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 on a rolling year basis measured backward from the date an employee uses FMLA leave. 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, unless stated otherwise in a collectively bargained labor agreement. 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
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Leave Description. 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: (1) The birth and first year care of a son or daughter. (2) 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. (3) The serious health condition of an employee’s spouse, child or parent; (4) The employee’s own serious health condition that makes the employee unable to perform the functions of his or her job. (5) 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, financial and legal arrangements, rest and recuperation, post-deployment activities, and additional activities as provided in the FMLA regulations. (6) To care for the employee’s spouse, child, parent or next of kin who is a covered service member with a serious injury or illness. A “covered service member” is a member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty for which he or she is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list. If spouses are employed by the Distr...
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. 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
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. 7.6.1.2 Other available paid vacation, personal or family leave will be substituted for family and medical leave necessitated by birth, adoption/xxxxxx care placement, or a family member's serious health condition. Other available paid vacation, personal or sick leave will be substituted for family and medical leave necessitated by a family member's or Employee's own serious health condition. Any substitution required by this section will count against the Employee's family and medical leave entitlement. The District will pay family leave or sick leave only under circumstance permitted by the applicable leave plan. Use of family and medical leave shall not preclude the use of other applicable unpaid leave that will extend the Employee's leave beyond 12 weeks, provided that use of family and medical leave shall not serve to extend such other unpaid leave. 7.6.1.3 Family and medical leave is available in one or more of the following instances: a. The birth and first year care of a son or daughter; b. The adoption or xxxxxx placement of a child; c. The serious health condition of an Employee's spouse, parent, or child, and d. The Employee's own serious health condition. e. Or other instances covered by the federal Family and Medical Leave Act related to a covered service member. 7.6.1.4 Employees may take an intermittent or reduced-hour family and medical leave when the reason for the leave is (c) or (d), above, with certain limitations provided by law. Within 15 calendar days after the Superintendent makes a request, an Employee must support a request for a family and medical leave when the reason for the leave is (a) or (b), above, with a certificate completed by the Employee's or family member's health care provider. Failure to provide the certification may result in a denial of the leave request. If both spouses are employed by the District, they may together take only 12 weeks for family and medical leaves when the reason for the leave is (a) or (b), above, or to care for a sick parent.
Sample 1
Leave Description. An eligible teacher may use unpaid family and medical leave for up to a combined total of 12 weeks each year, beginning September 1 and ending August 31 of the next year. 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. 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 child; to care for a spouse, a child (who is under 18 years of age or incapable of self-care due to a disability) or parent (not parent-in-law) with a serious health condition; and the employee's own serious health condition which renders the employee unable to perform his or her job; because of any qualifying exigency arising out of the fact that the Teacher's spouse, son, daughter, 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; or to care for a covered service member with a service injury or illness of the employee who is the spouse, son, daughter, parent, or next of kin of the service member. To be eligible for leave under the FMLA, a teacher must have been employed by the District for at least 12 months (the 12 months need not be consecutive) and have worked for at least 1000 hours of service during the 12-month period immediately before the beginning of the leave.
Sample 1
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