Requests for Paid Parental Leave. The employee must provide his or her supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). • An employee who does not give 30 days’ notice must explain why such notice was not practical. • The employee must complete the necessary Human Resources Department forms and provide all documentation as required by the Human Resources Department to substantiate the request. • Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program’s. impact on operations. The parties will agree to meet and discuss modifications to the program to address unforeseen fiscal and/or operational impacts. Applicable MOU Provision(s) Upon implementation of Paid Parental Leave program, all parties agree to eliminate applicable provisions for the Preservation of Sick Leave (Vacation) During Extended Leave which states: • Whenever a permanent employee has requested an extended leave of absence (more than 30 days), the employee has the option to retain up to eighty-hours of sick leave/vacation/holiday pay in the system. However, previously scheduled vacation time may be preserved in addition to the 80- hour limit. This provision will be discontinued and removed from applicable Memorandum of Understanding and any other documents, or locations referenced.
Requests for Paid Parental Leave. The employee must provide their supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). • An employee who does not give 30 days’ notice must explain why such notice was not practical. • The employee must complete the necessary Human Resources Department forms and provide all documentation as required by the Human Resources Department to substantiate the request. • Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program’s impact on operations. The parties will agree to meet and discuss modifications to the program to address unforeseen fiscal and/or operational impacts. Applicable MOU Provision(s) Upon implementation of Paid Parental Leave program, all parties agree to eliminate applicable provisions for the Preservation of Sick Leave (Vacation) During Extended Leave which states: • Whenever a permanent employee has requested an extended leave of absence (more than 30 days), the employee has the option to retain up to eighty-hours of sick leave/vacation/holiday pay in the system. However, previously scheduled vacation time may be preserved in addition to the 80-hour limit. This provision will be discontinued and removed from applicable Memorandum of Understanding and any other documents, or locations referenced. APPENDIX E LETTER OF AGREEMENT BETWEEN THE CITY OF LONG BEACH AND THE LONG BEACH ASSOCIATION OF ENGINEERING EMPLOYEES VACATION ACCRUAL MAXIMUM The vacation accrual maximum provision of the Salary Resolution and Personnel Ordinance 3.01 will be replaced with the following provision. The new vacation accrual maximum provision will take effect the first full pay period of calendar year 2021. The City will implement a three (3) year vacation accrual maximum based on years of service completed. As a result of COVID-19, the City will temporarily add an additional year to total a four (4) year vacation maximum cap. The temporary cap shall be effective January 1, 2021 and shall expire December 31, 2023. The vacation cap will revert to three (3) year maximum effective January 1, 2024. See the following chart for illustration purposes: Service Years Completed Hours Accrued per pay period Annual Accrual Vacation Maximum Accrual NEW Vacat...
Requests for Paid Parental Leave. The employee must provide his or her supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). An employee who does not give 30 days’ notice must explain why such notice was not practicable. The employee must complete the necessary Human Resource Department forms and provide all documentation as required by the Human Resource Department to substantiate the request. Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City has the exclusive right to interpret this policy. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program impact on operations. The parties will agree to meet and discuss modifications to the program to address unforeseen fiscal and/or operational impacts.
Requests for Paid Parental Leave. The employee will provide his or her supervisor and the human resource department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). The employee must complete the necessary HR forms and provide all documentation as required by the HR department to substantiate the request.
Requests for Paid Parental Leave. In cases of a birth, an employee must submit a letter from a physician stating the projected delivery date. • An employee who will experience another qualifying condition for the use of parental leave must submit appropriate documentation of the grounds for the use of leave (e.g., date of placement or adoption). • The employee will provide MSU Human Resources and their supervisor with notice of the request for leave at least thirty (30) days prior to the proposed date of the leave. If the leave was not foreseeable, notice must be given as soon as possible. FOR THE EMPLOYER: FOR THE UNION: Xxx X. Xxxxx, Interim Director Xxxxx X. Xxxxxxx, President Office of Employee Relations Clerical-Technical Union of MSU Date Date Letter of Agreement Between Michigan State University, the Employer And Clerical-Technical Union of MSU, the Union Should the employer grant an increase and/or an improvement to non-credit educational benefits (currently at $900) to the APA or APSA bargaining units during the life of this agreement, it shall automatically be granted to CTU. FOR THE EMPLOYER: FOR THE UNION: Xxx X. Xxxxx, Interim Director Xxxxx X. Xxxxxxx, President Office of Employee Relations Clerical-Technical Union of MSU Date: Date: INDEX Absences 5 Absences without pay 15, 23-24 Absences with pay 16-23 Accidental Death & Dismemberment (AD&D) 27 Adoption or Parental Leave 23-24 Agreement 4 Anniversary date 13 Beneficiary 27 Benefit Plans 26-3 Benefits while on leave 16, 24, 30, 66-68 Board of Directors’ seniority 48 Break in service 29, 48-49 Break periods 11-12 Bypass procedure 43,44 Call-in pay 15 Campus mail service 59 Checkoff 62 Classifications 70-72 Classifications-new 14 COBRA Benefits 30, 39 Communications 58-59 Compensation Programs 12 Compensatory time 15, 19 Confidential employees 8, 40 Course Fee Courtesy 35 Definition of terms 6-7 Demotion 6, 44-46, 49 Dental insurance/Dental care coverage 29, 38-39 Disciplinary action 52-53 Dues 62 Educational Assistance 30-32 Educational Assistance/job relatedness 31 Educational leave 24 Emergency duty 15 Employee Assistance Program 66 Employee Paid Life Plan 27, 30, 40 Employer’s rights 63 Employer initiated training programs 32 Evaluations 7, 11, 41, 50 Extended Disability Leave 21 Fair Employment Practices 11 Filling vacant positions 40-43 Flexible Appointments 6, 66-68 Flexible Schedules 12 Full-time, definition 6 Foreign language proficiency 14 Full-time Equivalent (FTE) Service Months 7 Funeral/Bereavement leave 22 Gover...
Requests for Paid Parental Leave. The employee must provide their supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). • An employee who does not give 30 days’ notice must explain why such notice was not practical. • The employee must complete the necessary Human Resource Department forms and provide all documentation as required by the Human Resource Department to substantiate the request. • Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program impact on operations. The parties will agree to meet and discuss modifications to the program to address unforeseen fiscal and/or operational impacts. Applicable MOU Provision(s) Upon implementation of Paid Parental Leave program, the following paragraph in Artcile Three, Section II shall be discontinued and be removed: : • Whenever a permanent employee has requested an extended leave of absence (more than 30 days), the employee has the option to retain up to eighty-hours of sick leave/vacation/holiday pay in the system. However, previously scheduled vacation time may be preserved in addition to the 80-hour limit. This provision will be discontinued and removed from applicable Memorandum of Understanding and any other documents, or locations referenced. APPENDIX H
Requests for Paid Parental Leave. The employee will provide their supervisor and the human resource department with a notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). The employee must complete FMLA paperwork or, if not FMLA eligible, the Paid Parental Leave Form and provide all documentation as required by the HR department to substantiate the request. Leave to care for or bond with a newborn child or for a newly placed adopted or xxxxxx child may only be taken intermittently with the Fire Chief’s approval and must conclude within 12 months after the birth or placement. Family Medical Leave and Protected Family Leave may apply. Refer to the City’s Family Medical Leave and other protected Family Leave policies for more information on these benefits.
