FMLA Leaves of Absence Sample Clauses

FMLA Leaves of Absence. All employees will be entitled to Family and Medical Leave (FML) and Military Family Leave (MFL), regardless of the size of the workforce in their geographical location, if they otherwise meet the statutory eligibility requirements (e.g., currently twelve (12) months of employment and at least 1,250 hours worked during the prior twelve (12) month period). The Company and the Union incorporated into this agreement by reference the provisions and definitions of the Federal Family and Medical Leave Act (FMLA). (29 CFR Part 825) Provisions of FML and MFL are available on-line on the corporate Policies and Procedures page.
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FMLA Leaves of Absence. 102h. Leave of absence pursuant to the Family and Medical Leaves Act shall be granted in accordance with the City’s FMLA policy dated 11/2004. ¶102i. No Such Provision.
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FMLA Leaves of Absence. 111. Leave of absence pursuant to the Family and Medical Leaves Act (“FMLA”) shall be granted in accordance with the City’s FMLA policy, as may be amended from time to time. For those employees working a ten (10) month schedule, the “minimum required hours of work” threshold shall be reduced from 1250 hours to 1000 hours. Those employees must have at least 1000 hours during the twelve-month period immediately before the date when the leave is requested to commence. The amount of such leave shall be prorated proportionally to the length of the work year. Hence, said employees shall be entitled to ten (10) weeks of leave under the City’s FMLA policy.
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FMLA Leaves of Absence. If a Participant goes on a qualifying leave under the FMLA, then to the extent required by the FMLA, the Participant’s group health benefits will continue to be maintained on the same terms and conditions as if the Participant were still an active Employee. That is, if the Participant elects to continue his or her coverage while on leave, the Employer will continue to pay its share of the cost of such coverage. An Employer may require Participants to continue all group health benefits coverage while on paid leave (if Participants on non-FMLA paid leave are required to continue coverage). If so, the Participant’s share of the Contributions will be paid by the method normally used during any paid leave (e.g., on a pre-tax Salary Reduction basis). In the event of unpaid FMLA leave (or paid FMLA leave where coverage is not required to be continued), a Participant may elect to continue his or her group health benefits during the leave. If Participants are required to continue group health benefits during an unpaid FMLA leave, then the Participant may elect to discontinue payment of the Participant’s required Contributions until the Participant returns from leave. Upon returning from leave, the Participant will be required to repay the Contributions not paid by the Participant during the leave. Payment will be withheld from the Participant’s Compensation either on a pre-tax or after-tax basis, as agreed to by the Plan Administrator and the Participant. If a Participant’s group health coverage ceases while on FMLA leave (e.g., for non- payment of required contributions), then the Participant is permitted to re-enter the group health benefits upon return from such leave on the same basis as when the Participant was participating in the Plan prior to the leave, or as otherwise required by the FMLA. In addition, the Plan may require Participants whose group health benefits or health flexible spending account coverage terminated during the leave to be reinstated in such coverage upon return from a period of unpaid leave, provided that Participants who return from a period of unpaid, non-FMLA leave are required to be reinstated in such coverage.
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FMLA Leaves of Absence. If you go on a qualifying leave under the Family and Medical Leave Act of 1993 (FMLA), then to the extent required by the FMLA, your Employer will continue to maintain your medical insurance benefits, HSA Benefits, and Health FSA Benefits, if applicable, under the same terms and conditions as if you were still active (that is, your Employer will continue to pay its share of the contributions to the extent that you opt to continue coverage). Your Employer may require you to continue all medical insurance benefits and Health FSA coverage while you are on paid leave (so long as Participants on non-FMLA paid leave are required to continue coverage as well). If so, you will pay your share of Plan contributions by the method normally used during any paid leave (for example, on a pre-tax basis). If you are going on unpaid FMLA leave (or paid FMLA leave where coverage is not required to be continued), you may opt to continue your medical insurance benefits and Health FSA benefits during the period of FMLA leave or cancel them. If you continue these benefits during the period of FMLA leave, you may pay your share of the contributions in one of three ways, as designated by your Employer:
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FMLA Leaves of Absence. If you go on an unpaid leave of absence that does not affect eligibility, then you will continue to participate and the contribution due from you (if not otherwise paid by your regular salary reductions) will be paid by pre-payment before going on leave, with after-tax contributions while on leave, or with catch-up contributions after the leave ends, as determined by your Employer. What are some disadvantages of Plan participation? Social Security and Medicare benefits are based on FICA taxes paid. For 2015, the FICA tax rate is equal to 7.65% of the first $118,500 in compensation and 1.45% on remaining compensation of up to $200,000 and 2.35% above $200,000. If you participate in the Cafeteria Plan, you will pay less FICA taxes. In other words, your FICA taxes will be reduced if you elect under the Cafeteria Plan to make pre-tax contributions to the Qualified Benefits offered under the Plan. As a result, your survivorship, disability and retirement benefits under Social Security and Medicare may be reduced. You should consult with your tax advisor about the effect on your Social Security and Medicare benefits. Participation in the Cafeteria Plan may also affect your tax deductions and tax credits. For example, if you participate in the Cafeteria Plan, your contributions for coverage under any medical plan, dental plan and/or Health FSA Plan are made on a "pre-tax" basis, therefore you will not be able to treat these contributions as an itemized deduction on Schedule A of your Form 1040. Consult your tax advisor if you have any questions. What are the Plan’s procedures for Qualified Medical Child Support Orders? Ask the Plan Administrator for a copy of the Plan’s policy regarding treatment of Qualified Medical Child Support Orders (or QMCSOs). Health Flexible Spending Account (FSA) Plan What is the Health FSA Plan? The Health FSA Plan, if selected in Section 6.b. of the Adoption Agreement, enables you to make pre-tax contributions through the Cafeteria Plan and then to receive reimbursements or payments from the Health FSA for any Qualifying Medical Care Expenses incurred by you or your tax dependents. Who can participate in the Health FSA Plan? Employees who have met the eligibility requirements under Section 9 of the Adoption Agreement are eligible to participate in the Health FSA Plan. What is my Health FSA Account? If you elect Health FSA benefits, an account called a Health FSA Account will be set up in your name to keep a record of the pre-tax contri...
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FMLA Leaves of Absence. The Company and Union incorporate into this Agreement by reference the provisions and definitions of the Federal Family and Medical Leave Act (FMLA). Pay and employment opportunities upon leave conclusion will be administered in accordance with law and the provisions of this Agreement as outlined below.
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Related to FMLA Leaves of Absence

