Common use of Intermittent and Reduced Schedule Leaves Clause in Contracts

Intermittent and Reduced Schedule Leaves. An intermittent leave is taken in separate blocks of time due to a single illness or injury, and must be in intervals of at least one week and completed within a 12-month period. A reduced schedule leave lessens an eligible team member's usual number of working hours per workweek. Reduced leaves must be taken in full day increments and may not be taken for more than 24 consecutive weeks. A team member may take only one reduced schedule leave per 24-month period. Team members may take intermittent or reduced schedule leaves for care of the serious health condition of a covered family member as defined above in paragraph, if certified to be medically necessary. Team members may not take intermittent or reduced schedule leave for the care of a newborn or newly adopted child. If a team member takes leave intermittently or on a reduced work schedule basis, for planned medical treatment, the team member must, when requested, attempt to schedule the leave so as not to unduly disrupt HMH's operations. HMH may require team members taking intermittent or reduced work schedule leaves for their own or a family member's foreseeable medical treatment to transfer temporarily to an alternate position, better suited to the leave schedule, with equivalent pay and benefits. Staff members with approved intermittent leaves for their own health condition or during pregnancy will be able to draw from their ESL for each intermittent leave day taken after their first three leave days have been drawn from their Paid Time Off (PTO) bank in a calendar year. (For those team members eligible for PTO). This means that yearly, the first three days of the approved intermittent leave will be deducted from your PTO bank and any remaining intermittent leave days taken will come from the ESL bank. This excludes team members taking intermittent leaves, that are not for a permitted purpose under the ESL policy, baby bonding, family military exigency, or military caregiver, and is not subject to retroactive processing prior to the effective date of July 1, 2013; subject to the revised NJ ESL law.

Intermittent and Reduced Schedule Leaves. An intermittent leave is taken in separate blocks of time due to a single illness or injury, and must be in intervals of at least one week and completed within a 12-month period. A reduced schedule leave lessens an eligible team member's usual number of working hours per workweek. Reduced leaves must be taken in full day increments and may not be taken for more than 24 consecutive weeks. A team member may take only one reduced schedule leave per 24-month period. Team members may take intermittent or reduced schedule leaves for care of the serious health condition of a covered family member as defined above in paragraph, if certified to be medically necessary. Team members may not take intermittent or reduced schedule leave for the care of a newborn or newly adopted child. If a team member takes leave intermittently or on a reduced work schedule basis, for planned medical treatment, the team member must, when requested, attempt to schedule the leave so as not to unduly disrupt HMH's operations. HMH may require team members taking intermittent or reduced work schedule leaves for their own or a family member's foreseeable medical treatment to transfer temporarily to an alternate position, better suited to the leave schedule, with equivalent pay and benefits. Staff members with approved intermittent leaves for their own health condition or during pregnancy will be able to draw from their ESL for each intermittent leave day taken after their first three leave days have been drawn from their Paid Time Off (PTO) bank in a calendar year. (For those team members eligible for PTO). This means that yearly, the first three days of the approved intermittent leave will be deducted from your PTO bank and any remaining intermittent leave days taken will come from the ESL bank. This excludes team members taking intermittent leaves, that are not for a permitted purpose under the ESL policy, baby bonding, family military exigency, or military caregiver, and is not subject to retroactive processing prior to the effective date of July 1, 2013; subject to the revised NJ ESL law.