FMLA Leaves Sample Clauses

FMLA LeavesLeave entitlement under the provisions of the Federal Family and Medical Leave Act will be granted to eligible employees for: - Care for the employee's newborn or recently adopted child. - Care for a xxxxxx child placed with the employee. - To care for the employee's spouse, parent or child with a serious health condition. - For the employee's own serious health condition. When an eligible employee takes time off from work for an FMLA leave, the amount of unpaid time off for such leave will count towards the employee's unpaid leave of absence guarantees contained in Article 16, Medical Leave, and Article 50, Parental and Family Care Leave.
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FMLA Leaves. Any FMLA qualifying leave will run concurrent with any of the above reference leaves. To the extent additional leave time is available to a qualifying employee under the FMLA, such leave will be unpaid.
FMLA Leaves. A notice of FMLA rights is included as Appendix D. The leave provisions of this contract shall be construed consistently with the Family Medical Leave Act, and its rules and regulations.
FMLA Leaves. 1. Under the Family and Medical Leave Act of 1993 (“FMLA”), up to twelve (12) weeks of leave without pay during any twelve (12) month period are provided to eligible Bargaining Unit Faculty Members for certain family and medical reasons. Bargaining Unit Faculty Members are eligible if they have been employed by the University for at least twelve (12) months, and worked at least 1,250 hours (0.6 FTE) over the twelve (12) month period preceding the leave. This twelve (12) month period need not be consecutive, and will be calculated according to the pertinent provisions of the FMLA. 2. Definition of Immediate Family for Family and Medical Leave Act (FMLA) shall be: spouse, same sex domestic partner, child, or parent. Child means a biological, adopted, or xxxxxx child, a stepchild, a legal xxxx, or a child of a person standing in loco parentis, who is either under age 18, or age 18 or older and incapable of self-care because of a mental or physical disability at the time that FMLA leave is to commence. Parent means a biological, adoptive, step or xxxxxx father or mother, or any other individual who stood in loco parentis to the employee when the employee was a child as defined by this paragraph. This term does not include parents “in law.” 3. FMLA leave without pay will be granted for any of the following reasons: 3.1. The birth of a child, the care of a newborn child, or placement of a child with the Bargaining Unit Faculty Member for adoption or xxxxxx care; 3.2. A serious health condition of the bargaining unit member that renders him/her unable to perform his/her job functions; 3.3. In order to care for a Bargaining Unit Faculty Member’s child, spouse, same sex domestic partner, or parent who has a serious health condition; or 3.4. A “qualifying exigencyarising out of the fact that the Bargaining Unit Faculty Member’s spouse, same sex domestic partner, child or parent is called to covered active duty (or notified of an impending call or order to active duty) with the Armed Forces of the United States, including the National Guard and Reserves. 4. Paid vacation leave or sick leave may, at the Bargaining Unit Faculty Member’s option, be utilized for FMLA leave and thereby will run concurrent with FMLA leave. 5. If the Bargaining Unit Faculty Member fails to provide at least thirty (30) days advance notice when the leave is foreseeable, the requested leave may be delayed until at least thirty (30) days after the date the employee provides notice to the Univ...
FMLA Leaves. Family & Medical Leave of Absence (FMLA) shall be in accordance with Board Policy 5:185 of the same name. I. Military Leaves J. Leave Without Pay 1. GESSA employees may not be granted leave without pay until they have used all of their accrued personal leave and vacation days. If the reason for the request for leave without pay is due to illness of the GESSA employee or the employee’s immediate family, the GESSA employee may not be granted leave without pay until they have used all of their sick days. 2. In addition to the leave provided in Section B through I, the Board of Education may grant leaves without pay as described in (4) below to GESSA employees when extenuating circumstances dictate that it is in the best interest of the GESSA employee and the district. Any such leave that is approved by the Board of Education pursuant to Board Policy 5:330, must be applied for annually in accordance with the procedures defined by the Human Resources department. 3. Requests for all leaves to be considered by the Board must be made by February 1 of the year prior to the anticipated date the leave is to begin. Leaves requested after the February 1st deadline, due to extenuating circumstances, will be reviewed on a case-by-case basis by the most senior Human Resources administrator. 4. An employee granted such leave will earn or accrue seniority credit and sick, personal, and vacation days during the term of the leave as follows:
