Family Medical Leave (FML i) Family Medical Leave will be granted in accordance with the Employment Standards Xxx 0000.
ii) Eligibility for FML is dependent upon the issuance of a medical certificate by a qualified health practitioner and shall be provided to the Employer. The cost of the medical certificate shall be at the nurse’s expense.
iii) A nurse is entitled to up to eight weeks leave in a 26-week period.
iv) The employer shall pay the one (1) week waiting period for E.I. Compassionate Care Benefits at seventy-five percent (75%) of the nurse’s current rate. Current rate is defined as the hourly rate being paid at the time the leave begins.
v) Six (6) weeks of FML may be paid by E.I. The Employer will top up to a maximum of seven (7) weeks of E.I. Benefits to seventy-five percent (75%) of the nurse’s current rate.
vi) During such leave, the nurse continues to participate in all benefit plans unless they elect in writing not to do so. A nurse who contributes to the benefits premium costs, shall provide the Employer with post-dated cheques, prior to commencement of the leave.
vii) Seniority and service continues to accrue during the leave.
viii) Vacation days continue to accumulate while on the leave. Upon return to work, a nurse shall take vacation time off in accordance with policy VI-340 and procedure VI-340 (a).
ix) When the leave ends, the nurse shall be reinstated to the position the nurse most recently held with the employer, if it still exists, or to a comparable position, if it does not, unless the nurse’s employment is ended for reasons solely unrelated to the leave.
x) A nurse, who is on probation at the start of a leave, shall complete the probationary period after returning to work.
Family Medical Leave (FML. Personnel covered under the provisions of the Family and Medical Leave Act will be afforded leave in accordance with the Act. An employee must first use his/her paid annual leave, personal leave, and sick leave for the purposes of family and/or medical leave prior to using his/her unpaid leave. However, in no event shall FML exceed an aggregate of twelve (12) weeks in any twelve (12)-month period.
Family Medical Leave (FML. Upon request, the University will provide Family Medical Leave for all employees covered by this Agreement on the same basis as the program is provided for all other University employees, except as otherwise provided for in this Section.
Family Medical Leave (FML. Employees of the District are entitled to family medical leave to the same extent and subject to the same terms and conditions as set forth in the Family Medical Leave Act of 1993 and the regulations implementing the Act. No provision of the Act is diminished by the inclusion of this provision in this contract nor are the pre- existing family or medical leave provisions of this contract diminished by the inclusion of this provision in this contract.
Family Medical Leave (FML a) FML qualifying event(s) will be administered in accordance with the provisions of that law.
b) Parental bonding as permitted under the FMLA will be used within a 12-week period either as block time or intermittent time as pre-scheduled by the eligible employee.
c) Any request for a deviation to FML qualifying events based upon unusual or special circumstances will be discussed on a case-by-case basis and any granted deviation will be at the discretion of the Director of HR Services or his designee. Reasonable documentation from the employee for confirmation purposes may be required in considering such deviations.
d) Employees who are certified under the FMLA for doctor visits need only notify their immediate supervisor and call the FMLA office in advance on the day of any such visit.
Family Medical Leave (FML a) FML qualifying event(s) will be administered in accordance with the provisions of that law.
b) Parental bonding as permitted under the FMLA will be used within a 12-week period either as block time or intermittent time as pre-scheduled by the eligible employee.
c) Any request for a deviation to FML qualifying events based upon unusual or special circumstances will be discussed on a case-by-case basis and any granted deviation will be at the discretion of the Director of HR Services or his designee. Reasonable documentation from the employee for confirmation purposes may be required in considering such deviations.
d) Employees who are certified under the FMLA for doctor visits need only notify their immediate supervisor and call the FMLA office in advance on the day of any such visit.
e) FML qualifying events will be administered in accordance with the provision of the law. FMLA will be appropriately designated to run concurrent with other forms of qualifying leave. The concurrent designation may be retroactively waived, in whole or in part, by the Medical Department to permit an employee to provide FMLA qualifying care for a family member.