  • Leaves of Absence Article 11 applies for both paid and unpaid leaves. For the purposes of an unpaid 11.25 hour shift, the deduction from pay shall equate to 14.05 hours. For the purposes of an unpaid 7.5 hour shift, the deduction from pay shall equate to 9.375 hours.

  • Leave of Absence With respect to the Award, the Company may, in its sole discretion, determine that if you are on leave of absence for any reason you will not be considered as having terminated employment with the Company; however, your rights to the Restricted Stock Units during a leave of absence will be limited to the extent to which those rights were earned or vested when the leave of absence began.

  • Paid Leave (a) An employee who is a volunteer member of the Defence Force Reserves or the Cadet Force is entitled to paid leave of absence for Defence service, subject to the conditions set out hereunder.

  • Annual Leave (a) An employee may elect with the consent of the employer, subject to the Annual Xxxxxxxx Xxx 0000, to take annual leave not exceeding five days in single day periods or part thereof, in any calendar year at a time or times agreed by the parties.

  • Vacation; Leave A part-time employee shall earn vacation leave credits for each month in which the employee receives pay for at least twice the number of hours in the employee’s normal workweek, at the rate for years of service established in clause 34.02 of this Agreement, prorated and calculated as follows:

  • Vacations; Leave The Employee shall be entitled to annual paid vacation in accordance with the policies established by the Board of Directors for executive employees and to voluntary leave of absence, with or without pay, from time to time at such times and upon such conditions as the Board of Directors may determine in its discretion.

  • Leave Pregnancy leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this agreement. Effective on confirmation by the Employment Insurance Commission of the appropriateness of the Hospital'sSupplemental Unemployment Benefit (SUB) plan, and retroactive to date of confirmation by the Employment Insurance Commission, an employee who is on pregnancy leave as provided under this agreement and who is in receipt of Employment Insurance pregnancy benefits pursuant to Section of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between seventy-five per cent (75%) of her regular weekly earnings and the sum of her weekly Employment Insurance pregnancy benefits during her leave and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy benefits, and shall continue while the employee is in receipt of such benefits, for a maximum period of weeks for a pregnancy leave. The employee's regularweekly be determined by multiplyingher regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. This provision only applies to employees with at least months of continuous service at the hospital prior to the commencement of the pregnancy leave. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment 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. Note: Effective April the SUB top-up level increases from Transfer of Pregnant employees may request to be transferred from their current duties if, in the professional opinion of the employee's physician the pregnancy may be at risk. If such a transfer is not feasible, the pregnant employee, if she so requests, will be granted an unpaid leave of absence before commencement of the current contractual maternity leave provisions. Parental Leave Parental leaves will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this agreement. Effective on confirmation by the Employment Insurance Commission of the appropriatenessof the Hospital'sSupplemental Unemployment Benefit (SUB) plan, and retroactive to date of confirmation by the Employment InsuranceCommission, an employeewho is on parental leave as provided under this agreement and who is in receipt of Employment Insuranceparental benefits pursuantto Section of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between seventy-five per cent (75%) of her regular weekly earnings and the sum of her weekly Employment Insurance parental benefits during her leave and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance parental benefits, and shall continue while the employee is in receipt of such benefits, for a maximum period of ten weeks for a parental leave. The employee's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the parental leave times her normal weekly hours. This provision only applies to employees with at least months of continuous service at the hospital prior to the commencement of the parental leave. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment 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. Note: Effective April the SUB top-up level increases from Where an employee has become a natural father or has qualified to adopt a child and has at least months of service at the commencement of approved parental leave, such employee may be entitled to extend the parental leave up to an aggregate of six

  • Garden Leave 23.1 Following service of notice to terminate the employment by either party, or if the Employee purports to terminate the employment in breach of contract, the Company may by written notice place the Employee on Garden Leave for the whole or part of the remainder of the employment.

  • FUNERAL LEAVE Section 30.1 In the event of the death of a parent, spouse, child, sister, brother, mother-in- law, father-in-law, son-in-law, daughter-in-law, grandparent of the Employee or spouse, grandchild of the Employee, or “xxxxxx” or “step” situations within these relationships, the Employee shall be allowed a leave of absence with pay of two (2) consecutive (eight or ten hour) workdays.

  • Sick Leave The employee is eligible for long term disability benefits if provided for in the Collective Agreement. An employee will not receive pay for the first two (2) weeks of any period of absence due to a legitimate illness. The employee may utilize the paid holiday bank as income replacement for absences due to illness, as described in Article (c) above. An employee who is eligible may apply for Employment Insurance for weeks three (3) through seventeen (17) for any absence due to a legitimate illness. The Home will provide the employee with Disability Income Protection as per Article 14.01 (c) for weeks eighteen (18) through thirty (30) for any absence due to a legitimate illness. Employees may be required to provide medical proof of illness for any absence of a scheduled shift, which is neither vacation nor an approved leave of absence.

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