FMLA Leaves. Full-time Teachers who have been employed by the Board for at least twelve (12) months and have worked at least 1,250 hours during the preceding twelve (12) months shall be eligible for medical and/or family leave in accordance with the provisions of the federal Family and Medical Leave Act ("FMLA"). Such leave shall be unpaid unless accumulated sick and personal leave is available to a Teacher, except that a Teacher may elect not to use up to three (3) sick or personal days concurrently with FMLA leave. Any other available paid leave must be used concurrently with FMLA leave. An eligible Teacher is entitled to FMLA leave for up to twelve (12) work weeks during a twelve (12) month period, as calculated under the “rolling” 12-month period measured backward from the date the Teacher uses any FMLA leave. An eligible Teacher is entitled to FMLA leave for the following purposes: A. the birth of a child and to care for the newborn child, provided the leave is taken no later than twelve (12) months after the birth of the child; B. the placement of a child for adoption or xxxxxx care, provided the leave is taken no later than twelve (12) months after the placement of the child; C. the care of the Teacher's spouse, child or parent with a serious health condition; D. the treatment of a serious health condition that makes the Teacher unable to perform the functions of the job; X. because of any qualifying exigency arising out of the fact that the Teacher’s spouse, son, daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation; or F. to care for a covered service member with a serious injury or illness if the Teacher is the spouse, son, daughter, parent, or next of kin of the service member. A Teacher shall provide thirty (30) days notice to the Superintendent before a foreseeable FMLA leave is to begin based upon an expected birth, placement for adoption, xxxxxx care, or planned medical treatment. If thirty (30) days notice is not practicable due to lack of knowledge, a change in circumstances, or medical emergency, notice shall be given as soon as practicable. If the request is for an intermittent leave or leave on a reduced schedule basis, the Teacher shall also advise the Superintendent of the reasons why the leave schedule is necessary, and of the schedule for treatment. When it is medically necessary, a Teacher may take FMLA leave intermittently (i.e.,...
FMLA Leaves. 1. The parties will follow the requirements of the Family and Medical Leave Act (FMLA), in accordance with procedures adopted by the Board consistent with that Act, which may be reviewed at xxx.xxx.xxx/xxx/xxxx. Any paid or unpaid leave which qualifies as an FMLA leave shall be concurrently designated as FMLA leave in accordance with FMLA regulations. Any accrued paid leave shall be taken at the beginning of the leave as permitted in the FMLA regulations. Employees may take unpaid leave, with health benefits, in accordance with the Act for birth, adoption, or xxxxxx care placement, qualifying military exigency, or for a serious medical condition affecting themselves or their immediate family as defined in the Act. All such leaves shall be cumulative with, and not in addition to, any other applicable leave granted in this Agreement. Employees who are out sick for three (3) or more consecutive days or believe they may have need of a FMLA qualifying leave, must notify the district’s Human Resources office and may need to begin filling out paperwork for a potential FMLA leave. 2. FMLA-eligible Employees with a FMLA-qualifying event shall be entitled to use up to sixty (60) accumulated PTO days to be paid from the Employee’s PTO. Said sixty (60) PTO days shall run concurrently with FMLA, in accordance Federal Law.
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FMLA Leaves. Under the Family Medical Leave Act, 29 U.S.C. Section 2601 et. seq., an ASF Member may take up to twelve (12) weeks of unpaid leave to care for a member’s child after birth, for care of a child placed for adoption or xxxxxx care, to care for spouse, son, daughter, or parent with a serious health condition or to care for the serious health condition of the ASF Member. During this leave, the Employer continues to cover the costs of insurance. The Parties recognize that the Department of Employee Relations occasionally issues, updates, or revises a Statewide Policy on the FMLA. The Parties incorporate by reference the current DOER Statewide FMLA Policy. This policy is available on the DOER website or from the campus Human Resources Office.

