Military Caregiver and Qualifying Exigency Leave Sample Clauses

Military Caregiver and Qualifying Exigency Leave. An employee who is a caregiver of a relative who suffers serious injury or illness during active military duty, or who has a qualifying exigency as a result of a family member being on active duty in the National Guard or Reserves in support of a contingency operation, may qualify for a category of FMLA leave as described in Board Policy 3430.01—FMLA Leave, and Administrative Procedure 3430—Leaves of Absence Procedures/B. Military Caregiver Leave. Note: this leave entitlement is for unpaid leave but an employee may use his/her accrued leave to remain in pay status during the approved leave period.
Sample 1Sample 2Sample 3See All (16)
AutoNDA by SimpleDocs
Military Caregiver and Qualifying Exigency Leave. An employee may be eligible for Military Caregiver or Military Qualifying Exigency Leave, categories of FMLA leave described in District Policy 2.14(7)(b)4b&c. These leave entitlements are for unpaid leave but an employee may use his/her accrued leave to remain in pay status during the approved leave period.
Sample 1Sample 2Sample 3See All (11)
Military Caregiver and Qualifying Exigency Leave. An employee who is a caregiver of a of a relative who suffers serious injury or illness during active military duty, or who has a qualifying exigency as a result of a family member being on active duty in the National Guard or Reserves in support of a contingency operation, may qualify for a category of FMLA leave as described in District Policy 2.14(8)(b)4b&c. Note: this leave entitlement is for unpaid leave but an employee may use his/her accrued leave to remain in pay status during the approved leave period.
Sample 1
Military Caregiver and Qualifying Exigency Leave. An employee who is a caregiver of a relative who suffers serious injury or illness during active military duty, or who has a qualifying exigency as a result of a family member being on active duty in the National Guard or Reserves in support of a contingency operation, may qualify for a category of FMLA leave as described in Board Policy 3430.01—FMLA Leave, and Administrative Procedure 3430—Leaves of Absence Procedures/B. Military Caregiver Leave. Note: this leave entitlement is for unpaid leave but an employee may use his/her accrued leave to remain in pay status during the approved leave period. Employees shall ordinarily use all accrued paid leave prior to requesting unpaid leave unless an employee has been authorized in writing to take unpaid leave of more than ten (10) days under Section 15.01 above or to take unpaid leave of ten (10) days or less under Section 15.02 above.
Sample 1
Military Caregiver and Qualifying Exigency Leave. An employee who is a caregiver of a of a relative who suffers serious injury or illness during active military duty, or who has a qualifying exigency as a result of a family member being on active duty in the National Guard or Reserves in support of a contingency operation, may qualify for a category of FMLA leave as described in Board Policy 3430.01—FMLA Leave, and Administrative Procedure 3430— Leaves of Absence/B. Military Caregiver Leave. Note: this leave entitlement is for unpaid leave but an employee may use his/her accrued leave to remain in pay status during the approved leave period. Jury Duty and Subpoena as a Witness An employee shall be granted full pay and benefits for appearance in court under the following circumstances: A full-time or regular part-time employee, summoned for jury duty or subpoenaed as a witness in a case not involving personal litigation, shall be granted temporary duty leave with pay and any witness fees shall be retained by the employee. Any employee dismissed from jury duty or excused from the stand prior to 11:00 a.m. shall not be required to return to work that day. Employees of the school system shall be placed on temporary duty, without loss of pay, when subpoenaed by a court, as a result of incidents occurring which are related to their employment with the Board. Any employee, who has in his/her custody, official records of the school system, and is subpoenaed by a court to produce such records, shall also be granted temporary duty without loss of pay. An employee subpoenaed in line of duty as a witness on behalf of the Board shall be given temporary duty leave with pay, and any witness fees shall be retained by the employee. In no case shall temporary duty leave with pay be granted for court attendance when an employee is engaged in personal litigation; however, employees who have accrued vacation shall be granted vacation leave for this purpose, upon request. Employees who have accrued personal leave shall be granted such leave, upon request.
Sample 1

Related to Military Caregiver and Qualifying Exigency Leave

  • Qualifying Exigency Leave In the event that a member of the employee’s immediate household is called to covered active duty, such as a short notice deployment (i.e., deployment within seven or less days of notice), the employee will be granted time off to address necessary family matters in accordance with the Family and Medical Leave Act (FMLA).

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent Teacher or long-term Occasional Teacher under this Article shall be in accordance with the provisions of the Employment Standards Act, 2000, as amended.

  • Military Caregiver Leave The employer shall grant an employee who is a family member of a covered service member an unpaid leave of up to twenty-six (26) weeks (inclusive of the twelve (12) weeks granted under 1. above) in a single twelve (12) month period to care for the covered service member who has a serious illness or injury incurred in the line of duty on active duty.

  • Family and Medical Leave Act (FMLA a. Pursuant to the Family and Medical Leave Act (FMLA, as amended, an employee with more than one (1) year of experience, and who works at least 1250 hours per year, shall be entitled to an unpaid leave of absence, of up to twelve (12) weeks, during a twelve (12) month period, for one or more of the following:

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Family and Medical Leave Act All employees who worked for the Employer for a minimum of twelve (12) months and worked at least 1250 hours during the past twelve (12) months are eligible for unpaid leave as set forth in the Family and Medical Leave Act of 1993. Eligible employees are entitled to up to a total of 12 weeks of unpaid leave during any twelve (12) month period for the following reasons:

  • SHORT-TERM ILLNESS AND INJURY AND LONG-TERM DISABILITY Employees shall be entitled to coverage for short term illness and injury and long term disability in accordance with agreed upon regulations which will be subject to review and revision during the period of this Agreement by negotiations between the Parties and included as Appendix A to this Agreement.

  • Family Medical Leave Act Pursuant to the Family and Medical Leave Act of 1993, an employee who has been employed at least twelve (12) months and worked at least 1,250 hours during the prior 12-month period is entitled to twelve (12) work weeks of leave during any 12-month period without pay but with group health insurance coverage maintained for one or more of the following reasons:

  • Family Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child.

  • Family and Medical Leave 16.1 A. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and any amendments thereto and the Washington State Family Leave Act of 2006 (WFLA), an employee who has worked for the state for at least twelve (12) months and for at least one thousand two hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) workweeks of family medical leave in a twelve (12) month period for one or more of the following reasons 1 - 4:

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