FMLA/CFCA Leave Clause Samples

The FMLA/CFCA Leave clause establishes an employee's right to take job-protected leave under the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). It typically outlines the eligibility criteria, the types of situations covered—such as personal or family illness, childbirth, or adoption—and the process for requesting leave. This clause ensures that employees can take necessary time off for qualifying family or medical reasons without fear of losing their job, thereby balancing workplace needs with personal and family responsibilities.
FMLA/CFCA Leave. Eligible employees will receive leaves of absence in accordance with the Family and Medical Leave Act of 1993 (FMLA) and the Colorado Family Care Act (CFCA), and all leaves of absence provisions of this Agreement shall be applied consistent with the FMLA, CFCA, and any other applicable state, federal or local law. The parties agree that the Publisher may require an employee use at the beginning of an FMLA/CFCA leave of absence all accrued but unused paid time off which the employee may have before becoming eligible for unpaid FMLA/CFCA leave, except when the employee is receiving short-term disability, long-term disability, or workers’ compensation benefits during the FMLA/CFCA leave period, in which case the employee may choose to supplement those benefits with his/her accrued but unused paid time off. Paid time off shall include sick time, personal time, and vacation time, provided that such paid time off shall be exhausted in the following order: sick time (if for a qualifying reason), vacation time, and then personal time. All paid time off so taken shall run concurrently with FMLA/CFCA leave and shall therefore be counted towards the employee’s FMLA/CFCA leave entitlement. The Publisher will utilize a rolling twelve (12) month period measured backward from the date an employee uses any FMLA/CFCA leave to determine whether an employee is entitled to additional leave.
View SourceView Similar (2)

Related to FMLA/CFCA 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.

  • ▇▇▇▇ Leave For laid off employees, sick leave accruals shall remain on the books and be reinstated if such employees are re-appointed. Whenever a person becomes ineligible for re-employment 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 Item 12 of the Ventura County Firemen's Association 1976-1978 Memorandum of Understanding.

  • ▇▇▇▇▇’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

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

  • FMLA “FMLA” shall mean the Family Medical Leave Act of 1993, as amended.