FMLA and Childcare. This TENTATIVE AGREEMENT does not extend the expiration date of the Expanded Family and Medical Leave Act (“EFMLA”) for specified reasons related to COVID-19, provided for in the FFCRA. Therefore, the EFMLA benefit expired December 31, 2020. Employees may request, to and including June 30, 2021, to use the leaves described in Paragraph 4.a, above, for childcare purposes or may use regular county sick leave, both subject to operational considerations. In the event the County subsequently reaches an agreement with another labor organization and/or extends a benefit to unrepresented employees to permit employees to use the leaves described in Paragraph 4.a. above and/or regular County sick leave for childcare purposes after June 30, 2021, the County agrees to treat employees represented by the PROBATION ASSOCIATION in the same manner.
FMLA and Childcare. This AGREEMENT does not extend the expiration date of the Expanded Family and Medical Leave Act (“EFMLA”) for specified reasons related to COVID-19, provided for in the FFCRA. Therefore, the EFMLA benefit expired December 31, 2020. Employees may request, to and including June 30, 2021, to use the leaves described in Paragraphs 1 and 2, above, for childcare purposes or may use regular county sick leave, both subject to operational considerations. 4. EFFECT OF FUTURE LAW, REGULATION, OR ORDER Should any applicable federal, state, and/or local law, or any action carrying the weight of law (“LAW”), be enacted to provide and/or extend COVID related leaves, Paragraphs 1 and 2, above, shall become null and void upon the effective date of the LAW, and the COUNTY shall implement legally required benefits. The PARTIES recognize that the scope of such requirements may be impacted by benefits already provided. If any LAW be enacted to provide or extend any other COVID-related benefit (e.g., EFMLA, etc.), the COUNTY shall implement the legally required benefits in strict accordance with the LAW and without any limitation or benefit imposed by any previous agreement. If, however, the requirements of the LAW require a lower COVID-related leave balance than an employee’s accrual is on the effective date of the LAW, the employee will retain the higher leave balance accrued pursuant to this AGREEMENT. For example, if the LAW requires an employee to be provided forty (40) hours of leave, and the employee has sixty (60) hours of leave remaining as a result of this AGREEMENT, the employee will retain the sixty (60) hours of leave (existing leave balance will not be decreased by operation of the LAW). In no event will the County require an employee to pay back any time used pursuant to this AGREEMENT by operation of the LAW.
