Family Medical Leave of Absence. 1. Employees who are eligible, apply and are approved for a Family Medical Leave of Absence (FMLA) must use FMLA days concurrently with any other unused personal, sick or unpaid days available to the employee.
2. Employee is required to remit employee portion of monthly insurance premium if all paid days are exhausted during the FMLA.
Family Medical Leave of Absence. In accordance with the Family Medical Leave Act (FMLA), eligible employees are entitled to twelve (12) workweeks of unpaid leave within a rolling twelve (12)-month period. Non-contract days, such as non-duty days, shall not count toward the twelve (12) workweeks and accrued paid leave shall not be deducted.
a) FMLA Eligibility: Over the twelve (12) months prior to leave, employees must have been employed with the School District for at least twelve (12) months and worked 1,250 hours within the twelve (12)-month period preceding the leave. Any use of vacation, sick leave, or unpaid time off (non-duty days) are not be counted toward the 1,250-hour benchmark.
b) Pursuant to law, FMLA Leave shall be granted for any of the following reasons: i. The employee’s own serious health condition, as defined by the FMLA.
Family Medical Leave of Absence. In accordance with the Family Medical Leave Act (FMLA), eligible employees are entitled to twelve (12) workweeks of unpaid leave within a rolling twelve (12)-month period. Non-contract days, such as winter and spring breaks, summer, and weekends shall not count toward the twelve
Family Medical Leave of Absence. O.1 A bargaining unit member shall have the right to apply for, and be granted, family and medical leave in accordance with 29 U.S.C. §2601 et. seq.
Family Medical Leave of Absence. In accordance with the Family Medical Leave Act (FMLA), eligible health associates are entitled to twelve (12) workweeks of unpaid leave within a rolling twelve (12)-month period. Non-contract days, such as non- duty days, shall not count toward the twelve (12) workweeks and accrued paid leave shall not be deducted.
a) FMLA Eligibility: Over the twelve (12) months prior to leave, health associates must have been employed with the School District for at least twelve (12) months and worked 1,250 hours within the twelve (12)-month period preceding the leave. Any use of vacation, sick leave, or unpaid time off (non-duty days) are not be counted toward the 1,250-hour benchmark.
b) Pursuant to law, FMLA Leave shall be granted for any of the following reasons:
i. The health associate’s own serious health condition, as defined by the FMLA.
ii. The health associate’s need to care for an immediate family member (spouse, child, parent) with a serious health condition, as defined by the FMLA.
iii. The placement (adoption or xxxxxx care) or birth of a child up to one year after the child’s birth or placement.
c) FMLA Leave will run concurrently, that is at the same time, with any paid leave and any and all of the health associate’s accrued paid leave must be exhausted before the health associate transitions to an unpaid leave of absence.
d) Spouses who work for the School District shall be allowed a combined total of twelve (12) weeks unpaid FMLA leave during any twelve (12)-month period for the birth or adoption of a child, or to care for a parent’s serious health condition. However, the combined limitation does not apply to FMLA leave taken by one spouse in the School District to care for the other spouse in the School District.
Family Medical Leave of Absence. In accordance with the Family Medical Leave Act (FMLA), eligible employees are entitled to twelve (12) workweeks of unpaid leave within a rolling twelve (12)-month period. Non-contract days, such as non-duty days, shall not count toward the twelve (12) workweeks and accrued paid leave shall not be deducted.
a) FMLA Eligibility: Over the twelve (12) months prior to leave, employees must have been employed with the School District for at least twelve (12) months and worked 1,250 hours within the twelve (12)-month period preceding the leave. Any use of personal leave, sick leave, or unpaid time off (non- duty days) are not counted toward the 1,250-hour benchmark.
b) Pursuant to law, FMLA Leave shall be granted for any of the following reasons:
i. The employee’s own serious health condition, as defined by the FMLA.
ii. The employee’s need to care for an immediate family member (spouse, child, parent) with a serious health condition, as defined by the FMLA.
iii. The placement (adoption or xxxxxx care) or birth of a child up to one year after the child’s birth or placement.
c) FMLA Leave will run concurrently, that is at the same time, with any paid leave and any and all of the employee’s accrued paid leave must be exhausted before the employee transitions to an unpaid leave of absence.
d) Spouses who work for the School District shall be allowed a combined total of twelve (12) weeks unpaid FMLA leave during any twelve (12)-month period for the birth or adoption of a child, or to care for a parent’s serious health condition. However, the combined limitation does not apply to FMLA leave taken by one spouse in the School District to care for the other spouse in the School District.
