Healthy Families & Workplaces Act Leave Sample Clauses

Healthy Families & Workplaces Act Leave. Effective Jan. 1, 2021, all current Part-time II employees (and those hired thereafter) – not PTO eligible, shall begin accruing Healthy Families & Workplace Act Non-benefitted (HFWANB) Leave at the rate of 1 hour for every 30 hours worked. These Part-time II employees will have a maximum accrual of 48 hours of HFWANB Leave. HFWANB leave will carry over from year to year, but the maximum accrual will remain 48 hours in all cases. HFWANB may be used for: - A mental or physical illness, injury, or health condition that prevents them from working - A medical appointment for preventative care, to get medical treatment, care, or diagnosis of a health condition - Care for a family member needing care for the two reasons above - Care for self or family member having been a victim of domestic abuse, sexual assault, or criminal harassment and needing leave to deal with the situation - Due to a public health emergency, a public health official closes the employee’s place of work or school/child care for the employee’s child requiring the employee to be absent to care for the child. An employee using HFWANB must note the reason in the Note field of the time system when requesting the leave. This bank of leave is not paid out upon termination of employment. For 2021 only: Any Full-time (PTO-eligible) employee who does not have at least 48 hours of PTO available (or Evaluation Period Leave) on January 1, 2021 will be allocated a bank of HFWA Leave time equaling the amount of leave needed to give exactly 48 hours of leave. Example: A Full-time employee with 40 hours of PTO available on Jan. 1, 2021 will receive 8 hours of HFWA leave. HFWA leave does not accrue. HFWA leave may be used for: - A mental or physical illness, injury, or health condition that prevents them from working - A medical appointment for preventative care, to get medical treatment, care, or diagnosis of a health condition - Care for a family member needing care for the two reasons above - Care for self or family member having been a victim of domestic abuse, sexual assault, or criminal harassment and needing leave to deal with the situation - Due to a public health emergency, a public health official closes the employee’s place of work or school/child care for the employee’s child requiring the employee to be absent to care for the child. An employee using HFWA leave must note the reason in the Note field of the time system when requesting the leave. This HFWA leave bank will expire at the end of the ...
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Related to Healthy Families & Workplaces Act Leave

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent Teacher or long-term Occasional Teacher under this Article shall be in accordance with the provisions of the Employment Standards Act, 2000, as amended.

  • Fair Employment Practices and Americans with Disabilities Act Party agrees to comply with the requirement of Title 21V.S.A. Chapter 5, Subchapter 6, relating to fair employment practices, to the full extent applicable. Party shall also ensure, to the full extent required by the Americans with Disabilities Act of 1990, as amended, that qualified individuals with disabilities receive equitable access to the services, programs, and activities provided by the Party under this Agreement. Party further agrees to include this provision in all subcontracts.

  • Family Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child.

  • CALIFORNIA FAIR EMPLOYMENT AND HOUSING ACT CERTIFICATION Pursuant to Public Contract Code (PCC) section 2010, the following certifications must be provided when (i) submitting a bid or proposal to the JBE for a solicitation of goods or services of $100,000 or more, or (ii) entering into or renewing a contract with the JBE for the purchase of goods or services of $100,000 or more. CERTIFICATIONS:

  • Family Medical Leave Act Pursuant to the Family and Medical Leave Act of 1993, an employee who has been employed at least twelve (12) months and worked at least 1,250 hours during the prior 12-month period is entitled to twelve (12) work weeks of leave during any 12-month period without pay but with group health insurance coverage maintained for one or more of the following reasons:

  • Family and Medical Leave Act (FMLA a. Pursuant to the Family and Medical Leave Act (FMLA, as amended, an employee with more than one (1) year of experience, and who works at least 1250 hours per year, shall be entitled to an unpaid leave of absence, of up to twelve (12) weeks, during a twelve (12) month period, for one or more of the following:

  • Volunteer Firefighting Leave Leave without pay will be granted when an employee who is a volunteer firefighter is called to duty to respond to a fire, natural disaster or medical emergency.

  • Supplemental Employment Benefit for Maternity and Parental Leave 8.5.1 Effective April 1, 2002, when on maternity or parental leave, an employee will receive a supplemental payment added to Employment Insurance benefits as follows:

  • Family Medical Leave (a) An employee is entitled to family medical leave in accordance with the provisions of the Employment Standards Act.

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

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