee’s portion of the premium in a timely fashion, or she requests a leave under 3 or 4 above. B. While on family medical leave, notifies the District that the employee will not return from leave. During FMLA leave time the employee shall continue to receive the same group health coverage that he or she had while employed. The Board will pay for this continued group health coverage to the same extent that the Board paid for the coverage that each employee had before beginning his or her leave. C. For purposes of FMLA, “serious health condition” means an illness, injury impairment, or physical or mental condition that involves: 1. Any period of incapacity or treatment in connection with or consequent to inpatient care accrue seniority and other benefits (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; 2. Any period of incapacity requiring absence from work, school, or other regular daily activities, of more than three (3) calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by (or under the supervision of) a health care provider for chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three (3) calendar days or prenatal care such as defined in the Family and Medical Leave Act and subsequent implementing regulations or amendments. D. An employee on family medical leave shall not be entitled to advancement on the salary schedule or scale). Nothing in this section shall prohibit the accrual of sick leave for the period of absence. E. Once the leave is approved by the Superintendent and the Board, it may be altered or cancelled with the approval of the Superintendent, the Board, and the applicant. F. Upon returning District from leave, the Board will restore requiring periodic reports from the employee with respect to the same or an equivalent position. If an employee on family medical leave decides not employee’s status and intent to return to work, then the Board will charge the employee for the amount of the insurance premiums that the Board paid for that employee’s health care coverage during his or her leave, unless there is a continuation, recurrence or onset of a serious health condition or other circumstances beyond the employee’s control.

Family Medical Leave Act. Employees and An employee, who has worked for the Board shall have all rights and obligations pursuant to the Family and Medical Leave Act (FMLA). To the extent the summary of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisions, the law and regulations shall govern. An eligible full-time employee with Berkshire Hills Regional School District for at least twelve (12) months and who has performed at least twelve hundred fifty (1250) hours of service in work during the Huron City Schools year preceding the commencement of the leave, shall be granted eligible for up to twelve (12) weeks of leave during a twelve (12) month period pursuant to the maximum of a 12-week, unpaid family medical leave Family Medical Leave Act (during each 12-month periodFMLA) forfor the following purposes: 1a) The birth and first-year care of a child; 2) The adoption or xxxxxx placement of a child; 3) The serious illness of a member Birth of the employee’s immediate family as defined in Section 14.01(B)(1child b) Placement of this Article;a child with the employee for adoption or xxxxxx care 4c) The When the employee is needed to care for the employee’s own parent, spouse, or child d) When the employee has a serious health condition that keeps which renders the employee from performing unable to perform the essential functions duties of his or her the employee’s job in accordance with the following specifications: A. The employee shall apply utilize all sick leave and vacation concurrently with the FMLA leave. Employees shall submit all requests for leave on an approved form with accompanying medical documentation as far in writing to advance of the Superintendent or his/her designated representative leave as possible and not later less than thirty (30) days prior to before the beginning date first day of the leave requested when such leave of absence, if leave request was is foreseeable. The written application, requiring Superintendent’s approval, shall specify the proposed dates duration of the leave is and the timing of the employee’s return to commence and terminate, with every attempt being made to select those dates least disruptive to the educational process and district operations. The Board may require the employee to provide certification from a health care provider containing verification employment shall be determined in accordance with the Family Medical Leave Act if he specific provisions of the FMLA concerning employees and the regulations enacted thereunder. The District shall continue to pay its portion of the employee’s group health insurance premium during the approved leave period unless the employee declines such coverage, fails to pay the employee’s portion of the premium in a timely fashion, or she requests a leave under 3 or 4 above. B. While on family medical leave, notifies the employer that the employee will not return from leave. During FMLA leave time the employee shall continue to receive the same group health coverage that he or she had while employed. The Board will pay for this continued group health coverage to the same extent that the Board paid for the coverage that each employee had before beginning his or her leave. C. For purposes of FMLA, “serious health condition” means an illness, injury impairment, or physical or mental condition that involves: 1. Any period of incapacity or treatment in connection with or consequent to inpatient care accrue seniority and other benefits (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; 2. Any period of incapacity requiring absence from work, school, or other regular daily activities, of more than three (3) calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by (or under the supervision of) a health care provider for chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three (3) calendar days or prenatal care such as defined in the Family and Medical Leave Act and subsequent implementing regulations or amendments. D. An employee on family medical leave shall not be entitled to advancement on the salary schedule or scale). Nothing in this section shall prohibit the accrual of sick leave for the period of absence. E. Once the leave is approved by the Superintendent and the Board, it may be altered or cancelled with the approval of the Superintendent, the Board, and the applicant. F. Upon returning District from leave, the Board will restore requiring periodic reports from the employee with respect to the same or an equivalent position. If an employee on family medical leave decides not employee’s status and intent to return to work. In addition, then any female employee who had completed the Board will charge initial probationary period (defined as six months from the employee for initial date of appointment) but has not met the amount requirements of the insurance premiums that FMLA shall be granted up to eight (8) weeks of maternity leave under the Board paid for that employee’s health care coverage during his or her leave, unless there is a continuation, recurrence or onset provisions of a serious health condition or other circumstances beyond the employee’s controlMassachusetts Maternity Leave Act (MMLA). Employees so covered shall be entitled to use all accrued personal and sick leave time.

