Common use of Notice by Employee Clause in Contracts

Notice by Employee. The employee shall give notice for FMLA leave according to the following: (1) When the need for FMLA is foreseeable (i.e., for birth of a child, adoption, xxxxxx placement, or planned medical treatment for yourself or a family member or to care for a covered service member) 30-days notice is required. If the employee fails to give 30-days notice with no reasonable excuse, the District reserves the right to delay the employee's FMLA leave until at least 30-days after the leave request is made. (2) When the need for FMLA leave is unexpected, absent unusual circumstances, the employee must provide notice to the Employer either the same business day or the next business day after the employee learns of the need for the FMLA leave. With respect to both foreseeable and unexpected leave, employees must comply with District policies, work rules, collective bargaining provisions, and customary time off or call-in notice procedures. At the time of requesting leave from work, the employee is required to complete District-approved forms for leave utilization. The District will provide District- approved forms which advise the employee of his/her FMLA rights and responsibilities. When any leave from work is requested, the District will inquire about the circumstances to determine if the requested leave appears to qualify as FMLA leave. Any leave request determined by the District to qualify as FMLA leave will be credited against the employee's FMLA leave for the 12-month period described in Section 2.A. of this policy.

Notice by Employee. The employee shall give notice for FMLA leave according to the following: (1) When the need for FMLA is foreseeable (i.e., for birth of a child, adoption, xxxxxx placement, or planned medical treatment for yourself or a family member or to care for a covered service member) 30-days notice is required. If the employee fails to give 30-days notice with no reasonable excuse, the District reserves the right to delay the employee's FMLA leave until at least 30-days after the leave request is made. (2) When the need for FMLA leave is unexpected, absent unusual circumstances, the employee must provide notice to the Employer either the same business day or the next business day after the employee learns of the need for the FMLA leave. With respect to both foreseeable and unexpected leave, employees must comply with District policies, work rules, collective bargaining provisions, and customary time off or call-in notice procedures. At the time of requesting leave from work, the employee is required to complete District-approved forms for leave utilization. The District will provide District- approved forms which advise the employee of his/her FMLA rights and responsibilities. When any leave from work is requested, the District will inquire about the circumstances to determine if the requested leave appears to qualify as FMLA leave. Any leave request determined by the District to qualify as FMLA leave will be credited against the employee's FMLA leave for the 12-12- month period described in Section 2.A. of this policy.

Notice by Employee. The employee shall give notice for FMLA leave according to the following: (1) When the need for FMLA is foreseeable (i.e., for birth of a child, adoption, xxxxxx placementfosterplacement, or planned medical treatment for yourself or a family member or to care for a covered service member) 30-days notice is required. If the employee fails to give 30-days notice with no reasonable excuse, the District reserves the right to delay the employee's FMLA leave until at least 30-days after the leave request is made. (2) When the need for FMLA leave is unexpected, absent unusual circumstances, the employee must provide notice to the Employer either the same business day businessday or the next business day after the employee learns of the need for the FMLA leaveFMLAleave. With respect to both foreseeable and unexpected leave, employees must comply with District policies, work rules, collective bargaining provisions, and customary time off or call-call- in notice procedures. At the time of requesting leave from work, the employee is required to complete District-District- approved forms for leave utilization. The District will provide District- District-approved forms which advise the employee of his/her FMLA rights and responsibilities. When any leave from work is requested, the District will inquire about the circumstances to determine if the requested leave appears to qualify as FMLA leave. Any leave request determined by the District to qualify as FMLA leave will be credited against the employee's FMLA leave for the 12-month period described in Section 2.A. of this policy.

