Parental and Family Leave. Parental leave shall be granted in accordance with state law. Family leave shall be granted in accordance with federal law. Faculty members may request an unpaid leave of absence for infant care and bonding purposes.
Parental and Family Leave. Parental leave and family leave shall be governed by CGS Section 5- 248a (and any amendments) and the appurtenant regulations.
Parental and Family Leave a) The Employment Standards Act sets out a number of leaves designed to help employees with their family responsibilities. These provisions apply to the employees covered by this agreement. The most current information regarding leave provisions can be found at the Employment Standards webs at xxxx://xxx.xxxxxx.xxx.xx.xx/esb.
b) However, as a general guideline: Parental leaves are unpaid leaves which apply to birth mothers, birth fathers, and adopting parents, with additional provisions if the child has physical, psychological or emotional conditions requiring additional parental care. Birth mothers, birth fathers and adoptive parents are entitled to up to 37 consecutive weeks leave. Requests for leave must be in writing, supported by a medical certificate, and given to the employer at least 4 weeks prior to the day the employee proposes to begin the leave.
i) Generally, pregnancy leaves begin no earlier than 11 weeks before the expected birth date, and end no later than 17 weeks after the actual birth date.
ii) The Company may require an employee to commence a leave of absence where her duties cannot reasonably be performed because of the pregnancy, and where alternative employment is not available. The leave of absence shall continue until the employee provides a certificate from a medical practitioner stating that she is able to perform her duties.
iii) Parental leaves, available in addition to pregnancy leaves, and to either parent, can extend the leave period by a further 37 weeks. The combined total leave is 52 weeks.
iv) During parental leave, the Company shall maintain the employee's coverage in the applicable benefit plans of Article 7 providing the employee continues to pay their share of the cost of the respective plans.
v) The Company will be notified two (2) weeks in advance of the employee's anticipated date of return to work.
vi) An employee returning from a pregnancy or parental leave will be returned to the position he/she held before the leave or a comparable position.
vii) The employer will not terminate an employee or change a condition of employment of an employee because of the employee’s pregnancy or parental leave unless the employee is absent for a period exceeding the permitted leave.
c) Family responsibility leave
Parental and Family Leave. Parental and family leave shall be granted to all employees in accordance with the mandates of the federal Family Medical Leave Act (FMLA) and/or the Oregon Family Leave Act (OFLA).
10.1 The District will post a copy of current federal and state family and parental leave laws on the District website.
Parental and Family Leave. Up to ten (10) days of sick or personal leave may be used by any full-time or part-time academic employee who becomes a parent by birth or adoption. In addition, full-time employees are entitled to at least twelve (12) weeks of unpaid leave for family leave to care for a newborn child, adopted child, or terminally ill child if the employee chooses to exercise this option according to applicable statute.
Parental and Family Leave. A. Faculty will be entitled to take a leave of absence without pay for childbirth or adoption for a reasonable length of time and subsequently return to their positions under the same uniform terms and conditions as any other employee. A reasonable period of leave in this context will be interpreted as a maximum of three
Parental and Family Leave. 14.9.1 Employees who qualify are entitled to use Family Medical Leave Act (FMLA) leave/California Family Rights Act (CFRA) leave for a maximum of twelve workweeks of leave in a twelve (12) month period for the birth or adoption of a child, for the employee’s own disability, or to care for a parent, spouse, or child with a serious health condition. (“Child” means biological, adopted or x x x x x x child, stepchild, a legal xxxx or a child of a person standing in “loco parentis” for an adult dependent child. “Parent” means a biological, xxxxxx, adoptive, stepparent, legal guardian or other person who stood in “loco parentis” to the employee when the employee was a child.)