Family Medical Leave Act. Employees and the Board shall have all rights and obligations pursuant to the Family and Medical Leave Act (FMLA). To the extent the summary of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisions, the law and regulations shall govern. An eligible full-time employee with at least twelve (12) months of service in and who has worked at least 1250 hours with the Huron City Schools Woodmore Local School District shall be granted the maximum up to twelve (12) weeks of a 12-week, unpaid family medical leave (during each 12-month fiscal year period) for: : 1) The birth and first-first year care of a child; ; 2) The adoption or xxxxxx placement of a child; ; 3) The serious illness of a member spouse, son, daughter, or parent of the employee’s immediate family as defined in Section 14.01(B)(1) of this Article; family, and 4) The employee’s own serious health condition that keeps the employee from performing the essential functions of his or her job in accordance with the following specifications: A. 1. An employee must use any accrued paid vacation or personal leave for reasons one and two previously mentioned in the first paragraph. This leave will be part of the twelve‐ week period. An employee must substitute accrued vacation; personal leave, or sick leave for reasons three or four for any part of the twelve‐ week period. 2. The employee shall apply in writing to the Superintendent or his/her designated representative not later than thirty (30) days prior to the beginning date of the requested leave of absence, absence if leave request was foreseeable. The written application, requiring Superintendent’s approval, shall specify the proposed dates the leave is to commence and terminate, with every attempt being made to select those dates least disruptive to the educational process and district operations. The Board may require the employee to provide certification from a health care provider containing verification in accordance with the Family Medical Leave Act if he or she requests a leave under 3 or 4 abovemedical leave. B. 3. While on family medical leaveFamily Medical Leave, the employee will continue to receive the same group health coverage that he or she had while employed. The Board will pay for this continued group health coverage to the same extent that the Board paid for the coverage that each employee had before beginning his or her leave. C. For purposes of FMLA, “serious 4. Serious health condition” means condition is defined as an illness, injury injury, impairment, or physical or mental condition that involves: 1. Any period of incapacity or treatment in connection with or consequent to inpatient involves A) Inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; 2. Any period of incapacity requiring absence from work, school, ; or other regular daily activities, of more than three (3B) calendar days, that also involves continuing Continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by (or under the supervision of) a health care provider for chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three (3) calendar days or prenatal care as defined in the Family and Medical Leave Act and subsequent implementing regulations or amendments. D. 5. An employee on family medical leave Family Medical Leave shall not be entitled to advancement on the salary schedule or the accrual of sick leave for the period of absence; however, the employee shall continue to accrue sick leave. When an employee returns from Family Medical Leave, he/she shall receive advancement on the salary schedule as other employees receive. If an employee has worked one hundred twenty (120) days in a school year, a full year of service credit will be granted for purposes of advancing on the salary schedule for the following school year. E. 6. Once the leave is approved by the Superintendent and the Board, it may be altered or cancelled canceled with the approval of the Superintendent, the Board, and the applicant. F. Upon returning from leave, the 7. The employee may request intermittent leave or leave on a reduced schedule. The Board will restore may require the employee to the same or an equivalent positionprovide certification from a health care provider. If an The employee on family medical will make every attempt to schedule their leave decides so as not to return disrupt school operations. 8. This Article is based upon the federal legislation entitled The Family Medical Leave Act of 1993. All provisions of this legislation will be complied with according to work, then the Board will charge the employee for the amount of the insurance premiums that the Board paid for that employee’s health care coverage during his or her leave, unless there is a continuation, recurrence or onset of a serious health condition or other circumstances beyond the employee’s controllaw.

