Common use of NOTICE OF EMPLOYEE RIGHTS Clause in Contracts

NOTICE OF EMPLOYEE RIGHTS. When an employee gives notice of the need for FMLA leave, the College shall provide the employee with a notice substantially the same as U.S. Department of Labor Form W‐H 381 containing at least the following specific information: 1. whether the leave requested qualified as FMLA leave, including a statement similar to that appearing on Form W‐H 381, regarding why leave does not qualify; 2. that the leave will be counted against the employee's annual FMLA leave entitlement; 3. any requirement that the employee provide medical certification; 4. that the employee must use applicable substitute accrued paid leave and have it considered FMLA leave; 5. whether the employee will be required to make premium payments, and, if so, how the payments must be made; 6. whether the employee will be required to present a fitness‐for‐duty certificate in order to be restored to employment; 7. that the employee has the right to be restored to the same or an equivalent position upon return from FMLA leave; 8. the employee's potential liability for the payment of health premiums paid during the employee's FMLA leave if the employee does not return to work after taking FMLA leave; and 9. that the College may require employees on FMLA leave to report periodically, but not unreasonably, on their status and intent to return to work. If an employee provides an unequivocal notice of his/her intent not to return to work, the College's obligations under the FMLA to maintain health benefits (subject to COBRA requirements) and to restore the employee to his/her previous position cease.

NOTICE OF EMPLOYEE RIGHTS. When an employee gives notice of the need for FMLA leave, the College shall provide the employee with a notice substantially the same as U.S. Department of Labor Form W‐H W-H 381 containing at least the following specific information: 1. whether the leave requested qualified as FMLA leave, including a statement similar to that appearing on Form W‐H W-H 381, regarding why leave does not qualify; 2. that the leave will be counted against the employee's ’s annual FMLA leave entitlement; 3. any requirement that the employee provide medical certification; 4. that the employee must use applicable substitute accrued paid leave and have it considered FMLA leave; 5. whether the employee will be required to make premium payments, and, if so, how the payments must be made; 6. whether the employee will be required to present a fitness‐for‐duty fitness-for- duty certificate in order to be restored to employment; 7. that the employee has the right to be restored to the same or an equivalent position upon return from FMLA leave; 8. the employee's ’s potential liability for the payment of health premiums paid during the employee's ’s FMLA leave if the employee does not return to work after taking FMLA leave; and 9. that the College may require employees on FMLA leave to report periodically, but not unreasonably, on their status and intent to return to work. If an employee provides an unequivocal notice of his/her intent not to return to work, the College's ’s obligations under the FMLA to maintain health benefits (subject to COBRA requirements) and to restore the employee to his/her previous position cease.

NOTICE OF EMPLOYEE RIGHTS. 16.12.1 When an employee gives notice of the need for FMLA leave, the College shall provide the employee with a notice substantially the same as U.S. Department of Labor Form W‐H W-H 381 containing at least the following specific information: 1. (a) whether the leave requested qualified as FMLA leave, including a statement similar to that appearing on Form W‐H W-H 381, regarding why leave does not qualify; 2. (b) that the leave will be counted against the employee's ’s annual FMLA leave entitlement; 3. (c) any requirement that the employee provide medical certification; 4. (d) that the employee must use applicable substitute accrued paid leave and have it considered FMLA leave; 5. (e) whether the employee will be required to make premium payments, and, if so, how the payments must be made; 6. (f) whether the employee will be required to present a fitness‐for‐duty fitness-for-duty certificate in order to be restored to employment; 7. (g) that the employee has the right to be restored to the same or an equivalent position upon return from FMLA leave; 8. (h) the employee's ’s potential liability for the payment of health premiums paid during the employee's ’s FMLA leave if the employee does not return to work after taking FMLA leave; and 9. (i) that the College may require employees on FMLA leave to report periodically, but not unreasonably, on their status and intent to return to work. If an employee provides an unequivocal notice of his/her intent not to return to work, the College's ’s obligations under the FMLA to maintain health benefits (subject to COBRA requirements) and to restore the employee to his/her previous position cease.

NOTICE OF EMPLOYEE RIGHTS. When an employee gives notice of the need for FMLA leave, the College shall provide the employee with a notice substantially the same as U.S. Department of Labor Form W‐H W-H 381 containing at least the following specific information: 1. whether Whether the leave requested qualified as FMLA leave, including a statement similar to that appearing on Form W‐H W-H 381, regarding why leave does not qualify; 2. that That the leave will be counted against the employee's annual FMLA leave entitlement; 3. any Any requirement that the employee provide medical certification; 4. that That the employee must use applicable substitute accrued paid leave and have it considered FMLA leave; 5. whether Whether the employee will be required to make premium payments, and, if so, how the payments must be made; 6. whether Whether the employee will be required to present a fitness‐for‐duty fitness-for-duty certificate in order to be restored to employment; 7. that That the employee has the right to be restored to the same or an equivalent position upon return from FMLA leave; 8. the The employee's potential liability for the payment of health premiums paid during the employee's FMLA leave if the employee does not return to work after taking FMLA leave; and 9. that That the College may require employees on FMLA leave to report periodically, but not unreasonably, on their status and intent to return to work. If an employee provides an unequivocal notice of his/her intent not to return to work, the College's obligations under the FMLA to maintain health benefits (subject to COBRA requirements) and to restore the employee to his/her previous position cease.

NOTICE OF EMPLOYEE RIGHTS. 13.11.1 When an employee gives notice of the need for FMLA leave, the College shall provide the employee with a notice substantially the same as U.S. Department of Labor Form W‐H W-H 381 containing at least the following specific information: 1. a. whether the leave requested qualified as FMLA leave, including a statement similar to that appearing on Form W‐H W-H 381, regarding why leave does not qualify; 2. b. that the leave will be counted against the employee's ’s annual FMLA leave entitlement; 3. c. any requirement that the employee provide medical certification; 4. d. that the employee must use applicable substitute accrued paid leave and have it considered FMLA leave; 5. e. whether the employee will be required to make premium payments, and, if so, how the payments must be made; 6. f. whether the employee will be required to present a fitness‐for‐duty fitness-for-duty certificate in order to be restored to employment; 7. g. that the employee has the right to be restored re stored to the same or an equivalent position position, at the same or different site, upon return from FMLA leave; 8. the employee's potential liability for the payment of health premiums paid during the employee's FMLA leave if the employee does not return to work after taking FMLA leave; and 9. h. that the College may require employees on FMLA leave to report periodically, but not unreasonably, on their status and intent to return to work. If an employee provides an unequivocal notice of his/her intent not to return to work, the College's ’s obligations under the FMLA to maintain health benefits (subject to COBRA requirements) and to restore the employee to his/her previous position cease.