Implementation of FMLA Leave Entitlements Sample Clauses

Implementation of FMLA Leave Entitlements. (1) An employee, whether salaried or paid from Other Personal Services (OPS), is entitled to four hundred and eighty (480) hours of FMLA leave within a twelve (12) month period for any qualifying family or medical leave. (2) A salaried employee is entitled to a parental leave for up to six (6) months in accordance with the provisions of Section 7 of this Policy, for a birth or adoption of the employee's child. If an eligible employee elects to take Parental Leave and the employee's parental leave extends beyond the period of paid parental leave provided pursuant to Section 7 of this Policy, up to four hundred and eighty (480) hours of such leave may be counted against that employee's FMLA entitlement.
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Implementation of FMLA Leave Entitlements. (1) An employee, whether salaried or paid from Other Personal Services (OPS), is entitled to twelve (12) weeks of FMLA leave or twenty-six (26) weeks of military caregiver leave within a twelve (12) month period for any qualifying family or medical leave. (2) A salaried employee is entitled to a parental leave for up to twenty-six weeks in
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Implementation of FMLA Leave Entitlements. (1) A covered employee, whether salaried or paid from Other Personal Services (OPS) funds, is entitled to four hundred and eighty (480) hours of FMLA leave within a twelve (12) month period for any qualifying family or medical leave. A covered employee is one who has worked at least 12 months (these need not have been consecutive) and who has worked at least 1250 hours in the 12-months prior to the leave. (2) A salaried employee is entitled to a parental leave for up to six (6) months in accordance with the provisions of Section 17.8, for a birth, adoption of the employee’s child, or xxxxxx care. If an eligible employee elects to take Parental Leave, up to four hundred and eighty (480) hours of such leave may be counted against that employee’s FMLA entitlement.
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Implementation of FMLA Leave Entitlements. (1). An employee, whether salaried or paid from Other Personal Services (OPS), is entitled to four hundred and eighty (480) hours of FMLA leave within a twelve (12) month period for any qualifying family or medical leave. 1555 (2). Pursuant to Fla. Admin. Code 6C4- 10.104(12), a salaried employee is entitled to a parental leave for 1556 up to six (6) months in accordance with the provisions of Article 17.7 below, for a birth or adoption of the 1557 employee's child. If an eligible employee elects to take Parental Leave, up to four hundred and eighty 1558 (480) hours of such leave may be counted against that employee's FMLA entitlement. 1559 C. Accounting for the Use of FMLA Leave in a Twelve-Month Period. 1560 (1). The fiscal year (July 1 - June 30) shall be the designated twelve (12) month period in which 1561 to count the use of up to four hundred and eighty (480) hours of FMLA leave. 1562 (2). An eligible employee's entitlement to leave for a birth or placement for adoption or xxxxxx 1563 care expires at the end of a twelve (12) month period beginning on the date of the birth or 1564 placement of the child. 1565 1566 D. Use and Approval of FMLA Leave. 1567 (1). The Central Human Resources (CHR) shall approve FMLA leave for an eligible employee 1568 as long as the reasons for absence qualify under the FMLA and the employee has not exhausted 1569 the employee's four hundred and eighty (480) hours within the appropriate 12-month period 1570 for such leave. The employee may request FMLA leave as accrued leave, leave without pay, 1571 or a combination of both. 1572 (2). The University may require that the employee use accrued leave with pay prior to 1573 requesting leave without pay for four hundred and eighty (480) hours (12 workweeks) of FMLA 1574 leave. Requiring the use of paid leave shall be applied consistently and may not be used 1575 merely to exhaust the employee's leave balance in order to prohibit the use of paid leave while 1576 on leave without pay as provided for in Article 17.11(E) below. 1577 (3). After the CHR has acquired knowledge that the leave is being taken for an FMLA qualifying 1578 event, the CHR shall within two business days, absent extenuating circumstances, notify the 1579 employee of the period of FMLA leave to be granted, including the date of return to 1580 employment. If the notice is oral, it shall be confirmed in writing no later than the following payday 1581 (unless the payday is less than one week after the oral notice, ...
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Related to Implementation of FMLA Leave Entitlements

  • General Leave Provisions 21.1.1 Except where explicitly noted in Article 00 Xxxxx Xxxxx, the Employer may implement, modify, or eliminate the leaves of absence as outlined in this Article and consistent with all state and federal leave requirements. The Employer reserves the right to modify its Leave of Absence policies. The Employer will inform the Union of any material and substantial changes in its Leave of Absence policies prior to implementation.

