OFLA/FMLA Non-Eligible Employees. An employee who is not OFLA/FMLA eligible, because the employee’s work hours do not qualify the employee for OFLA/FMLA leave, but who provides information and documentation for use of paid leave due to personal illness or an employee who is the primary care giver to a family member, as substantiated by a medical practitioner, shall be held harmless from disciplinary actions for approved paid leave. Use of paid leave under these circumstances shall not exceed 12 weeks. Any misuse of leave under this section will be investigated and if applicable, the discipline process will be followed.
OFLA/FMLA Non-Eligible Employees. An employee who is not OFLA/FMLA eligible, because the employee’s work hours do not qualify the employee for OFLA/FMLA leave, but who provides information and documentation for use of unpaid leave due to personal illness or an employee who is the primary care giver to a family member, as substantiated by a medical practitioner, shall be held harmless from disciplinary actions for approved unpaid leave. Use of unpaid leave under these circumstances shall not exceed 12 weeks and does not extend District’s contribution to health insurance premiums. Any misuse of leave under this section will be investigated and if applicable the discipline process will be followed.
OFLA/FMLA Non-Eligible Employees. An employee who is not OFLA/FMLA eligible, because the employee’s work hours do not qualify the employee for OFLA/FMLA leave, but who provides information and documentation for use of paid leave due to personal illness or an employee’s family member or parental leave under Paid Leave Oregon (PLO) as substantiated by a medical practitioner, shall be held harmless from disciplinary actions for approved paid leave. Use of paid leave under these circumstances shall not exceed 12 weeks. Any misuse of leave under this section will be investigated and if applicable, the discipline process will be followed.