Family Medical Leave of Absence. The provisions of Board of Education Policy GBBDE -- Leaves Of Absence - Family Medical Leave Act, as modified hereafter from time-to- time by the District's Board of Education in its discretion and without further negotiation with the Association, shall be applicable to the employees covered by this Agreement. Board Policy GBBDE shall be consistent with Federal and State Law.
Family Medical Leave of Absence. A family care leave of absence without pay and benefits may be granted to a faculty member for the purpose of caring for a seriously ill family member. Such leave must be at least thirty (30) days in duration and may be for a total period of up to twelve (12) months within a two-year period, unless said leave terminates during a College semester; in which case the faculty member will continue the leave until commencement of the next College semester. The duration of a family care leave may be reduced on a case-by-case basis subject to the approval of the campus president. For the purpose of this family care leave, "family member" shall mean: Spouse; Any fully dependent child under nineteen (19) years of age [or age twenty-three (23), if a full- time student], or an unmarried child of any age who is incapable of self support or physically or mentally handicapped and fully dependent on the employee; Biological, or adoptive parent or parent-in-law; grandparent or grandparent-in-law. The employee shall be required to present evidence of serious illness of a family member and the expected duration of the illness and the reason for the employee's involvement, to the satisfaction of the College. Said faculty member shall notify the College in writing of the desire to take a family care leave and, except in case of emergency, shall give notice of at least thirty (30) days prior to the date on which the family care leave is to begin. The faculty member shall include with such notification documentation verifying the need for a family care leave. A faculty member may make arrangements to pay for continuation of benefits within the guidelines of Consolidated Omnibus Budget Reconciliation Act (COBRA).
Family Medical Leave of Absence. (FMLA)
33.1 Eligible associates may apply for FMLA leave under the terms of the Company’s FMLA policy. Associates who are not eligible for FMLA leave and who have satisfactorily completed their probationary period are eligible for a leave of absence due to personal illness or injury.
33.2 Associates are required to contact the Personnel Department on the first day of absence to report the intended medical leave and expected duration. Associates must submit a completed 'Medical Leave Request Form' to the Personnel Dept. within eight (8) working days, accompanied by medical documentation substantiating the leave. Associates will be required to exhaust fifty percent (50%) of available paid leave prior to taking unpaid FMLA leave. Requests for extension of a current medical leave must be received in writing or by telephone to the Personnel Dept. no later than two (2) working days prior to the date of return to work. This request must be further supported by the request being submitted on the same medical leave request form, accompanied by medical documentation substantiating the extension. This documented extension request must be submitted as quickly as possible, and no later than eight (8) working days from the time requested.
33.3 Open jobs resulting from associates going on leave of absence for personal illness or injury may be filled by a new hire or temporary transfer of a permanent associate not to exceed thirty (30) days, or permanent transfer of a permanent associate via the established posting and bidding procedure.
33.4 Associates returning from leave of absence for personal illness or injury will be reinstated to the job held prior to going on leave provided: (1) they are previously qualified in the job classification, and (2) the Company is in receipt of written medical evidence of their ability to return to work five (5) working days prior to their return date; otherwise the provision of the Company-Union Agreement covering layoffs will apply.
33.5 Associates on medical leave of absence due to a work-related accident or illness will be paid by the Company for time lost during the initial waiting period, up to a maximum of seven (7) calendar days. Such compensation will be in the amount of the prevailing Xxxxxxx'x Compensation insurance rate and will be provided by the Company only in cases where the Company's insurance carrier is not liable for such benefits.
33.6 Company payments toward hospital/surgical or HMO coverage will continue for up to a...
Family Medical Leave of Absence. 1. An employee may be granted an unpaid leave of absence under the Family & Medical Leave Act (FMLA) by meeting the eligibility requirements and requesting and supplying the required documentation to the Company within the required time periods as stated by the Act.
2. FMLA is an unpaid leave of absence. The employee may elect to use PTO during a FMLA leave. If the FMLA leave is concurrent with disability leave, the employee may receive disability payments.
3. PTO does not accrue during a FMLA leave of absence including if the employee is receiving PTO or disability payments – the employee is considered on leave of absence and not active. PTO cannot be cashed out during FMLA leave.
4. FMLA is 12 weeks of leave within a rolling 12 month period for purposes defined by the Act. Any time exceeding this 12-week period must be approved as a personal leave of absence.
5. Continuation of benefits for employees on leave of absence shall be in accordance with the terms and conditions set forth in Benefit Plan documents. COBRA will be offered when required by law.
6. Occupational and non-occupational disabilities will run concurrent with FMLA.
7. Employees approved for intermittent FMLA shall notify their supervisor prior to the leave or as soon as possible. Such FMLA time must be recorded on timesheets.
