Common use of Intermittent Leave and Reduced-Work Schedule Clause in Contracts

Intermittent Leave and Reduced-Work Schedule. A. When medically necessary, an employee may take intermittent FMLA Leave or a reduced-work schedule to care for a spouse, child, or parent who has a serious health condition, or if the employee has a serious health condition. The employee shall make reasonable efforts to schedule treatment so as not to unduly disrupt the regular operations of the Board. B. However, where an employee employed principally in an instructional capacity requests intermittent leave or leave on a reduced-work schedule for purposes of a spouse, child, parent or the employee's own serious health condition, and where the employee would be on leave for greater than 20% of the total number of working days in the period during which the leave would extend, such employee must elect either: 1. to take leave for periods of a particular duration, not to exceed the duration of the planned medical treatment; or 2. to transfer temporarily to an available alternative position (if any) offered by the Board for which the employee is qualified, and that a. has equivalent pay and benefits; and b. the Board determines better accommodates recurring periods of leave than the regular employment position of the employee. C. If any other employee requests intermittent leave or a reduced-work schedule to care for the serious health condition of a family member or for the employee's own serious health condition, and the need for leave is foreseeable based on planned medical treatment, the Board may, in its discretion, temporarily transfer the employee to an available alternate position with equivalent pay and benefits if: 1. the employee is qualified for the position and 2. the position better accommodates recurring periods of leave.

Intermittent Leave and Reduced-Work Schedule. A. When medically necessary, an employee a member may take intermittent FMLA Leave or a reduced-work schedule to care for a spouse, child, or parent who has a serious health condition, or if the employee member has a serious health condition. The employee member shall make reasonable efforts to schedule treatment so as not to unduly disrupt the regular operations of the BoardDistrict. B. However, where an employee a member who is principally employed principally in an instructional capacity requests intermittent FMLA leave or FMLA leave on a reduced-reduced work schedule for purposes of a spouse, child, parent or the employee's own serious health condition, and where the employee member would be on FMLA leave for greater than 20% of the total number of working days in the period during which the FMLA leave would extend, such employee member must elect either: 1. to i. To take FMLA leave for periods of a particular duration, not to exceed the duration of the planned medical treatment; or 2ii. to To transfer temporarily to an available alternative position (if any) offered by the Board for which the employee member is qualified, and thatwhich a. has equivalent pay and benefits; and b. the Board determines better accommodates recurring periods of leave than the regular employment position of the employeemember. C. If any other employee member requests intermittent leave or a reduced-work schedule to care for the serious health condition of a family member or for the employee's member’s own serious health condition, and the need for leave is foreseeable based on planned medical treatment, the Board may, in its discretion, temporarily transfer the employee member to an available alternate position with equivalent pay and benefits if: 1. the employee i. The member is qualified for the position and 2position; and ii. the The position better accommodates recurring periods of leave.

Intermittent Leave and Reduced-Work Schedule. A. 1. When medically necessary, an employee may take intermittent FMLA Leave or a reduced-work schedule to care for a spouse, child, or parent who has a serious health condition, or if the employee has a serious health condition. The employee shall make reasonable efforts to schedule treatment so as not to unduly disrupt the regular operations of the Board. B. 2. However, where an employee is principally employed principally in an instructional capacity requests intermittent leave FMLA Leave or leave FMLA Leave on a reduced-reduced work schedule for purposes of a spouse, child, parent or the employee's own serious health condition, and where the employee would be on leave FMLA Leave for greater than 20% of the total number of working days in the period during which the leave FMLA Leave would extend, such employee must elect either: 1. to a) To take leave FMLA Leave for periods of a particular duration, not to exceed the duration of the planned medical treatment; or 2. to b) To transfer temporarily to an available alternative position (if any) offered by the Board for which the employee is qualified, and that a. which - has equivalent pay and benefits; and b. and - the Board determines better accommodates recurring periods of leave than the regular employment position of the employee. C. 3. If any other employee requests intermittent leave or a reduced-work schedule to care for the serious health condition of a family member or for the employee's ’s own serious health condition, and the need for leave is foreseeable based on planned medical treatment, the Board may, in its discretion, temporarily transfer the employee to an available alternate position with equivalent pay and benefits if: 1. the a) The employee is qualified for the position and 2. the and b) The position better accommodates recurring periods of leave.

Intermittent Leave and Reduced-Work Schedule. A. i. When medically necessary, an employee may take intermittent FMLA Leave or a reduced-work schedule to care for a spouse, child, or parent who has a serious health condition, or if the employee has a serious health condition. The employee shall make reasonable efforts to schedule treatment so as not to unduly disrupt the regular operations of the Board. B. ii. However, where an any employee employed principally in an instructional capacity requests intermittent leave or leave on a reduced-reduced work schedule for purposes of a spouse, child, parent or the employee's ’s own serious health condition, and where the employee would be on leave for greater than 20% of the total number of working days in the period during which the leave would extend, such employee must elect either: 1. to take leave for periods of a particular duration, not to exceed the duration of the planned medical treatment; or 2. to transfer temporarily to an available alternative position (if any) offered by the Board for which the employee is qualified, and that a. has equivalent pay and benefits; and b. the Board determines better accommodates recurring periods of leave than the regular employment position of the employee. C. iii. If any other employee requests intermittent leave or a reduced-work schedule to care for the serious health condition of a family member or for the employee's ’s own serious health condition, and the need for leave is foreseeable based on planned medical treatment, the Board may, in its discretion, temporarily transfer the employee to an available alternate position with equivalent pay and benefits if: 1. the employee is qualified for the position and position, and 2. the position better accommodates recurring periods of leave.