Parental, Family and Medical Leave Sample Clauses

Parental, Family and Medical Leave. Parental, family and medical leave (“Parental, Family and Medical Leave”) will be granted to all eligible employees consistent with the federal Family and Medical Leave Act (“FMLA”) and the Vermont Parental and Family Leave Act (“PFLA”) and this Section 21.
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Parental, Family and Medical Leave. (A) Parental (or Maternity/Paternity) Leave (1) After ninety (90) days of employment, upon birth or adoption of a child, the Employer shall coordinate benefits with state and Employer-paid Disability Insurance to provide the employee with a maximum of six (6) months of paid Parental Leave. (2) The employee shall receive one hundred percent (100%) of their regular pay, less the amount received from State Disability Insurance (SDI) or Employer-paid Disability Insurance, should they qualify, for up to six (6) months. Sick time will be converted to cash to cover the Employer’s portion of the employee’s regular pay. Employees must provide proof of receiving payments from State Disability Insurance (SDI) and Employer-paid Disability Insurance, if applicable, in order to receive the above benefits. Any disability benefit payable under state law or Employer-paid Disability Insurance is included in the above formulas to offset the cost of the benefit to the Employer. (3) Health, vision, and dental insurance coverage will continue while the employee is on Parental Leave, and the employee will continue to be responsible for any premiums required by such plans. (4) There will be no vacation and sick leave accruals, retirement, or transportation and technology stipends/reimbursements during Parental Leave.
Parental, Family and Medical Leave. 1. Family Leave: Employees are entitled to time off in connection with the birth or adoption of a child or to care for self or a family member as defined in, and for the purposes set forth in, the District of Columbia’s Paid Family and Medical Leave legislation. For purposes of this Section 8, “family member” includes a person who demonstrably and substantively relies on the support of the Employee in a family-like relationship. Such request shall not be unreasonably denied. After one (1) year of employment, Employees are entitled to 408 hours (12 weeks) of paid leave, and an additional 408 hours (12 weeks) of unpaid leave. The Employee may use their accrued vacation for the unpaid leave for up to 204 hours (6 weeks). Employees with less than one year of employment are entitled to up to 408 hours (12 weeks) of unpaid leave. Leave does not have to be consecutive. IPS will recognize parental leaves for the birth of an IPS Employee's partner’s child who is not biologically related to the IPS Employee, the adoption of a child a IPS Employee has not legally adopted but for whom the IPS Employee shares parenting duties and for similar family formations created in the future. Parents may be absent with full pay to care for children in the event of emergency school closures. 2. Parents are entitled to a total of 24 hours of leave during any twelve-month period to attend or participate in school-related events for their child per DC law. 3. Subject to applicable law, paid and unpaid parental, family and medical leave under this section shall run concurrently with any applicable paid or unpaid leave prescribed by federal, state, or local laws, including any public paid leave benefit programs. Where such public paid leave programs provide a paid benefit to the Employee, the Employee shall apply for and use such benefit to the full extent available, and the Employer will make up the difference, if any, between the public benefit and the IPS parental leave benefit available under this Agreement.
Parental, Family and Medical Leave. Employees who have been employed for 90 days or more during the three-month period immediately preceding a leave request are eligible for up to 16 weeks of parental, family and medical leave during a 12-month period. Employees are expected to provide Common Cause with as much advance notice as possible of their intention to take parental, family, or medical leave. Leave can be taken: 1. In the case of an employee's extended, non-work related personal illness, disability, or health condition (medical leave), 2. to care for a member of the employee’s family (family leave), 3. for the birth of a child, fostering or adoption (parental leave). Leave can be taken non-consecutively or as a reduced schedule. The employee will be returned to the same position or a similar position with equivalent employment benefits, pay, seniority, location, and other terms and conditions of employment. Employees who are eligible for state or local paid family and medical leave (SPFML) programs are required to apply for such SPFML benefits as a condition of receiving paid leave under this section. For such employees, the 100% of current salary shall be comprised of any income replacement benefits paid to the employee under such programs, “topped up” by additional pay from Common Cause as necessary. The entitlement to parental leave will expire one year after the birth of the child or placement of the child with the employee unless otherwise required by applicable state or local law. Parental, Family, and Medical leave is unpaid except as follows: a. Eligible employees will receive up to (sixteen) 16 weeks of paid parental leave at 100% of their current salary, comprised of any income replacement benefits the employee is eligible for under applicable state or local public benefits programs, “topped up” by additional pay from Common Cause. To receive paid parental leave, employees who work in a location with state or local paid family and medical leave (SPFML) public benefits are required to apply for those benefits. Common Cause will assist employees with these applications upon request. Employees who work in locations without SPFML public benefits will receive paid parental leave fully from Common Cause. b. For family leave other than parental leave, and for medical leave, which are otherwise unpaid, employees may take accrued paid vacation or sick leave instead of the unpaid family leave and may take accrued paid vacation or sick leave and/or receive disability insurance or worke...

Related to Parental, Family and Medical Leave

  • Family and Medical Leave The Employer shall provide employees with the benefits of the Family and Medical Leave Act on a fair and equitable basis in accordance with applicable law and regulation.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Family and Medical Leave Act The Family and Medical Leave Act will be followed in approving a Leave of Absence. Contract provisions that provide greater benefits than the Family and Medical Leave Act will be followed.

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.

  • Family and Medical Leave Act of 1993 The parties agree that the Employer may adopt policies to implement the Family and Medical Leave Act of 1993 that are in accord with what is legally permissible under the Act.

  • Family Medical Leave (a) An employee is entitled to family medical leave in accordance with the provisions of the Employment Standards Act. (b) An employee who is on Family Medical Leave shall continue to accumulate seniority and service and the Home will continue to pay its share of the premiums of the subsidized employee benefits, including pension (if permitted by the Plan and matched by the employee) in which the employee is participating during the leave. (c) Subject to any changes in an employee’s status which would have occurred had he or she not been on Family Medical Leave, the employee shall be reinstated to her former position.

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

  • Family Medical Leave Act 1. If an employee takes a leave granted under this Article for a reason covered by the Family and Medical Leave Act, the leave shall be administered under the provisions of the FMLA. 2. Upon approval of the Superintendent and Association President, this Section may be modified as necessary to comply with federal law and rules and regulations. 3. The Board shall provide a copy of the policy on FMLA in the library of each building.

  • Maternity and Parental Leave Employees are eligible for unpaid leave of absence from employment subject to the conditions in this article. Every employee who intends to take a leave of absence under this article will give at least four weeks' notice in writing to the Employer unless there is a valid reason why such notice cannot be given and will inform the Employer in writing of the length of leave intended to be taken. Each employee who wishes to change the effective date of approved leave will give four weeks' notice of such change unless there is a valid reason why such notice cannot be given.

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