Notice by Employee. The employee shall give notice for FMLA leave according to the following: (1) When the need for FMLA is foreseeable (i.e., for birth of a child, adoption, xxxxxx placement, or planned medical treatment for yourself or a family member or to care for a covered service member) 30-days notice is required. If the employee fails to give 30-days notice with no reasonable excuse, the District reserves the right to delay the employee's FMLA leave until at least 30-30- days after the leave request is made. (2) When the need for FMLA leave is unexpected, absent unusual circumstances, the employee must provide notice to the Employer either the same business day or the next business day after the employee learns of the need for the FMLA leave. With respect to both foreseeable and unexpected leave, employees must comply with District policies, work rules, collective bargaining provisions, and customary time off or call-in notice procedures. At the time of requesting leave from work, the employee is required to complete District-approved forms for leave utilization. The District will provide District- District-approved forms which advise the employee of his/her FMLA rights and responsibilities. When any leave from work is requested, the District will inquire about the circumstances to determine if the requested leave appears to qualify as FMLA leave. Any leave request determined by the District to qualify as FMLA leave will be credited against the employee's FMLA leave for the 12-month period described in Section 2.A. of this policy.

Notice by Employee. The employee shall give notice for FMLA leave according to the following: (1) When the need for FMLA is foreseeable (i.e., for birth of a child, adoption, xxxxxx placement, or planned medical treatment for yourself or a family member or to care for a covered service member) 30-30- days notice is required. If the employee fails to give 30-days notice with no reasonable excuse, the District reserves the right to delay the employee's FMLA leave until at least 30-days after the leave request is made. (2) When the need for FMLA leave is unexpected, absent unusual circumstances, the employee must provide notice to the Employer either the same business day or the next business day after the employee learns of the need for the FMLA leave. With respect to both foreseeable and unexpected leave, employees must comply with District policies, work rules, collective bargaining provisions, and customary time off or call-in notice procedures. At the time of requesting leave from work, the employee is required to complete District-approved forms for leave utilization. The District will provide District- approved forms which advise the employee of his/her FMLA rights and responsibilities. When any leave from work is requested, the District will inquire about the circumstances to determine if the requested leave appears to qualify as FMLA leave. Any leave request determined by the District to qualify as FMLA leave will be credited against the employee's FMLA leave for the 12-month period described in Section 2.A. of this policy.

Notice by Employee. The employee shall give notice for FMLA leave according to the following: (1) When the need for FMLA is foreseeable (i.e., for birth of a child, adoption, xxxxxx placement, or planned medical treatment for yourself or a family member or to care for a covered service member) 30-days notice is required. If the employee fails to give 30-days notice with no reasonable excuse, the District reserves the right to delay the employee's FMLA leave until at least 30-days after the leave request is made. (2) When the need for FMLA leave is unexpected, absent unusual circumstances, the employee must provide notice to the Employer either the same business day or the next business day after the employee learns of the need for the FMLA leave. With respect to both foreseeable and unexpected leave, employees must comply with District policies, work rules, collective bargaining provisions, and customary time off or call-in notice procedures. At the time of requesting leave from work, the employee is required to complete District-approved forms for leave utilization. The District will provide District- District-approved forms which advise the employee of his/her FMLA rights and responsibilities. When any leave from work is requested, the District will inquire about the circumstances to determine if the requested leave appears to qualify as FMLA leave. Any leave request determined by the District to qualify as FMLA leave will be credited against the employee's FMLA leave for the 12-month period described in Section 2.A. of this policy.

Notice by Employee. The employee shall give notice for FMLA leave according to the following: (1) When the need for FMLA is foreseeable (i.e., for birth of a child, adoption, xxxxxx placement, or planned medical treatment for yourself or a family member or to care for a covered service member) 30-days notice is required. If the employee fails to give 30-days notice with no reasonable excuse, the District reserves the right to delay the employee's FMLA leave until at least 30-days after the leave request is made. (2) When the need for FMLA leave is unexpected, absent unusual circumstances, the employee must provide notice to the Employer either the same business day or the next business day after the employee learns of the need for the FMLA leave. With respect to both foreseeable and unexpected leave, employees must comply with District policies, work rules, collective bargaining provisions, and customary time off or call-in notice procedures. At the time of requesting leave from work, the employee is required to complete District-District- approved forms for leave utilization. The District will provide District- District-approved forms which advise the employee of his/her FMLA rights and responsibilities. When any leave from work is requested, the District will inquire about the circumstances to determine if the requested leave appears to qualify as FMLA leave. Any leave request determined by the District to qualify as FMLA leave will be credited against the employee's employee‟s FMLA leave for the 12-month period described in Section 2.A. of this policy.