Leave Requirements. In order to be granted sick leave with pay, an employee must meet the following conditions:
Leave Requirements. The Board shall require an employee to complete a sick leave application in the employee kiosk within three (3) days of the commencement of such illness or injury or as soon as practicable thereafter. Where there is evidence of habitual or excessive absences, the Board may require the employee to present a doctor’s explanation of the illness or injury that necessitates the absence. Such requirement must be told to the employee at or prior to the time the employee commences an absence. Evidence of an employee’s ability to return to work may also be required where there is evidence that an employee may not be able to perform the full duties of his/her classification.
Leave Requirements. Head Start will extend up to twelve (12) weeks of unpaid FMLA leave during any twelve (12) month period to eligible Employees. The twelve (12) month period shall be a “rolling” twelve (12) month period measured backward from the date an Employee uses any FMLA leave:
Leave Requirements. (i) Employees who absent themselves from duty either due to sickness or other circumstances, shall advise Council prior to commencement of such absence, and if not, as soon as practicable, having regard to any extenuating circumstances, giving the reason and, where possible, the expected duration of the said absence.
Leave Requirements. The Employer will extend up to twelve (12) weeks of unpaid FMLA leave during any twelve-month period to eligible employees (the twelve month period shall be a “rolling” 12-month period measured backward from the date an employee uses any FMLA leave):
Leave Requirements. Eligible employees under FMLA are entitled to 12 work weeks of leave during any 12-month period. To be eligible for leave under this policy, an employee must have been employed by the College for at least twelve months in total; must have worked at least 1,250 hours during the twelve month period preceding the commencement of the leave; and must be employed at a work- site where 50 or more employees are employed within 75 miles of that worksite. As an example, if an eligible employee takes 12 weeks of leave beginning September 1, 1993, additional leave under FMLA is not available until a date 12 months after the leave period began - September 1, 1994. Leave of absence under FMLA shall be granted for one or more of the following reasons: • Due to the birth of the employee's child in order to care for the child. • Due to the placement of a child with the employee for adop- tion or xxxxxx care. • To care for the employee's spouse, child, or parent who has a serious health condition. • Due to a serious health condition that renders the employee incapable of performing the functions of his or her job. In cases where both spouses are employed by the College, FMLA provides that the aggregate amount of leave be given to the spouses is 12 weeks if the leave is for the birth or placement of a child or to care for a parent. Any leave of absence beyond that period will be considered under existing College policy. The law defines a serious health condition as an illness, injury, impairment or mental condition that involves (1) inpatient care in a hospital or residential medical care facility, or (2) continu- ous treatment by a health care provider. More information about the definition of “serious health condition” may be obtained from the Human Resources Office. Xxxxxx is defined as a husband or wife, as the case may be. FMLA is gender neutral. Both women and men are entitled to take family leave, if otherwise eligible.
Leave Requirements. Family and medical leave shall be granted in accordance with state and federal law, as referenced in the Champaign County Personnel Policy, Chapter 8-7 FAMILY AND MEDICAL LEAVE OF ABSENCE.
