Leave Description Sample Clauses

Leave Description. An eligible employee may use unpaid family and medical leave (FMLA leave), guaranteed by the federal Family and Medical Leave Act. The U.S. Department of Labor’s rules (federal rules) implementing FMLA, as they may be amended from time to time, control FMLA leave. An eligible employee may take FMLA leave for up to a combined total of 12 weeks each 12- month period, beginning September 1 and ending August 31 of the next year. During a single 12-month period, an eligible employee’s FMLA leave entitlement may be extended to a total of 26 weeks of unpaid leave to care for a covered servicemember (defined in the federal rules) with a serious injury or illness. The “single 12-month period” is measured forward from the date the employee’s first FMLA leave to care for the covered servicemember begins. While FMLA leave is normally unpaid, the District will substitute an employee’s accrued compensatory time-off and/or paid leave for unpaid FMLA leave. All policies and rules regarding the use of paid leave apply when paid leave is substituted for unpaid FMLA leave. Any substitution of paid leave for unpaid FMLA leave will count against the employee’s FMLA leave entitlement. Use of FMLA leave shall not preclude the use of other applicable unpaid leave that will extend the employee’s leave beyond 12 weeks, provided that the use of FMLA leave shall not serve to extend such other unpaid leave. Any full workweek period during which the employee would not have been required to work, including summer break, winter break and spring break, is not counted against the employee’s FMLA leave entitlement. FMLA leave is available in one or more of the following instances:
Sample 1
AutoNDA by SimpleDocs
Leave Description. (a) An eligible employee may use family and medical leave (FMLA Leave), for up to a combined total of 12 weeks each year beginning September 1 and ending August 31 of the next year. During a single 12- month period, an eligible employee’s FMLA leave entitlement may be extended to a total of 26 weeks of unpaid leave to care for a covered service member (defined in Board Policy 5:185) with a serious injury or illness. The single 12-month period begins on the date the employee first leaves to care for the covered service member. Any full work week period which the employee would not have been required to work, including summer break, winter break and spring break is not counted against the employees’ FMLA leave entitlement. FMLA leave is available for one or more of the following reasons:
Sample 1
Leave Description. An eligible employee may use unpaid family and medical leave (FMLA leave), guaranteed by the federal Family and Medical Leave Act, for up to a combined total of 12 weeks each year, beginning September 1 and ending August 31 of the next year. During a single 12-month period, an eligible employee’s FMLA leave entitlement may be extended to a total of 26 weeks of unpaid leave to care for a covered servicemember (defined herein) with a serious injury or illness. The “single 12-month period” is measured forward from the date the employee’s first FMLA leave to care for the covered servicemember begins. While FMLA leave is normally unpaid, the System will substitute an employee’s accrued compensatory time-off and/or paid leave for unpaid FMLA leave. All policies and rules regarding the use of paid leave apply when paid leave is substituted for unpaid FMLA leave. Any substitution of paid leave for unpaid FMLA leave will count against the employee’s FMLA leave entitlement. Use of FMLA leave shall not preclude the use of other applicable unpaid leave that will extend the employee’s leave beyond 12 weeks, provided that the use of FMLA leave shall not serve to extend such other unpaid leave. Any full workweek period during which the employee would not have been required to work, including summer break, winter break and spring break, is not counted against the employee’s FMLA leave entitlement. FMLA leave is available in one or more of the following instances: The birth and first-year care of a son or daughter. The adoption or xxxxxx placement of a son or daughter, including absences from work that are necessary for the adoption or xxxxxx care to proceed and expiring at the end of the 12-month period beginning on the placement date. The serious health condition of an employee’s spouse, child, or parent. The employee’s own serious health condition that makes the employee unable to perform the functions of his or her job. The existence of a qualifying exigency arising out of the fact that the employee’s spouse, child, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation. A “covered military member” must be either a member of a Reserve component or a retired member of the regular Armed Forces or Reserve. “Qualifying exigencies” exist in the following categories: short-notice deployment, military events and related activities, childcare and school activities, financia...
Sample 1
Leave Description. 7.6.1.1 Eligible Employees may use unpaid family and medical leave, guaranteed by the federal Family and Medical Leave Act, for up to a combined total of twelve
Sample 1
Leave Description. 7.6.1.1 Eligible Employees may use unpaid family and medical leave, guaranteed by the federal Family and Medical Leave Act, for up to a combined total of 12 weeks for each year, beginning September 1 and ending August 31 of the next year.
Sample 1
Leave Description. An eligible employee may use unpaid family and medical leave (FMLA leave), guaranteed by the federal Family and Medical Leave Act. The U.S. Department of Labor’s rules (federal rules) implementing FMLA, as they may be amended from time to time, control FMLA leave. An eligible employee may take FMLA leave for up to a combined total of 12 work weeks per rolling year. During a single 12-month period, an eligible employee’s FMLA leave entitlement may be extended to a total of 26 weeks of unpaid leave to care for a covered service member (defined in the federal rules) with a serious injury or illness. The “single 12-month period” is measured forward from the date the employee’s first FMLA leave to care for the covered service member begins. While FMLA leave is normally unpaid, the District will substitute an employee’s accrued compensatory time-off and/or paid leave for unpaid FMLA leave. All policies and rules regarding the use of paid leave apply when paid leave is substituted for unpaid FMLA leave. Any substitution of paid leave for unpaid FMLA leave will count against the employee’s FMLA leave entitlement. Use of family and medical leave shall not preclude they use of other applicable unpaid leave that will extend the employee’s leave beyond 12 weeks, provided that the use of family and medical leave shall not serve to extend such other unpaid leave. Any full workweek period during which the employee would not have been required to work, including summer break, winter break, and spring break, is not counted against the employee’s FMLA leave entitlement. FMLA leave is available in one or more of the following instances:
Sample 1