Family Medical Leave Act. Employees and An employee, who has worked for the Board shall have all rights and obligations pursuant to the Family and Medical Leave Act (FMLA). To the extent the summary of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisions, the law and regulations shall govern. An eligible full-time employee with Berkshire Hills Regional School District for at least twelve (12) months and who has performed at least twelve hundred fifty (1250) hours of service in work during the Huron City Schools year preceding the commencement of the leave, shall be granted eligible for up to twelve (12) weeks of leave during a twelve (12) month period pursuant to the maximum of a 12-week, unpaid family medical leave Family Medical Leave Act (during each 12-month periodFMLA) forfor the following purposes: 1) The birth and first-year care of a child; 2) The adoption or xxxxxx placement of a child; 3) The serious illness of a member a. Birth of the employee’s immediate family as defined in Section 14.01(B)(1) child b. Placement of this Article;a child with the employee for adoption or xxxxxx care 4) The c. When the employee is needed to care for the employee’s own parent, spouse, or child d. When the employee has a serious health condition that keeps which renders the employee from performing unable to perform the essential functions duties of his or her the employee’s job in accordance with the following specifications: A. The employee shall apply utilize all sick leave and vacation concurrently with the FMLA leave. Employees shall submit all requests for leave on an approved form with accompanying medical documentation as far in writing to advance of the Superintendent or his/her designated representative leave as possible and not later less than thirty (30) days prior to before the beginning date first day of the leave requested when such leave of absence, if leave request was is foreseeable. The written application, requiring Superintendent’s approval, shall specify the proposed dates duration of the leave is and the timing of the employee’s return to commence and terminate, with every attempt being made to select those dates least disruptive to the educational process and district operations. The Board may require the employee to provide certification from a health care provider containing verification employment shall be determined in accordance with the Family Medical Leave Act if he specific provisions of the FMLA concerning employees and the regulations enacted thereunder. The District shall continue to pay it’s portion of the employee’s group health insurance premium during the approved leave period unless the employee declines such coverage, fails to pay the employee’s portion of the premium in a timely fashion, or she requests a leave under 3 or 4 above. B. While on family medical leave, notifies the District that the employee will not return from leave. During FMLA leave time the employee shall continue to receive the same group health coverage that he or she had while employed. The Board will pay for this continued group health coverage to the same extent that the Board paid for the coverage that each employee had before beginning his or her leave. C. For purposes of FMLA, “serious health condition” means an illness, injury impairment, or physical or mental condition that involves: 1. Any period of incapacity or treatment in connection with or consequent to inpatient care accrue seniority and other benefits (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; 2. Any period of incapacity requiring absence from work, school, or other regular daily activities, of more than three (3) calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by (or under the supervision of) a health care provider for chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three (3) calendar days or prenatal care such as defined in the Family and Medical Leave Act and subsequent implementing regulations or amendments. D. An employee on family medical leave shall not be entitled to advancement on the salary schedule or scale). Nothing in this section shall prohibit the accrual of sick leave for the period of absence. E. Once the leave is approved by the Superintendent and the Board, it may be altered or cancelled with the approval of the Superintendent, the Board, and the applicant. F. Upon returning District from leave, the Board will restore requiring periodic reports from the employee with respect to the same or an equivalent position. If an employee on family medical leave decides not employee’s status and intent to return to work. In addition, then any female employee who had completed the Board will charge initial probationary period but has not met the employee for the amount requirements of the insurance premiums that FMLA shall be granted up to eight (8) weeks of maternity leave under the Board paid for that employee’s health care coverage during his or her leave, unless there is a continuation, recurrence or onset provisions of a serious health condition or other circumstances beyond the employee’s controlMassachusetts Maternity Leave Act (MMLA). Employees so covered shall be entitled to use all accrued personal and sick leave time.

