Statutory Leaves. A list of statutory leaves is contained in Appendix L to this Agreement. Statutory leaves are subject to change or repeal and are not grievable or arbitrable under the provisions of Article 17 of this Agreement.
Statutory Leaves. A list of statutory leaves is contained in Appendix I. Descriptions of the following leaves are contained in Appendix I: military leave, voting time leave, emergency leave, leave to serve as an election judge, military leave, precinct caucus or convention, maternity/paternity or adoption leave, Family and Medical leave. Statutory leaves are subject to change or repeal and are not grievable or arbitrable under the provisions of Article 7 of this Agreement.
Statutory Leaves. Leaves provided by Minnesota Statutes are contained in Appendix L.
Statutory Leaves. (a) The Employer will comply with the requirements of the Part XIV of the Employment Standards Act, 2000 S.O. 2000, c.41 as amended, and the regulations thereunder, with respect to statutory leaves of absence. Currently, statutory leaves include: pregnancy leave, parental leave, family medical leave, personal emergency leave, declared emergency leave, reservist leave, critically ill child care leave, crime related child death or disappearance leave, and organ donor leave.
(b) The Employer will post an information sheet for employees, summarizing the Employment Standards Act, 2000 S.O. 2000, c.41, provisions regarding these leaves.
(c) The summary of statutory leaves outlined in this Article 22 are for information purposes only. In the case of any conflict between these sections and the Employment Standards Act, 2000 S.O. 2000, C.41 as amended, the legislation will govern.
Statutory Leaves. The Employer will comply with its obligations under federal and state law regarding leaves of absence, including but not limited to leaves of absence under the Pregnancy Leave Act, California Family Rights Act, California Paid Family Leave Act, the federal Family and Medical Leave Act of 1993, California Workers’ Compensation laws, and the federal Uniform Services Employment and Reemployment Act (29 U.S.C. §§ 84301).
Statutory Leaves. 20.1.1 The Medical Center will provide eligible RNs with the following leaves of absence in accordance with applicable laws:
20.1.1.1 Family (including parental) and medical leave.
Statutory Leaves. The Director may be eligible for leaves of absence pursuant to federal and state law, including the Family and Medical Leave Act (FMLA), the Minnesota Parenting Leave Act (MPLA), and the Americans With Disabilities Act (ADA). Requests for such leaves shall be made and considered in compliance with applicable law. The Director may be required to use their accrued sick leave and vacation leave during statutory leaves of absence, and after exhaustion of paid leave, such leave shall be unpaid.
Statutory Leaves. All qualifying leaves of absence will be designated under the Family Medical Leave Act (FMLA) and/or California Family Rights Act (CFRA) and granted to an employee who requests a leave of absence that meets the requirements for these mandated leaves. Pregnancy Disability Leave (PDL) will be provided as required by statute. PDL eligibility begins on the date of employment. PDL will run concurrently with any other leaves of absence that an employee may qualify for.
Statutory Leaves. Employees are entitled to all job protected leaves as provided by the BC Employment Standards Act, as amended from time-to-time. Should any of the existing statutory leaves be amended to reduce beneficial terms to the employee, the terms present at the time of amendment shall prevail. The statutory leaves recognized by this Agreement include:
(a) Illness or Injury leave
(b) Maternity leave
(c) Parental leave
(d) Family responsibility leave
(e) Compassionate care leave
(f) Critical illness or injury leave
(g) COVID-19-related leave* (temporary measure only)
(h) Reservists leave
(i) Leave respecting the disappearance of a child
(j) Leave respecting the death of a child
(k) Leave respecting domestic or sexual violence
(l) Bereavement Leave; and
(m) Jury duty leave
Statutory Leaves. A. If a department becomes aware or unit becomes aware that a unit member requires a leave of absence for his/her own serious health condition, to care for a family member, and/or pursuant to the New Jersey SAFE Act, the department or unit shall notify University Human Resources of the negotiations unit member’s request for such leave so that the University can make a determination as to whether the leave shall be designated under the Federal Family Leave Act (FMLA), the New Jersey Family Leave Act (NJFLA), and/or the New Jersey SAFE Act, and/or any other applicable law.
B. In the event that a negotiations unit member is eligible for a leave of absence under the Federal Family and Medical Leave Act (FMLA), the New Jersey Family Leave Act (NJFLA), and/or the New Jersey SAFE Act, and/or any other applicable law, the University shall designate the leave under the applicable law. All paid time off must be used (including, if applicable, sick time or sick leave, close ranks and/or vacation) concurrently with any unpaid statutory leave.
C. In the event that a negotiations unit member exhausts applicable paid time off (or, if the negotiations unit member does not have paid time off available to charge concurrently with a leave granted pursuant to the FMLA, NJFLA, and/or New Jersey SAFE Act), the remaining statutory leave time shall be unpaid.
D. If a negotiations unit member seeks leave for a qualifying reason under one or more of these statutes, but the unit member is ineligible for such leave under the statute, the unit member may be eligible to take leave under the close ranks provision (Section II above) or Section III above, or may request leave as a reasonable accommodation under the Americans with Disabilities Act (ADA) and/or the New Jersey Law Against Discrimination (NJLAD). If a unit member seeks additional leave as a reasonable accommodation under the ADA or the NJLAD, the unit member shall submit such a request to the Rutgers Office of Academic Labor Relations and comply with the reasonable accommodation process.
