Common use of Family, Pregnancy, and Medical Clause in Contracts

Family, Pregnancy, and Medical. Employees may request a leave of absence under the provisions of the Federal Family and Medical Leave Act of 1993 or the California Family Rights Act as amended in 1993, provided they meet all of the criteria required by these Acts. In all cases, the employee should make a reasonable effort to provide the Employer with not less than 30 days notice of the intent and reason for the leave. The Employer shall have the right to request that the Employee obtain medical opinions and certifications supporting the leave request. In all cases of leave under the provisions of the Family and Medical Leave Act of 1993 or the California Family Rights Act as amended in 1993, the employee shall be returned to their former or an equivalent position upon return from the leave. The Employer reserves the right to require that employees utilize available PTO benefit time in substitution for any part of the 12 week period required by the Act. Medical benefits for employees on Family and Medical Leave will continue to be provided by the Employer on the same basis as when the employee was actively at work. If the employee is normally responsible for a portion of the health insurance premium, the employee must continue to make such payments to maintain coverage. Where the employee has been on a leave because of personal illness or injury, the Employer reserves the right to require the employee to submit to a physical examination and/or provide an Employer’s Unrestricted Return to Work Clearance Form completed and signed by a physician prior to returning to work. An employee who does not return to work on the first shift scheduled after a Family and Medical Leave will be considered to have voluntarily resigned from employment. The sole exception will be if the employee is prevented from returning to work due to expired licenses, certifications or accreditations, in which case the employee shall have thirty (30) days from the date of the leave expiration to restore any required license, certification or accreditation. The Employer retains the right to terminate any employee who fails to restore the required license, certification, or accreditation within the thirty (30) day period immediately following expiration of such license, certification, or accreditation. The maximum length of leave under this Section 13.2 shall be six (6) months and such maximum leave length shall be extended only at the sole discretion of the Employer.

Family, Pregnancy, and Medical. A. Employees may request a leave of absence under the provisions of the Federal Family and Medical Leave Act of 1993 or the California Family Rights Act as amended in 1993, provided they meet all of the criteria required by these Acts. In all cases, the employee should make a reasonable effort to provide the Employer with not less than 30 days days’ notice of the intent and reason for the leave. The Employer shall have the right to request that the Employee obtain medical opinions and certifications supporting the leave request. . B. In all cases of leave under the provisions of the Family and Medical Leave Act of 1993 or the California Family Rights Act as amended in 1993, the employee shall be returned to their former or an equivalent position upon return from the leave. The Employer reserves the right to require that employees utilize available PTO benefit time in substitution for any part of the 12 week period required by the Act. Medical benefits for employees on Family and Medical Leave will continue to be provided by the Employer on the same basis as when the employee was actively at work. If the employee is normally responsible for a portion of the health insurance premium, the employee must continue to make such payments to maintain coverage. . C. Where the employee has been on a leave because of personal illness or injury, the Employer reserves the right to require the employee to submit to a physical examination and/or provide an Employer’s Unrestricted Return to Work Clearance Form completed and signed by a physician prior to returning to work. . D. An employee who does not return to work on the first shift scheduled after a Family and Medical Leave leave will be considered to have voluntarily resigned from employment. The sole exception will be if the employee is prevented from returning to work due to expired licenses, certifications or accreditations, in which case the employee shall have thirty (30) days from the date of the leave expiration to restore any required license, certification or accreditation. The Employer retains the right to terminate any employee who fails to restore the required license, certification, or accreditation within the thirty (30) day period immediately following expiration of such license, certification, or accreditation. . E. The maximum length of leave under this Section 13.2 shall be six (6) months and such maximum leave length shall be extended only at the sole discretion of the Employer.

Family, Pregnancy, and Medical. (Leave) “Employees may request a leave of absence under the provisions of the Federal Family and Medical Leave Act of 1993 or the California Family Rights Act as amended in 1993, provided they meet all of the criteria required by these Acts. In all cases, the employee should make a reasonable effort to provide the Employer with not less than 30 days notice of the intent and reason for the leave. The Employer shall have the right to request that the Employee obtain medical opinions and certifications supporting the leave request. In all cases of leave under the provisions of the Family and Medical Leave Act of 1993 or the California Family Rights Act as amended in 1993, the employee shall be returned to their former or an equivalent position upon return from the leave. The Employer reserves the right to require that employees utilize available PTO benefit time in substitution for any part of the 12 week period required by the Act. Medical benefits for employees on Family and Medical Leave will continue to be provided by the Employer on the same basis as when the employee was actively at work. If the employee is normally responsible for a portion of the health insurance premium, the employee must continue to make such payments to maintain coverage. Where the employee has been on a leave because of personal illness or injury, the Employer reserves the right to require the employee to submit to a physical examination and/or provide an Employer’s Unrestricted Return to Work Clearance Form completed and signed by a physician prior to returning to work. An employee who does not return to work on the first shift scheduled after a Family and Medical Leave will be considered to have voluntarily resigned from employment. The sole exception will be if the employee is prevented from returning to work due to expired licenses, certifications or accreditations, in which case the employee shall have thirty (30) days from the date of the leave expiration to restore any required license, certification or accreditation. The Employer retains the right to terminate any employee who fails to restore the required license, certification, or accreditation within the thirty (30) day period immediately following expiration of such license, certification, or accreditation. The maximum length of leave under this Section 13.2 shall be six (6) months and such maximum leave length shall be extended only at the sole discretion of the Employer.”