Family Medical Leave Act. Employees and the Board shall have all rights and obligations pursuant In addition to the above benefits, members of the bargaining unit shall be entitled to leave as provided in the Family and & Medical Leave Act (FMLA)of 1993 and the regulations adopted by the U.S. Department of Labor. To the extent the summary For purposes of the benefits set forth in this section conflict with the FMLA statutory or regulatory provisionssection, the law and regulations shall govern. An eligible full-time employee with at least twelve (12) months of service in the Huron City Schools shall be granted the maximum of a 12-week, unpaid family medical leave (during each “12-month period) for” is defined as “the 12-month period measured forward from the date the employee’s first FMLA leave begins” (i.e. the leave year is specific to each employee). Eligible employees are entitled to 12 weeks of leave during the 12-month period beginning on the first date FMLA leave is taken. The next 12-month period would commence the first time FMLA leave is taken after completion of any previous 12-month period. A. Purpose Eligible employees may take up to 12 weeks in any 12-month period for the following qualifying reasons: 1) . The birth and first-year care of a child; 2) The adoption or xxxxxx placement of a child; 3) The serious illness of a member of the employee’s immediate child and to care for the child within one (1) year of the child’s birth; 2. The placement of a child with the employee for adoption or xxxxxx care and to care for the adopted child or xxxxxx child within one (1) year of the child’s arrival; 3. The employee is needed to care for the spouse, child or parent of the employee when that family as defined in Section 14.01(B)(1) of this Articlemember has a serious health condition; 4) . The employee’s own serious health condition that keeps the employee prevents him/her from performing the essential functions function of his or his/her job job; and 5. A qualifying military event. Employees shall be eligible for FMLA leave if they have been employed for at least 12 months and performed at least 1,250 hours of service during the 12-month period immediately preceding the leave. Employees on FMLA leave shall have their group health insurance benefits maintained as provided for in this Agreement. Failure of an employee on approved leave to make timely payments of employee required contributions will result in such coverage being discontinued. B. Usage 1. The employee shall give the Human Resources department thirty (30) days’ notice when the need for leave is foreseeable; otherwise, 2. FMLA leave may be taken intermittently in accordance with the following specifications:law. A. The employee shall apply in writing to the Superintendent or his/her designated representative not later than thirty (30) days prior to the beginning date of the requested leave of absence, if leave request was foreseeable3. The written applicationAdministration is responsible for notifying employees that it intends to designate leave, requiring Superintendent’s approvalpaid or unpaid, shall specify the proposed dates the as FMLA leave is to commence and terminate, with every attempt being made to select those dates least disruptive to the educational process and district operations. The Board may require the employee to provide certification from a health care provider containing verification in accordance with the Family Medical Leave Act if he or she requests a leave under 3 or 4 abovequalifying. B. While on family medical leave, the employee will continue 4. FMLA leave granted in military situations to receive the same group health coverage that he care for a covered service member with a serious injury or she had while employed. The Board will pay illness may be extended up to 26 weeks for this continued group health coverage to the same extent that the Board paid for the coverage that each employee had before beginning his or her leavequalifying reasons. C. For purposes of FMLA, “serious health condition” means an illness, injury impairment, or physical or mental condition Consistency with FMLA Law If changes are made to current FMLA Law that involves: 1. Any period of incapacity or treatment in connection with or consequent to inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; 2. Any period of incapacity requiring absence from work, school, or other regular daily activities, of more than three (3) calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; or 3. Continuing treatment by (or under the supervision of) a health care provider for chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three (3) calendar days or prenatal care as defined in the Family and Medical Leave Act and subsequent implementing regulations or amendments. D. An employee on family medical leave shall not be entitled to advancement on the salary schedule or the accrual of sick leave for the period of absence. E. Once the leave is approved by the Superintendent and the Board, it may be altered or cancelled conflict with the approval of provisions in this section, said changes in law shall supersede the Superintendent, the Board, and the applicantaffected provision. F. Upon returning from leave, the Board will restore the employee to the same or an equivalent position. If an employee on family medical leave decides not to return to work, then the Board will charge the employee for the amount of the insurance premiums that the Board paid for that employee’s health care coverage during his or her leave, unless there is a continuation, recurrence or onset of a serious health condition or other circumstances beyond the employee’s control.