Parental and Family Leave. Family leave may be taken pursuant to applicable state and federal law. Generally these laws provide for the employee’s own serious health condition, for the serious health condition of specified family members, for parental leave purposes, and to care for a child who needs home care but does not have a serious health condition. While out on such leave, an employee must utilize accumulated sick leave, compensatory time and holiday time in any order. Lastly they may use accrued vacation leave. After using all paid time, the employee may take leave without pay unless state or federal law requires otherwise and the employee requests otherwise in writing. Except as provide by law, family leave shall not exceed twelve (12) weeks without prior approval from the City. An additional twelve (12) weeks leave shall be available for a female employee who needs pregnancy disability leave, and , if the employee (male or female) utilized family leave for parental leave purposes, additional leave may be available to care for a sick child who requires home care, but does not have a serious health condition. The employee may also utilize sick leave in accordance with Article VIII before or after taking other paid time and otherwise with the City’s approval which may be granted on a case by case, non-precedent setting basis, with such time not accrued as a portion of the twelve week limit for family leave. Except where otherwise required by law, all leaves including sick leave, vacation leave, holiday and compensatory leave, state and federal family leave, will run concurrently and be counted against the employee’s annual family leave entitlement when the leave is for a family leave purpose. If the leave is for a family leave purpose, the employee may be required, to provide certifications of health care providers, including second and third opinions and fitness for duty certifications. It is up to the City to notify the employee that a leave is being counted against the employee’s family leave entitlement.
Parental and Family Leave. The Company shall provide all full-time bargaining unit employees with paid parental leave pursuant to the Company’s paid parental leave policy on the same terms and conditions it offers to non-bargaining unit employees. Notwithstanding, in no case shall the Company provide less than sixteen (16) weeks of paid leave in connection with the birth or adoption of a child (which shall include two (2) weeks of such paid leave available under the PTO policy). This paid leave shall be gender neutral. This paid leave shall be concurrent with any local, state or federal laws providing for paid or unpaid leave. There shall be no waiting period for paid parental leave. Bargaining unit employees shall be eligible for paid leave of up to four (4) weeks (which shall include the two (2) weeks of such paid leave already available under the PTO policy), per calendar year to care for a seriously ill immediate family member.
Parental and Family Leave. A. As provided by law, an employee is entitled to a total of 12 administrative weeks of unpaid leave during any 12-month period.
B. In accordance with applicable statutes, regulations, and Federal guidelines, a female employee may be absent on leave for maternity purposes. The length of such absence shall be determined by the supervisor and employee in consultation with the employee's physician. She may use sick leave (with adequate medical certification), annual leave, or leave without pay to the extent that she has leave (including "donated" leave) available, and meets the requirements for use of such leave.
C. The employee shall make known her intent to request leave for maternity reasons, indicating the type of leave and approximate dates, at least 30 calendar days in advance of the leave date, to allow the office to prepare for any staffing adjustments that may be necessary.
D. No arbitrary date requiring a pregnant employee to cease work or to prevent her from returning to work after childbirth will be established. Normally these decisions will be made by the employee in consultation with her physician.
E. A male employee may be absent on annual leave or leave without pay for up to 14 days for purposes of aiding, assisting, or caring for the mother of his child or minor children while the mother is incapacitated for maternity reasons. A male employee may also request additional annual leave or leave without pay. Sick leave, for purposes of meeting family responsibilities, may also be used consistent with applicable law and guidelines.
F. Employees may request leave for periods of absence for certain family and medical reasons as provided in applicable law including the Family and Medical Leave Act of 1993, the Federal Employees Family Friendly Leave Act, and the Treasury, Postal Service and General Government Appropriations Act for Fiscal Year 1995. If the necessity for such leave is foreseeable, employees shall provide Management with no less than 30 days notice. If the necessity is not foreseeable, employees shall provide notice as soon as practicable. To be eligible for leave under the Family and Medical Leave Act of 1993, an employee must have completed at least one year of civilian service with the government. Copies of the above listed "family friendly" leave acts, as well as applicable NOAA and NOAA-GC guidelines, will be maintained in each NOAA-GC office location.
(1) Leave for parental and family responsibilities consists of appropriate comb...
