Common use of Intermittent Leave for Planned Medical Treatment Clause in Contracts

Intermittent Leave for Planned Medical Treatment. FMLA leave may be taken 46 intermittently whenever it is medically necessary to take care of a seriously ill spouse, child 1 or parent of the employee, or because of the employee’s own serious health condition 2 making the employee unable to work. Intermittent leave may be taken in increments of one 3 or more days or partial days. Certification of the need for intermittent leave, and the leave 4 schedule, shall be provided by the health care provider. Employees needing intermittent 5 FMLA leave must attempt to schedule their leave so as to minimize disruption to the 6 District’s operations. The District may assign an employee to an alternative position on a 7 temporary basis with equivalent pay and benefits that better accommodates the employee’s 8 intermittent leave schedule. Intermittent FMLA leave must be requested by the employee 9 in writing at least thirty (30) days in advance, or as soon as is practicable.

Intermittent Leave for Planned Medical Treatment. FMLA leave may be taken 46 intermittently whenever it is medically necessary to take care of a seriously ill spouse, child 1 or parent of the employee, or because of the employee’s own serious health condition 2 making the employee unable to work. Intermittent leave may be taken in increments of one 3 or more days or partial days. Certification of the need for intermittent leave, and the leave 4 schedule, shall be provided by the health care provider. Employees needing intermittent 5 FMLA leave must attempt to schedule their leave so as to minimize disruption to the 6 District’s operations. The District may assign an employee to an alternative position on a 7 temporary basis with equivalent pay and benefits that better accommodates the employee’s 8 intermittent leave schedule. Intermittent FMLA leave must be requested by the employee 9 in writing at least thirty (30) days in advance, or as soon as is practicable.

Intermittent Leave for Planned Medical Treatment. FMLA leave may be taken 46 9 intermittently whenever it is medically necessary to take care of a seriously ill spouse, child 1 10 or parent of the employee, or because of the employee’s own serious health condition 2 11 making the employee unable to work. Intermittent leave may be taken in increments of one 3 12 or more days or partial days. Certification of the need for intermittent leave, and the leave 4 13 schedule, shall be provided by the health care provider. Employees needing intermittent 5 14 FMLA leave must attempt to schedule their leave so as to minimize disruption to the 6 15 District’s operations. The District may assign an employee to an alternative position on a 7 16 temporary basis with equivalent pay and benefits that better accommodates the employee’s 8 17 intermittent leave schedule. Intermittent FMLA leave must be requested by the employee 9 18 in writing at least thirty (30) days in advance, or as soon as is practicable.

Intermittent Leave for Planned Medical Treatment. FMLA leave may be taken 46 2 intermittently whenever it is medically necessary to take care of a seriously ill spouse, 3 child 1 or parent of the employee, or because of the employee’s own serious health 4 condition 2 making the employee unable to work. Intermittent leave may be taken in 5 increments of one 3 or more days or partial days. Certification of the need for 6 intermittent leave, and the leave 4 schedule, shall be provided by the health care 7 provider. Employees needing intermittent 5 FMLA leave must attempt to schedule their 8 leave so as to minimize disruption to the 6 District’s operations. The District may assign 9 an employee to an alternative position on a 7 temporary basis with equivalent pay and 10 benefits that better accommodates the employee’s 8 intermittent leave schedule. 11 Intermittent FMLA leave must be requested by the employee 9 in writing at least thirty 12 (30) days in advance, or as soon as is practicable.