Related to FMLA Leaves

  • 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.

  • Maternity Leave 16.01 Upon written request on the appropriate form by a pregnant Employee, the University shall grant maternity leave consistent in timing and duration with the Employment Standards Act of New Brunswick. The application is to be made no later than two (2) weeks prior to the date that she intends to begin her leave and should specify the duration of the leave. A medical certificate specifying the expected date of delivery is to be attached to the application. 16.02 A pregnant employee may wish to continue working up to the expected date of delivery and may do so, if in the opinion of her physician she is able to fulfill her normal job responsibilities. No pregnant employee will be allowed to work in an area that may be hazardous to her health or to that of her child. The employee may be transferred by the Employer if appropriate alternate employment is available. 16.03 An early return to work, following delivery, will require a medical certificate indicating that the employee is medically fit for work. 16.04 Following the period of maternity leave, the employee will normally return to her former position. If this is not possible, she will be placed in an equivalent level of position. 16.05 A period of maternity leave may be extended by applying for an unpaid leave of absence under Article 18, Parental leave under Article 16A or by taking vacation time, if approved by the Employer. Such a request will not be unreasonably refused. 16.06 Upon completion of the initial probationary period of continuous employment, a female employee who provides the Employer with proof that she has applied for and is eligible to receive Employment Insurance benefits, shall be paid a maternity leave allowance in accordance with a plan registered with the Canada Employment Insurance Commission as a Supplementary Unemployment Benefit Plan (S.U.B.). 16.07 Under the provisions of the S.U.B. plan, the Employee's salary will be maintained at 95% of her regular weekly earnings for a maximum of 17 weeks of maternity leave. This plan allows the Employer to make up the difference between the C.E.I.C. maternity leave benefits up to 95% of the Employee's regular weekly earnings. The Employee is required to apply for the C.E.I.C. maternity leave benefit and must be eligible for the benefit for this plan to apply (as specified in the appropriate sections of the Employment Insurance Regulations). Contributions to the pension and benefit plans shall continue on the part of the Employee and the University on the basis of 100% of salary. 16.08 Employees have no vested right to payments under the plan except to payments during a period of unemployment specified in the plan (57 (13(h) of the E.I. Regulations). 16.09 Payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. 16.10 Employees must apply for and must be in receipt of employment insurance benefits to receive payments under the plan.

  • Paternity Leave 7.4.6(a) An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • 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.

  • 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.

  • 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.

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

  • Sabbatical Leaves A. A sabbatical leave, without pay, for one year may be granted to a teacher, and/or 10 and/or 12 month support employee by the Board for full time credit graduate study/degree program in their appropriate field subject to Board approval and the following conditions: 1. Not more than four employees in the system may be granted sabbatical leaves at any one time. 2. Request for sabbatical leave must be received by the superintendent, in writing, no later than January 31st of the school year preceding the school year for which the leave is being requested. 3. The employee has completed at least seven (7) full school years of service in the Xxxxxxxx Township school district. No year shall be credited in which the employee has worked or been on paid leave less than ninety-three (93) days. If more than four requests (two for pay and two without pay) for such leave are submitted, the board will determine those eligible for such leave by the program the employee plans to take. If all candidates are in an approved program, then seniority shall determine the eligibility. The decision of the board shall not be arbitrable. 4. Two of the four sabbatical leaves sited in A.1 above may be with 1/2 pay if the employee is taking a full time Board approved graduate program/degree program in their appropriate field during the day or if they are fulfilling an on-campus requirement of an advanced program. Documentation of this requirement must be furnished with the request stated in A.2 above. B. All sabbatical leaves must be approved by the Board and the Board shall take action on same no later than March 31st of the school year preceding the school year for which the sabbatical leave is requested. The employee shall continue to receive paid health benefits during the sabbatical leave. C. Upon return from a sabbatical leave, which was granted for full time graduate/degree program, the employee shall be placed on the proper step of the salary guide at the level which he/she would have achieved had he/she remained actively employed in the school system during the period of his/her absence, and, in addition, shall receive proper credit for any advanced degree earned.

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

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