FMLA/OFLA. Leave without pay shall be granted after exhaustion of other leaves in accordance with FMLA and OFLA.
FMLA/OFLA. Leave shall be granted in accordance with State and/or federal law as appropriate. Extensions beyond the twelve (12) weeks may be arranged at the discretion of OSFM and in accordance with applicable law. After exhaustion of all sick leave, an employee may retain up to a total accumulation of twenty-four (24) hours of personal business, vacation, and/or compensatory time, except use of such leave will be in accordance with this Agreement. Whenever possible, this designation shall be made prior to the beginning of the leave. At the discretion of OSFM, an employee may be granted a leave of absence without pay for up to six (6) months to care for a newborn or newly adopted baby.
FMLA/OFLA. The parties acknowledge applicability of the federal Family Medical Leave Act (FMLA) and the Oregon Family Leave Act (OFLA) to employees represented by the Union. The parties further agree to the following provision in the administration of the FMLA/OFLA:
a. Employees must use sick leave under the collective bargaining agreement concurrent with the FMLA/OFLA.
b. The "FMLA year" is considered to be a twelve- (12) month period rolling backwards for each request.
FMLA/OFLA. The parties acknowledge applicability of the federal Family Medical Leave Act (FMLA) and the Oregon Family Leave Act (OFLA) to employees represented by the Association as referenced in OAR 839-009-0200. The parties further agree to the following provision in the administration of the FMLA:
i. Employees must use sick leave or other forms of paid leave to which they are entitled under the collective bargaining agreement concurrent with the approved FMLA/OFLA leave.
ii. The “FMLA year” is considered to be a twelve (12) month period rolling backward from each qualifying event.
iii. During the period of FMLA leave, the employer’s insurance contribution toward the health plan will continue at the level and under the conditions coverage would have been provided if the employee had continued to be employed continuously during the leave.
iv. The Employer’s determination of FMLA/OFLA eligibility may require medical certification that the leave is needed due to an FMLA or OFLA-qualifying condition of the employee or that of a covered member of the family. At the College’s expense, a second opinion may be requested.
v. As required under FMLA/OFLA, employees must give 30 days written notice in advance of leave, unless the leave is taken for an emergency. In an emergency, employees must give verbal notice within 24 hours of starting a leave.
FMLA/OFLA. 1. An eligible employee may take family and medical leave in accordance with the federal Family and Medical Leave Act ("FMLA") and the Oregon Family and Medical Leave Act ("OFLA").
2. Employees must exhaust accrued sick leave, vacation and compensatory time for approved FMLA/OFLA leave. Leave without pay will only be granted for proper FMLA/OFLA qualified absences after all leave is exhausted, except for forty (40) hours of vacation which may be reserved at the employees written request.
FMLA/OFLA. The parties acknowledge applicability of the federal Family Medical Leave Act (FMLA) and the Oregon Family Leave Act (OFLA) to employees represented by the Forum. The parties further agree to the following provision in the administration of the FMLA/OFLA:
1) Employees must use sick leave under the collective bargaining agreement concurrent with the FMLA/OFLA.
2) The "FMLA/OFLA year" is considered to be a twelve-(12) month period, rolling backward. The amount of available FMLA/OFLA leave is calculated by reviewing the previous 12 months to see how much FMLA/OFLA leave remains for the individual.
FMLA/OFLA. The Employer shall conform to the laws and regulations pertaining to the Family Medical Leave Act and the Oregon Family Leave Act. Eligible employees may take up to 12 weeks of unpaid leave for a qualifying medical condition for themselves or a qualifying family member, or following the birth or placement of a new child. Medical documentation may be required. Employees must provide timely notification to their immediate supervisor and Human Resources, and must maintain contact while on leave. Although FMLA and OFLA leave is unpaid, employees may use any accrued Vacation, Sick or Personal Holiday time.
FMLA/OFLA. An eligible employee may take family and medical leave in accordance with the federal Family and Medical Leave Act ("FMLA") and the Oregon Family and Medical Leave Act ("OFLA").
FMLA/OFLA. The Housing Authority will comply with FMLA and OFLA as required by law. Employees who are absent from work for FMLA or OFLA qualifying reasons will be compensated through PTO. In the event an employee depletes his/her PTO, the remainder of the leave will be unpaid. The Housing Authority shall maintain the employee health benefits during his/her absence and the employee shall continue to accrue seniority, consistent with applicable law. At the employee’s option, such absences may be taken without pay in lieu of using up PTO.
FMLA/OFLA. Eligible employees may take up to 12 weeks of unpaid leave for a qualifying medical condition for themselves or a qualifying family member, or following the birth or placement of a new child. Medical documentation may be required. Employees must provide timely notification to their immediate supervisor and Human Resources, and must maintain contact while on leave. Although FMLA and OFLA leave is unpaid, employees may use any accrued Vacation, Sick or Personal Holiday time.