Family Medical Leave (FML. 1. The purpose of this section is to align with existing state laws for Family and Medical Leave. With the exception of the eight hundred twenty (820) hours threshold for FML eligibility referenced below, nothing in this section creates an entitlement outside of those outlined in law. Employees may qualify for up to twelve (12) work weeks in a twelve (12) month period of job-protected leave for certain family and medical reasons. Employees whose situation qualifies for FML will be required to substitute accrued illness, injury and emergency leave as part of FML. To be eligible for FML, an employee must be in their first year of employment with the District, or have worked for eight hundred twenty (820) hours over the previous contract year. Leave may be taken for any of the following reasons:
a. For a serious health condition, defined as an illness, injury, impairment of physical or mental condition that involves inpatient care, or continuing treatment by a health care provider, as defined by law;
b. To care for and/or bond with a newborn within the first twelve (12) months of the xxxxx’s birth; or to care for or bond with an adopted child under the age of eighteen (18) at the time of placement with the staff member and within the first twelve (12) months of the child’s placement; or to care for or bond with a newly-placed xxxxxx child under the age of eighteen (18) within the first twelve (12) months of the child’s placement; To care for a spouse, domestic partner, parent, or child of the staff member, or other family member(s) as defined by FML, who has a serious health condition;
c. If both parents of a newborn or newly-adopted child or newly placed xxxxxx child are employed by the school district, they shall be entitled to a combined total of twelve (12) work weeks of FML for bonding time.
d. Eligible employees are entitled to take up to twenty-six (26) work weeks in a twelve (12) month period in certain military and service member-related circumstances.
Family Medical Leave (FML. All eligible employees will be entitled to exercise leave rights under the applicable provisions of the California Family Rights Act of 1991, as amended, and the Family and Medical Leave Act (FMLA) of 1993. Where there are differences between the State and Federal acts, the more generous requirements of the two have been extended to Authority employees. For further information, please refer to the Authority’s Family Medical Leave Policy. If any provisions of this policy are inconsistent with the State and Federal acts and their enabling regulations, the acts and regulations shall supersede this policy. Employees with more than one (1) year of continuous service with the Authority, who have worked at least twelve hundred and fifty (1,250) hours during the previous year, may take up to twelve (12) work weeks of leave in a twelve (12) month backward rolling year due to:
1. The birth of a child or the placement of a child for adoption or xxxxxx care.
2. A need for the employee to care for a family member (child, spouse, or parent) with a serious health condition.
3. The employee's own serious health condition making the employee unable to do their job. Entitlement to leave for the birth or placement of a child for adoption or xxxxxx care expires twelve (12) months after the birth or placement. A leave granted under this provision will normally be LWP except that an employee must exhaust accrued PTO, FSL, or other accrued time off prior to LWP. At the request of an employee in accordance with Section 5.8H, Leave Without Pay, an employee may retain and not use accrued FSL in connection with a leave for the care of a new‐born, adopted, or xxxxxx care child or to care for a family member with a serious health condition. The employee shall cooperate with the Authority in scheduling their date to return to work, and, whenever possible, shall give the Authority at least thirty (30) days of advance notice of availability. An employee who returns to work at the end of FML of twelve (12) weeks or less or a PDL of absence of four (4) months or less will be returned to their former position. Where the leave was for the treatment of a serious health condition of the employee, the Authority may require the employee to provide medical verification of fitness for duty. An employee who returns to work at the end of FML of twelve (12) weeks or less or PDL of four (4) months or less will be returned to their former position. Otherwise, an employee who returns to work at the end ...
Family Medical Leave (FML. The parties agree the employer shall provide Family and Medical Leave in accordance with the Employer's policy which shall comply with Federal Law for FMLA. The Employer agrees to provide each bargaining unit member with a copy of the county's FMLA policy within thirty (30) days of execution of this Agreement.
Family Medical Leave (FML. 15.12.01 Under the provisions of the Family Medical Leave Act (FMLA), eligible faculty are entitled to up to a total of twelve (12) weeks of unpaid leave in any twelve (12) month period for any of the following:
15.12.01.01 Parental leave to care for a newborn or newly placed adopted or xxxxxx child. 15.12.01.02 Personal medical leave if, due to the faculty member's own serious health condition, the faculty member is unable to perform the functions of his/her position.
