Common use of Medical/Pregnancy Disability Leave Clause in Contracts

Medical/Pregnancy Disability Leave. If the employee returns to medical or pregnancy disability leave without pay for the same condition, the thirteen (13) pay period time frame will continue where it left off and will be reduced only for those pay periods when the employee’s pay status hours fall below fifty percent (50%) of the allocated full-time equivalent. The County’s thirteen (13) pay period Medical Leave without pay benefit entitlement shall run concurrent with Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and California Pregnancy Disability Leave (CPDL). The employee’s entitlement under COBRA law begins when the employee is no longer eligible for a County contribution toward medical benefits. When the employee returns to at least fifty percent (50%) of the allocated full time equivalent in pay status, eligibility for a County contribution toward health benefits is regained. Benefit coverage begins the first of the following month.

Medical/Pregnancy Disability Leave. If the employee returns to medical or pregnancy disability leave without pay for the same condition, the thirteen (13) pay period time frame will continue where it left off and will be reduced only for those pay periods when the employee’s pay paid status hours fall below fifty percent (50%) of the allocated full-time equivalent. The County’s thirteen (13) pay period Medical Leave without pay benefit entitlement shall run concurrent with Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and California Pregnancy Disability Leave (CPDL). The employee’s entitlement under COBRA law begins when the employee is no longer eligible for a County county contribution toward medical benefits. When the employee returns to at least fifty percent (50%) of the allocated full time equivalent in pay status, paid status eligibility for a County county contribution toward health benefits is regained. Benefit coverage begins the first of the following month...

Medical/Pregnancy Disability Leave. If the employee returns to medical or pregnancy disability leave without pay for the same condition, the thirteen (13) pay period time frame will continue where it left off and will be reduced only for those pay periods when the employee’s pay status hours fall below fifty percent (50%) of the allocated full-time equivalent. The County’s thirteen (13) pay period Medical Leave without pay benefit entitlement shall run concurrent with Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and California Pregnancy Disability Leave (CPDL). The employee’s entitlement under COBRA law begins when the employee is no longer eligible for a County contribution toward medical benefits. When the employee returns to at least fifty percent (50%) of the allocated full time equivalent in pay status, eligibility for a County contribution toward health benefits is regained. Benefit coverage begins the first of the following monthmonth once a completed and signed Employee Benefit Enrollment/Change form is received by the Human Resources Benefits Unit within 31 days of the return from leave.

Medical/Pregnancy Disability Leave. If the employee returns to medical or pregnancy disability leave without pay for the same condition, the thirteen (13) pay period time frame will continue where it left off and will be reduced only for those pay periods when the employee’s pay paid status hours fall below fifty percent (50%) of the allocated full-time equivalent. The County’s thirteen (13) pay period Medical Leave without pay benefit entitlement shall run concurrent with Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and California Pregnancy Disability Leave (CPDL). The employee’s entitlement under COBRA law begins when the employee is no longer eligible for a County county contribution toward medical benefits. When the employee returns to at least fifty percent (50%) of the allocated full time equivalent in pay status, paid status eligibility for a County county contribution toward health benefits is regained. Benefit coverage begins the first of the following monthmonth once a completed and signed Employee Benefits Enrollment/Change form is received by the Human Resources Benefits Unit within 31-days of the return from leave.

Medical/Pregnancy Disability Leave. If the employee returns to medical or pregnancy disability leave without pay for the same condition, the thirteen (13) pay period time frame will continue where it left off and will be reduced only for those pay periods when the employee’s pay paid status hours fall below fifty percent (50%) of the allocated full-time equivalent. The County’s thirteen (13) pay period Medical Leave without pay benefit entitlement shall run concurrent with Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and California Pregnancy Disability Leave (CPDL). The employee’s entitlement under COBRA law begins when the employee is no longer eligible for a County county contribution toward medical benefits. When the employee returns to at least fifty percent (50%) of the allocated full time equivalent in pay status, paid status eligibility for a County county contribution toward health benefits is regained. Benefit coverage begins the first of the following month...‌

Medical/Pregnancy Disability Leave. If the employee returns to medical or pregnancy disability leave without pay for the same condition, the thirteen (13) pay period time frame will continue where it left off and will be reduced only for those pay periods when the employee’s pay paid status hours fall below fifty percent (50%) of the allocated full-time equivalent. The County’s thirteen (13) pay period Medical Leave without pay benefit entitlement shall run concurrent with Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and California Pregnancy Disability Leave (CPDL). The employee’s entitlement under COBRA law begins when the employee is no longer eligible for a County county contribution toward medical benefits. When the employee returns to at least fifty percent (50%) of the allocated full full-time equivalent in pay paid status, eligibility for a County county contribution toward health benefits is regained. Benefit Active benefit coverage begins the first of the following monthmonth once a completed and signed Employee Benefit Enrollment/Change form is received by the Human Resources Benefits Unit within 31 days of the return from leave.