Requests, Duration. The Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees to take up to twelve (12) weeks, unpaid, job-protected leave each year for certain family and medical reasons. [The Rhode Island Parental and Family Medical Leave Act (the Act) allows for thirteen
Requests, Duration. Employees, excluding per diems, requesting a leave of absence must give advance notice of no less than thirty (30) days. If an employee cannot, due to unforeseen circumstances only, give notice of at least thirty (30) days in advance, then the employee must give notice as soon as he/she reasonably knew a leave would be needed. All requests must be supported by sufficient medical documentation. All employees may apply for unpaid leaves of absence for illness, personal injury, and disability connected with maternity in increments of sixty (60) days up to the maximum time limits set forth in (a) below. In addition, employees with one (1) year of service or more may apply for unpaid leaves of absence for education, maternity (beyond period of disability) and other personal reasons such as adoption proceedings, parenting and illness in the family. Each such request for leave of absence or extension must be submitted in writing to the Employee’s department head and be authorized in writing by the CEO or designee. The Employer agrees to review each leave request and give it fair consideration. The Employer retains the right to deny any such request and to limit the duration of any leave granted; provided, however, that requests for leaves of illness, personal injury and disability connected with maternity will be denied only on the grounds that the employee has failed to document medical necessity for the leave to the Employer’s satisfaction. The Employer may approve requests for leaves provided the employee does not exceed the maximum durations as set forth below during any consecutive three (3) year period. For purposes of this Section, any leave of absence granted for a reason that is consistent with the reasons for leave as identified in the Family and Medical Leave Act of 1993 (FMLA) shall be considered an FMLA leave during the first twelve weeks of said leave (thirteen weeks if such leave is for consecutive weeks and then only in alternating years). In all cases/situations/circumstances where a question or conflict might arise concerning whether leave is FMLA leave, the provisions of the statute shall be controlling. Employees, who request leave for a reason covered by more than one leave provision, shall have said provisions run concurrently.
a. For illness, personal injury and disability connected with maternity:
(1) Employees with one (1) year but less than five (5) years’ continuous service may be granted a leave not to exceed one (1) year.
(2) Employee...
Requests, Duration. The Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees to take up to twelve (12) weeks, unpaid, job-protected leave each year for certain family and medical reasons. The Rhode Island Parental and Family Medical Leave Act (the Act) allows for thirteen (13) consecutive weeks in any two calendar years. Any leave of absence granted to an employee under this Article which would be considered a leave of absence covered by FMLA or the Act will run concurrently with the employee’s FMLA, and the Act leave of absence entitlement. The Employer agrees to abide by FMLA and the Act regulation. All employees may apply for unpaid leaves of absence for illness, personal injury, and disability connected with maternity leave, but must concurrently utilize unused and accrued sick hours. Employee’s returning from leave cannot use vacation time within 60 days from the return from xxxxx.Xx addition, employees with (1) year of service or more may apply for unpaid leaves of absence for maternity (beyond period of disability) and work-related injuries. Each such request for leave of absence must be submitted in writing to the employee’s department head and be authorized in writing by the appropriate Vice President. The Employer agrees to review each leave request and give it fair consideration. The Employer retains the right to deny any such request and to limit the duration of any leave granted; provided, however, that requests for leaves for illness, personal injury and disability connected with maternity will be denied only on the grounds that the employee has failed to document medical necessity for the leave to the Employer’s satisfaction. If the Hospital has reason to doubt the validity of a medical certification, it may require the employee to obtain a second medical opinion at the Hospital’s expense. The Hospital may designate the physician to furnish the second opinion, but that physician may not be employed on a regular basis by the Hospital. The Hospital may not regularly contract with or otherwise regularly utilize the services of the physician furnishing the second opinion. If there is a disagreement between the employee’s health care provider and the Hospital designated physician, the employee will be evaluated by a third health care provider selected by the Hospital and the employee. The third opinion shall be at the Hospital’s expense and shall be final and binding. If the Hospital requires the employee to obtain a second or third opinion the Ho...
