Common use of FMLA and ADA Clause in Contracts

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.

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 FMLA shall run concurrently concurrent with FMLA. Employees will be responsible for obtaining the necessary paperworkqualifying Job Injury and Sick Leave.

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 Effective January 1, 2015 qualifying FMLA events will run concurrent with sick leave, 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 permitted by FMLA. Employees will be responsible for obtaining the necessary paperwork.