Common use of Parental and Pregnancy Disability Leave Clause in Contracts

Parental and Pregnancy Disability Leave. ‌ 20.8.1 Parental leave will be granted to the employee for the purpose of bonding with their natural newborn, adoptive or xxxxxx child. Parental leave may extend up to six (6) months, including time covered by the family medical leave, during the first year after the child's birth or placement. Leave beyond the period covered by family medical leave and pregnancy disability may only be denied by the College due to operational necessity and per Article 21.4 - General Leaves of Absence. Such denial may be grieved beginning at the top internal step of the grievance procedure in Article 33. 20.8.2 Parental leave may be a combination of the employee's accrued vacation leave, sick leave, personal holiday, compensatory time, or leave without pay. Parental leave may be taken on an intermittent or reduced schedule basis in accordance with Subsection 20.10 below. 20.8.3 Pregnancy disability leave will be granted for the period of time an employee is sick or temporarily disabled because of pregnancy and/or childbirth and will be in addition to any leave granted under family medical leave or Washington state family leave laws. 20.8.4 The College may require certification from the employee’s, family members, or covered service member’s health care provider for the purpose of qualifying for family medical leave. 20.8.5 Personal medical leave, serious health condition leave, or serious injury or illness leave covered by family medical leave may be taken intermittently or on a reduced schedule basis when certified as medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the College’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis. 20.8.6 Upon returning to work after the employee’s own family medical leave qualifying illness, the employee will be required to provide a fitness for duty certificate from a health care provider. 20.8.7 The employee will provide the College with not less than thirty (30) days’ notice before family medical leave is to begin. If the need for the leave is unforeseeable thirty (30) days in advance, then the employee will provide such notice as is reasonable and practicable. 20.8.8 An employee returning from family medical leave will have return rights in accordance with FMLA and WFLA. 20.8.9 Both parties agree that nothing in this Agreement will prevent an employee from filing a complaint regarding FMLA with the Department of Labor or regarding the WFLA with the Department of Labor and Industries. 20.8.10 Definitions used in this Article will be in accordance with the FMLA and WFLA. The parties recognize that the Department of Labor is working on further defining the amendments to FMLA. The College and the employees will comply with existing and any adopted federal FMLA regulations and/or interpretations.

Parental and Pregnancy Disability Leave. ‌ 20.8.1 A. Parental leave will be granted to the employee for the purpose of bonding with their natural newborn, adoptive or xxxxxx child. Parental leave may extend up to six (6) months, including time covered by the family medical leave, during the first year after the child's birth or placement. Leave beyond the period covered by family medical leave and pregnancy disability may only be denied by the College Employer due to operational necessity and per Article 21.4 - General Leaves of Absencenecessity. Such denial may be grieved beginning at the top internal step of the grievance procedure in Article 3330. 20.8.2 B. Parental leave may be a combination of the employee's accrued vacation leave, sick leave, personal holiday, compensatory time, or leave without pay. Parental leave may be taken on an intermittent or reduced schedule basis in accordance with Subsection 20.10 below.15.5 A. 20.8.3 C. Pregnancy disability leave will be granted for the period of time an employee is sick or temporarily disabled because of pregnancy and/or childbirth and will be in addition to any leave granted under family medical leave or Washington state family leave laws. 20.8.4 15.6 The College Employer may require certification from the employee’s, family membersmember's, or covered service memberservicemember’s health care provider for the purpose of qualifying for family medical leave. 20.8.5 15.7 Personal medical leave, serious health condition leave, or serious injury or illness leave covered by family medical leave may be taken intermittently or on a reduced schedule basis when certified as medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the CollegeEmployer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis. 20.8.6 15.8 Upon returning to work after the employee’s own family medical leave qualifying illness, the employee will may be required to provide a fitness for duty certificate from a health care provider. 20.8.7 15.9 The employee will provide the College Employer with not less than thirty (30) days’ notice before family medical leave is to begin. If the need for the leave is unforeseeable thirty (30) days in advance, then the employee will provide such notice as is reasonable and practicable. 20.8.8 15.10 An employee returning from family medical leave will have return rights in accordance with FMLA and WFLA. 20.8.9 15.11 Both parties agree that nothing in this Agreement will prevent an employee from filing a complaint regarding FMLA with the Department of Labor or regarding the WFLA with the Department of Labor and Industries. 20.8.10 15.12 Definitions used in this Article will be in accordance with the FMLA and WFLA. The parties recognize that the Department of Labor is working on further defining the amendments to FMLA. The College Employer and the employees will comply with existing and any adopted federal FMLA regulations and/or interpretations.