FMLA and ADA Sample Clauses

FMLA and ADA. ‌ The City and the Union understand the responsibility of both parties to work within the requirements of FMLA and ADA and both parties agree to work together to comply with both of the Acts. Where an employee’s or family member’s injury or illness qualifies as a serious health condition under the Family and Medical Leave Act (FMLA), employees are required to use accrued sick leave time concurrently with FMLA. An employee may elect to substitute accrued PC or vacation leave which shall run concurrently with FMLA. Employees will be responsible for obtaining the necessary paperwork.
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FMLA and ADA. The City and the Union under- stand the responsibility of both parties to work within the require- ments of FMLA and ADA, and both parties agree to work together to comply with both of the Acts. Covered employees are not re- quired to exhaust paid leave in order to be eligible for FMLA leave.
Sample 1Sample 2
FMLA and ADA. The City and the Union understand the responsibility of both parties to work within the requirements of FMLA and ADA, and both parties agree to work together to comply with both of the Acts. Effective January 1, 2015 qualifying FMLA events will run concurrent with leave time, as permitted by FMLA. Employees will be responsible for obtaining the necessary FMLA paperwork.
Sample 1
FMLA and ADA. All rights and responsibilities granted under this contract are not meant to conflict with the rights and responsibilities granted under the Family Medical Leave Act (“FMLA”). In fact, whenever an employee uses any leave granted under this contract for purposes defined under the FMLA, that employee will be required to use FMLA concurrently with that leave up to the number of weeks per year granted under the Act (the employee must use available Vacation Leave and Compensatory Time [per Department Policy] and may use Annual Leave before utilizing unpaid leave time under FMLA). FMLA will apply to the first 12 weeks of a Workers’ Compensation Leave. Employees who exhaust FMLA may request and may be granted additional leave as provided for in this Article. In addition, the Employer supports the lawful implementation of the Americans With Disabilities Act (“ADA”) and the Michigan Persons with Disabilities Civil Rights Act.
Sample 1
FMLA and ADA. All rights and responsibilities granted under this contract are not meant to conflict with the rights and responsibilities granted under the Family Medical Leave Act (“FMLA”). In fact, whenever an employee uses any leave granted under this contract for purposes defined under the FMLA, that employee will be required to use FMLA concurrently with that leave up to the number of weeks per year granted under the Act (the employee must utilize paid time consistent with the City’s FMLA and non-FMLA leave policy and Compensatory Time [per Department Policy] and may use additional available leave before utilizing unpaid leave time under FMLA). FMLA will apply to the first 12 weeks of a Workers’ Compensation Leave. Employees who exhaust FMLA may request and may be granted additional leave as provided for in this Article. In addition, the Employer supports the lawful implementation of the Americans With Disabilities Act (“ADA”) and the Michigan Persons with Disabilities Civil Rights Act.
Sample 1
FMLA and ADA. The City and the Union understand the responsibility of both parties to work within the requirements of FMLA and ADA and both parties agree to work together to comply with both of the Acts. Covered employees are not required to exhaust paid leave in order to be eligible for FMLA leave.
Sample 1

Related to FMLA and ADA

  • General Requirements and Administration 2.1 The DEVELOPER agrees that the Property shall be developed and used only in accordance with and subject to the terms and conditions of this Agreement.

  • Promotion and Admission (1) Each Contracting Party shall, in its State territory, promote as far as possible investments by investors of the other Contracting Party and admit such investments in accordance with its national laws and regulations.

  • Maternity and Adoption Leave 1. The employer pays salary for three (3) months on the basis of the average salary for the six (6) previous months.

  • Management and Administration Except as otherwise provided herein, this Agreement shall be managed and administered by the Parties, Members, and State Consumer Advocates through the Members Committee and the Reliability Committee as a Standing Committee thereof, except as delegated to the Office of the Interconnection and except that only the PJM Board shall have the authority to approve and authorize the filing of amendments to this Agreement with the FERC. Issued By: Xxxxx Xxxxxx Effective: October 1, 2003 Vice President, Governmental Policy Issued On: July 31, 2003 PJM Interconnection, L.L.C. Second Revised Sheet No. 11 First Revised Rate Schedule FERC No. 32 Superseding First Revised Sheet No. 11 [Sheet Nos. 11 through 14A are reserved for future use.] Issued By: Xxxxx Xxxxxx Effective: October 1, 2003 Vice President, Governmental Policy Issued On: July 31, 2003 PJM Interconnection, L.L.C. Second Revised Sheet No. 15 First Revised Rate Schedule FERC No. 32 Superseding First Revised Sheet No. 15

  • Minor and Administrative Errors A Competent Authority shall notify the Competent Authority of the other Party when the first-mentioned Competent Authority has reason to believe that administrative errors or other minor errors may have led to incorrect or incomplete information reporting or resulted in other infringements of this Agreement. The Competent Authority of such other Party shall apply its domestic law (including applicable penalties) to obtain corrected and/or complete information or to resolve other infringements of this Agreement.

  • Birth Father and Adoptive Parent An employee who is the birth father, the adoptive father or the adoptive mother shall be entitled to up to thirty-seven (37) consecutive weeks of parental leave without pay. The employee shall take the leave within fifty-two (52) weeks of the child's birth or date the child comes within the care and custody of the employee.

  • Pregnancy, Parental and Adoption Leave The Board provides pregnancy, parental and adoption leave for employees for such period before and after delivery or adoption of a child as will serve the interest of the students, the Board and the employee concerned, and in conformity with the requirements of the Employment Standards Act. Pregnancy is regarded as a normal health condition and not as sickness. No distinction is made between illness resulting from pregnancy and other types of illness for the purpose of sick leave coverage.

  • Parental and Adoption Leave Shall refer to the following leaves which include female biological parents, male biological parents, male adoptive parents and female adoptive parents:

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Family and Medical Leave Act (FMLA a. Pursuant to the Family and Medical Leave Act (FMLA, as amended, an employee with more than one (1) year of experience, and who works at least 1250 hours per year, shall be entitled to an unpaid leave of absence, of up to twelve (12) weeks, during a twelve (12) month period, for one or more of the following:

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