Related to Leave Description

  • Work Description T-804 Opening Roads - Removal of closure devices, cleaning ditches, removing berms, and blading the traveled-way T-811 Closing Roads - Entrance treatment for 150' cross-rip; debris block (slash, earth, berm, rocks, etc.) + seed + water bar T-811 Closing Roads - Water bar frequency per BMPs for remainder of road T-811 Closing Roads - Engineering Rep. or Construction Inspector must be notified prior to performing closeout NFSR Road No. Lane Width & Maintenance Level Mile Marker Begin End 9302 Single Lane / Level 2 NFSR 300 0.00 END 0.58

  • System Description The DLCS is a network consisting of devices which are remotely controlled over RF transmission equipment by the PowerCAMPTM Software or equivalent. CL&P shall have access to the PowerCAMP™ LMS (as defined below) via the web interface. The PowerCAMPTM LMS shall include the software and hardware necessary to manage the Control Devices installed at the End-use Equipment at Participating Facilities. The PowerCAMPTM LMS includes AER’s PowerCAMPTM Server and PowerCAMPTM Suite, networking equipment, and third party software. PowerCAMPTM LMS Hardware

  • Project Description In two or three brief sentences, provide a concise description of your exhibition. Include the subject matter, type of objects to be included (paintings, sculpture, manuscripts, etc.), those responsible for organizing the exhibition, and catalogue author(s).

  • Short Description Post-Bachelor's

  • Task Description This task includes activities associated with permit-required monitoring conducted in accordance with the conditions specified by state or federal regulatory agencies. All monitoring tasks must be located within or adjacent to the Project area and follow the Department’s Regional Coastal Monitoring Program and FWC's marine turtle and shorebird monitoring programs. Guidance for monitoring of nearshore resources is available in the Department's Standard Operation Procedures For Nearshore Hardbottom Monitoring Of Beach Nourishment Projects. The Local Sponsor must submit work products directly to the appropriate state or federal regulatory agencies in accordance with permit conditions to be eligible for reimbursement under this task, unless otherwise directed.

  • Service Description The Parties will provide Common Channel Signaling (CCS) to one another via Signaling System 7 (SS7) network Interconnection, in accordance with prevailing industry standards. Use of a third party provider of SS7 trunks is permitted.

  • Service Descriptions Available services for Transitional and Enhanced Supervision Services a. One (1) one-to-one meeting with the Contractor per week for case management services.

Time is Money Join Law Insider Premium to draft better contracts faster.