Family Medical Leaves. Definition of 12-Month Period. Under the dual provisions of the FMLA and CFRA, bargaining unit employees are entitled to a maximum of twelve (12) workweeks of unpaid leave for a qualifying reason in any twelve (12) month period. The twelve-month period shall be defined as any 12-month period commencing on the first date that FMLA/CFRA leave is taken and counting backward from that date.
Family Medical Leaves. The University will abide by State and Federal statutes concerning family/medical leave, providing job-protected leave to employees for certain family and medical reasons. In cases where leave qualifies both under State and Federal family medical leave, the University will designate leave under the law that is most advantageous to the employee. Use of leave will run concurrently and will count towards both entitlements. During the leave of absence, the faculty member must use accrued paid sick leave and, at the faculty member’s option, may retain a minimum balance of 40 hours of sick leave before taking unpaid leave. The University shall maintain benefits and access to the Employee Assistance Program (EAP) during the leave. Upon termination of the leave, the faculty member shall be restored to the former position or an equivalent available and suitable position without loss of salary level, years in rank, retirement service credits, or any other benefit or right that had been earned at the time the leave of absence commenced, but reduced by any paid leave the faculty member used during the leave of absence.
Family Medical Leaves. A. Maternity, Paternity, and Family Care Leave shall be granted for up to 12 weeks in accordance with the California Family Rights Act of 1991 and the Family Medical Leave Act of 1993 and interpreted regulations for those respective statutes.
Family Medical Leaves. Oregon Tech will abide by applicable state and federal laws or guidance concerning family/medical leave, providing job-protected leave to employees for certain family and medical reasons. In cases where leave qualifies both under state and federal family medical leave, Oregon Tech shall designate leave under the law that is most advantageous to the bargaining unit member. During the leave of absence, the bargaining unit member must use accrued paid sick leave and, at the bargaining unit member’s option, may retain a minimum balance of forty
Family Medical Leaves. The Company will provide family medical leaves as required in the Family Medical Leave Act. All leaves set forth in Sections 14.3(b), (e), (f), and
Family Medical Leaves. Family Leave shall be granted in accordance with the California Family Rights Act (CFRA) of 1991 and the Family and Medical Leave Act (FMLA) of 1993, and any modified provisions and interpreted regulations for those respective statutes. For information concerning FMLA or CFRA, contact the Human Resources Department. Maternity, Paternity and Family Medical Care Leave of up to 12 weeks shall be granted in accordance with FMLA and CFRA statutes. Employees may utilize up to six weeks of accrued sick leave for leave of absences for care of family members that fall under the provisions of the FMLA and CFRA. This sick leave shall be used prior to the unpaid provisions of FMLA or CFRA. Both paid and unpaid time during an approved FMLA/CFRA leave of absence shall run concurrently with FMLA/CFRA leave.. Employees are required to use up to 80 hours per pay period of all eligible leave accruals, or the number of hours for full integration if integrating with disability programs, up to 80 hours per pay period. Employees are not permitted to take time off without pay if eligible leave accruals are available. Eligible leave accruals include, but are not limited to, vacation and compensatory time for any purpose, and sick leave accruals if used for qualified medical, bereavement, or personal reasons as defined in this Article.
Family Medical Leaves. A. Family Leave shall be granted in accordance with the California Family Rights Act (CFRA) of 1991 and the Family and Medical Leave Act (FMLA) of 1993, and any modified provisions and interpreted regulations for those respective statutes. For information concerning FMLA or CFRA, contact the Human Resources Department.
Family Medical Leaves. The University will abide by State and Federal statutes concerning family/medical leave, providing job-protected leave to employees for certain family and medical reasons. In cases where leave qualifies both under State and Federal family medical leave, the University will designate leave under the law that is most advantageous to the employee. Use of leave will run concurrently and will count towards both entitlements. During the leave of absence, the faculty member must use accrued paid sick leave and, at the faculty member’s option, may retain a minimum balance of 40 hours of sick leave before taking unpaid leave. The University shall maintain benefits and access to the Employee Assistance Program (EAP) during the leave. Upon termination of the leave, the faculty member shall be restored to the former position or an equivalent available and suitable position without loss of salary level, years in rank, retirement service credits, or any other benefit or right that had been earned at the time the leave of absence commenced, but reduced by any paid leave the faculty member used during the leave of absence. Section J, Sabbatical Leaves. As noted in the Faculty Constitution and Bylaws, sabbatical leaves are a privilege extended by the University for the purpose of strengthening the academic programs of the University while also strengthening the professional preparation of the individual faculty member in scholarship, creative activity, and teaching. OUS prohibits sabbatical leaves for instructors. While OUS allows for either one-, two-, or three-term sabbaticals, the University believes the longer term sabbaticals better serve institutional needs; thus, the University encourages its faculty to take longer sabbaticals whenever possible. In exceptional circumstances, the institution may extend sabbatical privileges over two or three academic years to accommodate special departmental needs. In such an eventuality, the faculty member will be eligible for a sabbatical seven (7) years from the initial sabbatical year. The salary rate for a sabbatical taken during two different academic years will be computed on the salary base in the first year of the sabbatical. In the OUS Financial Rules, travel funds while on leave are limited to extraordinary circumstances. To comply with the intent of this rule, funding for travel during sabbatical must be approved when the initial application is approved. Travel not identified during that approval process will not be consi...
Family Medical Leaves. 5 i) Family Medical Leave Act (FMLA). As provided for in the FMLA, an 6 eligible employee may take up to 12 weeks of paid or unpaid leave in a single 12 month period for 7 the employee’s own qualifying serious health condition that makes the employee unable to perform 8 their job, to care for the employee’s spouse, child, or parent who has a qualifying serious health 9 condition, to bond with a newborn child, adoption or xxxxxx care placement (leave must be taken 10 within one year of the child’s birth or placement), or for qualifying exigencies related to the foreign 11 deployment of a military member who is the employee’s spouse, child or parent. An eligible 12 employee who is a covered service member’s spouse, child, parent, or next of kin may take up to 26 13 weeks of paid or unpaid FMLA leave in a single 12 month period to care for the service member with 14 a serious injury or illness.
Family Medical Leaves. Most full-time (and potentially some part-time) employees are eligible to take leaves of absence pursuant to the Family and Medical Leave Act of 1993 (FMLA). The FMLA and the associated regulations allow eligible employees to take unpaid leaves for certain health and family related reasons for up to twelve (12) work weeks in a twelve (12) month period, and for certain military-related reasons for up to twenty-six (26) work weeks in a twelve (12) month period, without loss of employer-paid health insurance. The employer will publish FMLA guidelines to assist employees in accessing and understanding these benefits and rights. Eligible employees taking FMLA Leave for health related reasons will use accumulated sick leave during the FMLA Leave.
