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 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, 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. In order to minimize layoffs, effective the pay period beginning September 26, 2020, the City and LBMA agree that an unpaid work furlough equivalent to 10% percent of permanent employees pay (208 hours for permanent full-time employees) be taken during the period of September 26, 2020 to the pay period including September 30, 2021. This will include permanent full-time employees and permanent part-time employees that work at least than 20 hours per week on a regular basis. All employees will be placed on a 5/40 work schedule and will take the City closure day off as the furlough day. Based on operational needs, departments may assign an alternate furlough day off (other than the closure Friday) within the same work week. Furlough hours will be scheduled by management and may require closure of certain operations based upon business necessity. Every effort will be made to float furlough hours to effectively reduce costs and minimiz...
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.
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 forms and provide all documentation as required by the Human Resources department to substantiate the request. As is the case with all City policies, the organization has the exclusive right to interpret this policy.
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 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.
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. Applicable MOU Provision(s)
Requests for Paid Parental Leave. The employee must provide their supervisor and the human resources department with notice of their paid parental leave request at least 30 days prior to the proposed leave start date (or if the leave was not foreseeable, as soon as possible). • The employee must follow institutional leave request procedures and provide all documentation as required by the HR department to substantiate the request and the qualifying life event. • Documentation of the qualifying event may include certification from a healthcare provider related to the birth and care of a newborn or court documents related to adoption or xxxxxx care placement. • If both parents are USG employees who meet the eligibility criteria, each parent is eligible to receive up to the maximum 240 hours paid parental leave benefit within 12 months of the qualifying life event provided that the use of such leave does not unduly disrupt the institution’s operations. • Paid parental leave must be appropriately entered in the HCM system to ensure proper tracking and reporting.
Requests for Paid Parental Leave. In cases of a birth, an employee must submit a letter from a physician stating the projected delivery date.
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.
