Intermittent Leave. If medically necessary due to the serious medical condition of the employee, or that of the employee's spouse, child, parent, registered domestic partner within the meaning of Minneapolis Code of Ordinances Chapter 142, or other dependents and/or members of their households who have a serious medical condition, leave may be taken on an intermittent schedule. In cases of the birth, adoption or xxxxxx placement of a child, family and medical leave may be taken intermittently only when expressly approved by the Employer.
Intermittent Leave. The leave may be taken intermittently or on a reduced work schedule. If the leave is taken for reason of the birth, adoption, or xxxxxx care placement of a child of the employee, the basic minimum duration of the leave shall be two (2) weeks; however, the District shall grant the employee leave of less than two weeks' duration on two occasions. If the leave is taken for a serious health condition of the employee or of the employee's family member, leave may be taken intermittently or on a reduced schedule when medically necessary, as determined by the health care provider of the person with the serious health condition. An employee may take such leave for as short a time as one (1) hour (can be less than one (1) hour, if necessary). If an employee does take intermittent or a reduced-schedule leave that is foreseeable based on a planned medical treatment of the employee or the employee's family member or for the birth, adoption, or xxxxxx care placement of a child, the District has the right to transfer temporarily the employee to an available alternative position for which the employee is qualified and which better accommodates the recurring periods of leave during the duration of the intermittent or reduced-scheduled leave. The alternative position must have equivalent pay and benefits but does not have to have equivalent duties. The alternative position may include the altering of the employee's current job. The District may also transfer the employee to a part-time job with the same hourly rate of pay and benefits. Upon the conclusion of the intermittent or reduced-schedule leave, the District will place the employee in the same or equivalent job the employee had when the leave started.
Intermittent Leave. 21 Intermittent leave without pay used in lieu of sick leave is not subject to 22 the six (6) month entitlement provided for above. When such leave significantly affects an 23 employee’s job performance and is not subject to the requirements of law (including but not 24 limited to the FMLA), management may evaluate the employee’s use of leave according to the 25 criteria of “Section B.2.c” above. Medical information as provided for in “Section D.1” above 26 may be required for the evaluation. After completing the evaluation management may do one 27 of the following:
28 a. Approve a similar pattern of intermittent use of unpaid leave for a 29 specified period followed by another evaluation; or
30 b. Put the employee on a work plan to manage the use of leave 31 without pay, followed by disciplinary action if the plan is not successfully completed; or
32 c. Proceed with the disciplinary process.
Intermittent Leave. If an employee requests leave intermittently (a few days or hours at a time) or on a reduced leave schedule to care for an immediate family member with a serious health condition, the employee must provide medical certification that such leave is medically necessary. "Medically necessary" means there must be a medical need for the leave and that the leave can be best accomplished through an intermittent or reduced leave schedule.
Intermittent Leave a. If medically necessary, employees may use their FMLA Leave on an intermittent basis, by taking leaves of less than a day or working a reduced work week.
b. An Employee may have the right to request a temporary transfer to a position with equivalent pay and benefits if the new position better accommodates the employee's FMLA leave schedule.
c. Only the actual time which an employee misses due to FMLA Leave will be applied to the employee's twelve (12) week limit.
Intermittent Leave. An employee who has not taken or committed to a continuous budgetary leave during any calendar year, may request an intermittent unpaid leave of absence for up to 90 days during any calendar year. Such leave may be taken intermittently in increments of not less than one day and not more than 90 days.
Intermittent Leave. 1. FMLA leave may be taken intermittently whenever it is medically necessary to care for a seriously ill family member, or because the employee is seriously ill and unable to work. If the need for intermittent leave is foreseeable based on planned medical treatment, the employee is responsible for scheduling the treatment in a manner that does not unduly disrupt the employer's operations, subject to the approval of the health care provider.
2. In such cases, the employer may also transfer the employee temporarily to an alternative job with equivalent pay and benefits that better accommodates recurring periods of leave than the employee's regular job. 825.601
3. Leave Taken Near the End of an Academic Semester (school semester):
a. If the instructional employee's leave begins more than five (5) weeks prior to the end of the academic semester, the school district can require the employee to continue taking leave to the end of the semester if:
1) The leave lasts at least three (3) weeks; and
2) The return to employment would occur during the last three (3) weeks of the semester.
3) If the leave begins less than five (5) weeks prior to the end of the semester, the school district can require the instructional employee to continue taking leave to the end of the semester if:
a) The leave lasts more than two (2) weeks; and
b) The return to employment would occur during the last two (2) weeks of the semester.
4) If the leave begins less than three (3) weeks prior to the end of the semester and the leave lasts more than five (5) working days, then the school district can require the instructional employee to continue taking leave to the end of the semester. 825.602
Intermittent Leave. A leave taken under 27.§2.2.1 or 27.§
Intermittent Leave. Personal medical leave, serious health condition leave, or serious illness or injury leave covered by family medical leave may be taken intermittently when certified as medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatments so as not to unduly disrupt the Employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis. Requests for intermittent leave to care for and/or bond with a newborn, xxxxxx, or adopted child will be considered on a case-by-case basis. Before such intermittent leave is taken, the appointing authority or designee must approve the schedule to be worked.
Intermittent Leave. The leave may be taken intermittently or in a reduced work schedule when medically advisable, as determined by the health care provider of the unit member.