Family, Pregnancy, and Medical. Employees may request a leave of absence under the provisions of the Federal Family and Medical Leave Act of 1993 or the California Family Rights Act as amended in 1993, provided they meet all of the criteria required by these Acts. In all cases, the employee should make a reasonable effort to provide the Employer with not less than 30 days days’ notice of the intent and reason for the leave. The Employer shall have the right to request that the Employee obtain medical opinions and certifications supporting the leave request. In all cases of leave under the provisions of the Family and Medical Leave Act of 1993 or the California Family Rights Act as amended in 1993, the employee shall be returned to their former or an equivalent position upon return from the leave. The Employer reserves the right Employees may elect to require that employees utilize available PTO benefit use accrued paid time in substitution for any part of the 12 week period required by the Actoff (“PTO”) while on approved family and medical leave. Medical benefits for employees on Family and Medical Leave will continue to be provided by the Employer on the same basis as when the employee was actively at work. If work provided that if the employee is normally responsible for a portion of the health insurance premium, the . The employee must continue to make such payments to maintain coverage. Where the employee has been on a leave because of personal illness or injury, the Employer reserves the right to require the employee to submit to a physical examination and/or provide an Employer’s Unrestricted Return to Work Clearance Form completed and signed by a physician prior to returning to work. An employee who does not return to work on the first shift scheduled after a Family and Medical Leave leave will be considered to have voluntarily resigned from employment. The sole exception will be if the employee is prevented from returning to work due to expired licenses, certifications or accreditations, in which case the employee shall have thirty (30) sixty days from the date of the leave expiration to restore any required license, certification or accreditation. The Employer retains the right to terminate progressive discipline any employee who fails to restore the required license, certification, certification or accreditation within the thirty (30sixty-(60) day period immediately following expiration of such license, certification, certification or accreditation. The maximum length of leave under this Section 13.2 shall be six (6) months and such maximum leave length shall be extended only at the sole discretion of the Employer.

Family, Pregnancy, and Medical. Employees may request a leave of absence under the provisions of the Federal Family and Medical Leave Act of 1993 or the California Family Rights Act as amended in 1993, provided they meet all of the criteria required by these Acts. In all cases, the employee should make a reasonable effort to provide the Employer with not less than 30 days days’ notice of the intent and reason for the leave. The Employer shall have the right to request that the Employee obtain medical opinions and certifications supporting the leave request. In all cases of leave under the provisions of the Family and Medical Leave Act of 1993 or the California Family Rights Act as amended in 1993, the employee shall be returned to their former or an equivalent position upon return from the leave. The Employer reserves may require employees to use accrued paid time off (“PTO”) while on approved family and medical leave. However, intermittent medical leave, including partial day absences, will be charged to the right to require that employees utilize employee’s available PTO. Once an employee’s PTO benefit time in substitution for is exhausted, the remainder of any part of the 12 week period required by the Actfamily or medical leave will be unpaid. Medical benefits for employees on Family and Medical Leave will continue to be provided by the Employer on the same basis as when the employee was actively at work. If work provided that if the employee is normally responsible for a portion of the health insurance premium, the employee must continue to make such payments to maintain coverage. Where the employee has been on a leave because of personal illness or injury, the Employer reserves the right to require the employee to submit to a physical examination and/or provide an Employer’s Unrestricted Return to Work Clearance Form completed and signed by a physician physician, prior to returning to work. An employee who does not return to work on the first shift scheduled after a Family and Medical Leave leave will be considered to have voluntarily resigned from employment. The sole exception will be if the employee is prevented from returning to work due to expired licenses, certifications or accreditations, in which case the employee shall have sixty (60) thirty (30) calendar days from the date of the leave expiration to restore any required license, certification or accreditation. The Employer retains the right to terminate any employee who fails to restore the required license, certification, certification or accreditation within the sixty (60) thirty (30) calendar day period immediately following expiration of such license, certification, certification or accreditation. The maximum length of leave under this Section 13.2 shall be six (6) months and such maximum leave length shall be extended only at the sole discretion of the Employer.