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 leave without pay benefit entitlement shall run concurrent with FMLA/CFRA/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 fifty percent (50%) 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 leave without pay benefit entitlement shall run concurrent be coordinated with FMLA/CFRA/CPDLCPDL as provided in the County’s Medical Leave Policy and this MOU. The employee's ’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 fifty percent (50%) allocated full full-time equivalent in pay paid 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 leave without pay benefit entitlement shall run concurrent with FMLA/CFRA/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 fifty percent (50%) or greater of the employee’s 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.