  • Leave Entitlements (a) A sessional practitioner shall be entitled to pro rata leave entitlements (excluding paid overseas study leave) in the same ratio as the number of sessions allocated bears to 10. If during any qualifying period the number of sessions allocated to a sessional practitioner varies, the number shall be averaged over the qualifying period. (b) A sessional practitioner shall be entitled to paid public holidays in accordance with Clause 31 – Public Holidays if the public holidays occur on a day on which a session is normally worked. If a sessional practitioner is required to work on a public holiday the provisions of Clause 28(6) shall apply.

  • Entitlement to Leave An employee shall be granted Workers' Compensation leave with pay in the event that the Workers' Compensation Board (WorkSafe BC) determines that the employee has established a claim (time loss benefits) and they are unable to perform their duties by reason of the compensable injury which occurred while employed by the Employer. For the purposes of this clause, pay is defined as the employee's regular take-home wages to ensure that the non-taxable status of Workers' Compensation benefits does not provide an opportunity for an injured worker to earn more while on claim than if they were working. The term claim will not include any form of WCB allowance or pension, and this section will not be operative while an employee is receiving such a different form of payment from WCB arising from this claim.

  • Rights Protection Mechanisms and Abuse Mitigation ­‐ Registry Operator commits to implementing and performing the following protections for the TLD: i. In order to help registrars and registrants identify inaccurate data in the Whois database, Registry Operator will audit Whois data for accuracy on a statistically significant basis (this commitment will be considered satisfied by virtue of and for so long as ICANN conducts such audits). ii. Work with registrars and registrants to remediate inaccurate Whois data to help ensure a more accurate Whois database. Registry Operator reserves the right to cancel a domain name registration on the basis of inaccurate data, if necessary. iii. Establish and maintain a Domains Protected Marks List (DPML), a trademark protection service that allows rights holders to reserve registration of exact match trademark terms and terms that contain their trademarks across all gTLDs administered by Registry Operator under certain terms and conditions. iv. At no cost to trademark holders, establish and maintain a Claims Plus service, which is a notice protection mechanism that begins at the end of ICANN’s mandated Trademark Claims period. v. Bind registrants to terms of use that define and prohibit illegal or abusive activity. vi. Limit the use of proxy and privacy registration services in cases of malfeasance. vii. Consistent with the terms of this Registry Agreement, reserve the right to exclude from distribution any registrars with a history of non-­‐compliance with the terms of the Registrar Accreditation Agreement. viii. Registry Operator will be properly resourced to perform these protections.

  • Leave Entitlement An eligible employee is entitled to take up to a total of twelve (12) 41 work weeks of FMLA leave in a 12-month period, to be measured backwards from the 42 commencement date the employee uses FMLA leave. An eligible employee taking leave 43 under Article 12.02(10)(b) shall be permitted to take up to 26 work weeks of leave in a 44 12-month period.

  • Implementation of Agreement Each Party must promptly execute all documents and do all such acts and things as is necessary or desirable to implement and give full effect to the provisions of this Agreement.

  • Business Continuity and Disaster Recovery Bank shall maintain and update from time to time business continuation and disaster recovery procedures with respect to its global custody business, which are designed, in the event of a significant business disruption affecting Bank, to be sufficient to enable Bank to resume and continue to perform its duties and obligations under this Agreement without undue delay or disruption. Bank shall test the operability of such procedures at least annually. Bank shall enter into and shall maintain in effect at all times during the term of this Agreement reasonable provision for (i) periodic back-up of the computer files and data with respect to Customer and (ii) use of alternative electronic data processing equipment to provide services under this Agreement. Upon reasonable request, Bank shall discuss with Customer any business continuation and disaster recovery procedures of Bank. Bank represents that its business continuation and disaster recovery procedures are appropriate for its business as a global custodian to investment companies registered under the 1940 Act.

  • Portability of Sick Leave 1. The employer will accept up to sixty (60) accumulated sick leave days from other school districts in British Columbia, for employees hired to or on exchange in the district. 2. An employee hired to or on exchange in the district shall accumulate and utilize sick leave credit according to the provisions of the Collective Agreement as it applies in that district.

  • Maternity Adoption and Parental Leave For the purposes of granting Maternity, Adoption and Parental Leave, the provisions of the Canada Labour Code and of its Regulations shall apply.

  • Implementation of Corrective Action Plan After the Corrective Action Plan is finalized, the Purchasers shall use reasonable best efforts to implement the finalized Corrective Action Plan on the timeline set forth therein and provide periodic reports (as provided for therein) to the Sellers on the status of their implementation of the Corrective Action Plan.

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