FLA leave Sample Clauses

FLA leave i. The employee has worked for the county for a total of 12 months, and ii. The employee has worked a minimum of 1000 hours in the past 12 months.
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FLA leave. An employee is entitled to a total of 12 work weeks of unpaid leave during a rolling 24 month period measured forward, for any of the following reasons: i. birth, adoption or placement for xxxxxx care of a child. ii. to care for an immediate family member (spouse, parent or child) with a serious health condition.
Sample 1
FLA leave. An employee is entitled to a total of 12 work weeks of unpaid leave during a 24 month period measured forward from the commencement of the FLA leave, for any of the following reasons: (i) birth, adoption or placement for xxxxxx care of a child (ii) to care for an immediate family member (spouse, parent or child) with a serious health condition NOTE: Because of the interaction of the FMLA and FLA there are some situations in which the length of leave entitlement will be more than 12 weeks. Also, leave for the birth, adoption or placement of a well child must be commenced within one year of the date of birth, adoption or placement and may be spread over a maximum period of 24 months. Consult Human Resources for specific leave determination.
Sample 1
FLA leave. An employee is entitled to a total of 12 work weeks of unpaid leave during a 24 month period measured forward from the commencement of the FLA leave, for any of the following reasons: (i) birth, adoption or placement for xxxxxx care of a child (ii) to care for an immediate family member (spouse, parent or child) with a serious health condition NOTE: Because of the interaction of the FMLA and FLA there are some situations in which the length of leave entitlement will be more than 12 weeks. Also, leave for the birth, adoption or placement of a well child must be commenced within one year of the date of birth, adoption or placement and may be spread over a maximum period of 24 months. Consult Human Resources for specific leave determination. c. Intermittent and Reduced Leave (i) Intermittent and reduced leave are available under both the FMLA and FLA. (ii) For FMLA/FLA leave taken for the birth or placement of a child, use of reduced or intermittent leave requires the consent of the county unless a serious or chronic serious health condition is involved.
Sample 1
FLA leave. An employee is entitled to a total of 12 work weeks of unpaid leave during a rolling 24 month period required to share leave time. measured forward, for any of the following reasons: 7. Paid or Unpaid/Relation to Other Leave Provisions. of a child. i. birth, adoption or placement for xxxxxx care ii. to care for an immediate family member a. The County will designate all qualifying absences, as FMLA/FLA leave. The leave will run concurrent with absences including, but not limited to Workers’ Compensation, State (spouse, parent or child) with a serious health condition. NOTE: Because of the interaction of the FMLA and FLA there are some situations in which the length of leave entitlement will differ. Also, leave for the birth, adoption or placement of a well child must be commenced within one year of the date of birth, adoption or placement and may be spread over a maximum period of 24 months. Consult Human Resources for specific leave determination.
Sample 1

Related to FLA leave

  • FMLA Leave The Board agrees to comply with the Family and Medical Leave Act and agrees that any policy adopted to implement the FMLA shall in no way reduce or adversely impact any other provision of this Agreement.

  • Xxxx Leave For laid off employees, sick leave accruals shall remain on the books and be reinstated if such employees are reappointed. Whenever a person becomes ineligible for reemployment, and such person has not been re-employed, then, if at the point of layoff such person was eligible to receive a sick leave accrual payoff, such person shall be paid for existing sick leave accruals in accordance with Section 1408 of this Agreement.

  • Casual Leave Employees may be granted casual leave with pay to a maximum of two (2) hours for the following purposes:

  • Maternity Leave (i) The Employee who intends to take maternity leave shall provide their Manager/Chair and Human Resources at least six (6) weeks' notice in writing of the expected date of delivery of the child, specifying the proposed duration of leave. (ii) The maternity leave may commence up to twelve (12) weeks immediately before the estimated date of delivery. (iii) An Employee taking maternity leave shall be eligible to receive benefits in accordance with the University’s Supplementary Unemployment Benefit (SUB) Plan. The SUB Plan supplements Employment Insurance (EI) benefits during the maternity leave. (iv) The parties acknowledge that subject to the requirements of Employment and Social Development Canada, the Supplemental Employment Insurance Benefit Plan (“SUB” plan) shall remain in effect for the duration of this Agreement. (v) In order to be eligible to receive benefits under the University’s SUB Plan, an Employee must: - be eligible for a maternity leave in accordance with statement in 23.1 above; - commence maternity leave prior to or on the date of delivery; - apply for and be eligible for Employment Insurance benefits. (vi) The period of eligibility for the SUB Plan is seventeen (17) weeks. a. The SUB Plan provides: - ninety-five (95) percent of the Employee’s regular salary during the waiting period; and - the calculation will be based on an Employee taking a twelve (12) month leave. b. Changes made to the maternity leave program by Service Canada will be reflected in the University’s Maternity Leave Policy. c. The total amount of the SUB plan payments will be divided evenly over the pay periods during the 17 week period. (vii) An Employee who commences maternity leave may continue all benefits they are enrolled in prior to the leave subject to the provisions of the Carrier during her maternity leave. The payment of benefit premiums shall be shared between the Board and Employee as per Article 27.1(c), Article 27.1(d), and Article 27.1(e). (viii) An Employee granted leave without pay for maternity reasons pursuant to the statement in 23.1 shall be returned to the Employee’s former position or be placed in a comparable position for which the Employee is qualified provided that the Employee indicates intention to return to work by notifying the University four (4) weeks before the intended date of return. (ix) Service with the University continues to accrue for the duration of the maternity leave, up to a maximum of one (1) year, for the purposes of vacation entitlement and Employee award only. Employees do not accrue actual vacation hours while on maternity leave from the University.

  • Xxxxx’s leave 22.2.1 In normal circumstances an employee is not entitled to take carer's leave where another person has taken simultaneous leave to care for the same person. 22.2.2 The employee must, if required by the Employer, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another. 22.2.3 The employee must where practicable, give the Employer notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the employee, the reason for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee must notify the Employer by telephone of such absence at the first opportunity on the day of the absence. 22.2.4 The same considerations in quantum of carer’s leave applicable to part time Employees may be extended to eligible casuals but on an unpaid basis

  • Donor Leave An employee shall be granted the necessary leave of absence with pay for the purpose of donating bone marrow or an organ.

  • Carer’s Leave An employee may use up to 10 days accrued sick days as carers leave to tend to the care for members of the employee’s immediate household. The leave will be subject to the employee providing reasonable proof of the need for the use of xxxxx’s leave. In circumstances where the employee has exhausted all of the paid leave, a further 2 days unpaid leave may be taken.

  • BEREAVEMENT/TANGIHANGA LEAVE 18.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 18.2 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 18.1 above. This provision will not apply if the employee is on leave without pay. 18.3 In granting time off and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • Legal Leave 1The University shall grant leave of absence with pay to a member of faculty who is called to serve as a juror or a witness in a court of law in a matter in which he/she is not a party or an accused.

  • Health Leave Any regular employee of the District may, at the discretion of the Board, be granted a leave of absence without pay for reasons of health, such leave to be specified for a period of not more than one year. Such leave may be extended in case of serious health conditions.

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