Common use of Protected Leave Clause in Contracts

Protected Leave. Employees who meet the requirements, may be eligible for protected leave in the form of family, medical, domestic violence, and military leave in conformance with the Family Medical Leave Act (FMLA), Oregon Family Medical Leave Act (OFLA), Oregon Victims of Certain Crimes Leave Act (OVCCLA), and Oregon Military Family Leave Act (OMFLA). Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) leaves run concurrently, as specified by law. Employees desiring to access their benefits under either law must make application through their supervisor. While on FMLA or OFLA for their own serious health condition, employees will use sick leave first, then vacation, and then may choose to use other forms of leave prior to leave without pay, unless an exception is granted by the chief human resources officer or designee. While on FMLA or OFLA for the serious health condition of a family member or for parental leave (not to be confused with pregnancy disability), employees may choose to use other forms of paid leave prior to using sick leave. Sick leave and vacation must be exhausted prior to leave without pay. Employees on FMLA/OFLA, for other than intermittent leave may elect in writing, at the onset of their leave, to retain up to forty (40) hours of sick leave. Employees with leave accruals are not eligible for donated leave. Any conflicts in the administration or interpretation of the provisions under either law shall first be resolved by the application of the appropriate federal and/or state statute.

Protected Leave. Employees who meet the requirements, may be eligible for protected leave in the form of family, medical, domestic violence, and military leave in conformance with the Family Medical Leave Act (FMLA), Oregon Family Medical Leave Act (OFLA), Oregon Victims of Certain Crimes Leave Act (OVCCLA), and Oregon Military Family Leave Act (OMFLA). Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) leaves run concurrently, as specified by law. Employees desiring to access their benefits under either law must make application through their supervisor. While on FMLA or OFLA for their own serious health condition, employees will use sick leave first, then vacation, and then may choose to use other forms of leave prior to leave without pay, unless an exception is granted by the chief human resources officer or designee. While on FMLA or OFLA for the serious health condition of a family member or for parental leave (not to be confused with pregnancy disability), employees may choose to use other forms of paid leave prior to using sick leave. Sick Xxxx leave and vacation must be exhausted prior to leave without pay. Employees on FMLA/OFLA, for other than intermittent leave may elect in writing, at the onset of their leave, to retain up to forty (40) hours of sick leave. Employees with leave accruals are not eligible for donated leave. Any conflicts in the administration or interpretation of the provisions under either law shall first be resolved by the application of the appropriate federal and/or state statute.

Protected Leave. Employees who meet the requirements, may be eligible for protected leave in the form of family, medical, domestic violence, and military leave in conformance with the Family Medical Leave Act (FMLA), Oregon Family Medical Leave Act (OFLA), Oregon Victims of Certain Crimes Leave Act (OVCCLA), and Oregon Military Family Leave Act (OMFLA). Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) leaves run concurrently, as specified by law. Employees desiring to access their benefits under either law must make application through their supervisor. While on FMLA or OFLA for their own serious health condition, employees will use sick leave first, then vacation, and then may choose to use other forms of leave prior to leave without pay, unless an exception is granted by the chief human resources officer or designeemanager. While on FMLA or OFLA for the serious health condition of a family member or for parental leave (not to be confused with pregnancy disability), employees may choose to use other forms of paid leave prior to using sick leave. Sick Xxxx leave and vacation must be exhausted prior to leave without pay. Employees on FMLA/OFLA, for other than intermittent leave may elect in writing, at the onset of their leave, to retain up to forty (40) hours of sick leave. Employees with leave accruals are not eligible for donated leave. Any conflicts in the administration or interpretation of the provisions under either law shall first be resolved by the application of the appropriate federal and/or state statute.

Protected Leave. Employees who meet the requirements, may be eligible for protected leave in the form of family, medical, domestic violence, and military leave in conformance with the Family Medical Leave Act (FMLA), Oregon Family Medical Leave Act (OFLA), Oregon Victims of Certain Crimes Leave Act (OVCCLA), and Oregon Military Family Leave Act (OMFLA). Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) leaves run concurrently, as specified by law. Employees desiring to access their benefits under either law must make application through their supervisor. While on FMLA or OFLA for their own serious health condition, employees will use sick leave first, then vacation, and then may choose to use other forms of leave prior to leave without pay, unless an exception is granted by the chief human resources officer or designeemanager. While on FMLA or OFLA for the serious health condition of a family member or for parental leave (not to be confused with pregnancy disability), employees may choose to use other forms of paid leave prior to using sick leave. Sick leave and vacation must be exhausted prior to leave without pay. Employees on FMLA/OFLA, for other than intermittent leave may elect in writing, at the onset of their leave, to retain up to forty (40) hours of sick leave. Employees with leave accruals are not eligible for donated leave. Any conflicts in the administration or interpretation of the provisions under either law shall first be resolved by the application of the appropriate federal and/or state statute.

Protected Leave. Employees who meet the requirements, may be eligible for protected leave in the form of family, medical, domestic violence, and military leave in conformance with the Family Medical Leave Act (FMLA), Oregon Family Medical Leave Act (OFLA), Oregon Victims of Certain Crimes Leave Act (OVCCLA), and Oregon Military Family Leave Act (OMFLA). Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) leaves run concurrently, as specified by law. Employees desiring to access their benefits under either law must make application through their supervisor. While on FMLA or OFLA for their own serious health condition, employees will use sick leave first, then vacation, and then may choose to use other forms of leave prior to leave without pay, unless an exception is granted by the human resources manager chief human resources officer or designee. While on FMLA or OFLA for the serious health condition of a family member or for parental leave (not to be confused with pregnancy disability), employees may choose to use other forms of paid leave prior to using sick leave. Sick leave and vacation must be exhausted prior to leave without pay. Employees on FMLA/OFLA, for other than intermittent leave may elect in writing, at the onset of their leave, to retain up to forty (40) hours of sick leave. Employees with leave accruals are not eligible for donated leave. Any conflicts in the administration or interpretation of the provisions under either law shall first be resolved by the application of the appropriate federal and/or state statute.