SUBSTITUTION OF PAID LEAVE TIME Sample Clauses

SUBSTITUTION OF PAID LEAVE TIME. Although FMLA leave is unpaid, there are several ways in which the District's policies or collective bargaining agreement (regarding salary continuation, sick days and vacation pay) may operate in conjunction with certain kinds of FMLA leaves to provide the employee with some income during the leave. If paid leave is available, and applicable, it shall run concurrently with the FMLA leave. • Use of earned and/or accrued paid time off. When leave from work qualifies as FMLA leave is taken, an employee must first concurrently exhaust earned and/or accrued paid time off which will be credited against the FMLA leave. For example, if an employee has earned and/or accrued paid vacation or personal leave, the District may require that the employee first concurrently apply that leave time to his/her FMLA leave until the earned or accrued paid leave time is exhausted. The District may also require that any earned or accrued paid vacation or personal/sick leave be exhausted concurrently with the FMLA leave before the unpaid portion of the FMLA leave to care for the employee's own serious health condition or that of a spouse, child or parent (where permitted for the latter purpose under the contract or policy governing the employee). Any remaining FMLA leave to which the employee is entitled will then be taken on an unpaid basis.
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SUBSTITUTION OF PAID LEAVE TIME. FMLA leaves are unpaid leaves, but there are several ways in which the District’s policies on salary continuation, sick days and vacation pay work in conjunction with certain kinds of FMLA leaves to provide you with some form of income during such a leave.  Employees must exhaust earned and/or accrued paid time off. When time off work which qualifies as FMLA leave is to be taken, employees may first be required to exhaust earned and/or accrued paid time off which will be credited against their FMLA leave. For example, if an employee has earned and/or accrued paid vacation or personal leave, the District may require that the employee first apply that leave time to his/her FMLA leave until the earned and/or accrued paid leave time is exhausted. The District may also require that any earned and/or accrued paid vacation or personal/sick leave be exhausted before the employee takes any unpaid FMLA leave to care for the employee’s own serious health condition or that of a spouse, child or parent (where permitted for the latter purpose under the contract or policy governing the employee). Any remaining FMLA leave to which the employee is entitled will then be taken on an unpaid basis. An Employee also is entitled to substitute accumulated paid leave off for FMLA leave.
Sample 1
SUBSTITUTION OF PAID LEAVE TIME. Leaves are unpaid leaves, but there are several ways in which the District’s policies on salary continuation, sick days and vacation pay work in conjunction with certain kinds of FMLA leaves to provide you with some form of income during such a leave.
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SUBSTITUTION OF PAID LEAVE TIME. A. An employee will be required to substitute any accrued unused sick time (except in the birth/adoption/xxxxxx care of a child), then any accrued unused personal time, followed by any accrued unused vacation time, as needed, for any part of any part of a family/medical leave for any reason.
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SUBSTITUTION OF PAID LEAVE TIME. A sergeant will be required to substitute any accrued, unused sick time (except for the birth/adoption/xxxxxx care of a child), then any accrued, unused vacation time, followed by any accrued, unused personal time, as needed, for any part of a family/medical leave for any reason. When a sergeant or spouse of a sergeant has a baby, the sergeant may substitute sick time for the serious health condition of the sergeant’s spouse or for the sergeant. This is usually (6) weeks for a normal birth and eight (8) weeks if a cesarean is needed, as indicated by the mother’s physician. Any additional time off would be deducted from vacation and personal time. When a sergeant has used all of the above paid time for a portion of family/medical leave, the sergeant may request an additional period of unpaid leave to be granted so that the total of paid and unpaid leave provided for FMLA purposes equals twelve (12) weeks (26 weeks leave for caring for a service member). FMLA runs concurrently with worker’s compensation and disability. Notice Requirement A sergeant is required to give immediate notice, or as soon as reasonably possible. A minimum thirty (30) day notice is required in the event of a foreseeable leave. A minimum ninety (90) day notice is required before the birth of a baby, including caring for a spouse after the birth. An “Employee Request for Family/Medical Leave” form should be completed by the sergeant and returned to Human Resources. If a sergeant fails to give at least thirty (30) days’ notice for a foreseeable leave with no reasonable excuse for the delay, the leave will be denied until thirty (30) days after the sergeant provides notice. In the event a sergeant is unable to work by reason of illness, injury, or disability, the sergeant must report the illness, injury, or disability as soon as the condition is known, and thereafter furnish to Human Resources a physician’s written statement showing the nature of the condition and the estimated length of time that the sergeant will be unable to report to work along with an “Employee Request for Family/Medical Leave” form. A sergeant undergoing planned medical treatment is required to make a reasonable effort to schedule the treatment to minimize disruption to City operations. In unexpected or unforeseeable situations, a sergeant should provide as much notice as practical, followed by a completed “Employee Request for Family/Medical Leave” form. While on consecutive leave, sergeants are requested to report...
Sample 1

Related to SUBSTITUTION OF PAID LEAVE TIME

  • Substitution of Paid Leave Employees must use accrued paid leave to cover some or all of the FMLA leave taken.

  • Variation of period of parental leave Unless agreed otherwise between the employer and employee, an employee may apply to their employer to change the period of parental leave on one occasion. Any such change to be notified at least four weeks prior to the commencement of the changed arrangements.

  • Leave Time During the Employment Period, Employee shall be entitled to paid vacation and leave days each calendar year in accordance with the leave policies established by Employer from time to time. Any leave time not used during each fiscal year of Employer may be carried over into the next year to the extent permitted by Employer policy.

  • Substitution of Key Personnel Consultant has represented to City that certain key personnel will perform and coordinate the Services under this Agreement. Should one or more of such personnel become unavailable, Consultant may substitute other personnel of at least equal competence upon written approval of City. In the event that City and Consultant cannot agree as to the substitution of key personnel, City shall be entitled to terminate this Agreement for cause. As discussed below, any personnel who fail or refuse to perform the Services in a manner acceptable to the City, or who are determined by the City to be uncooperative, incompetent, a threat to the adequate or timely completion of the Project or a threat to the safety of persons or property, shall be promptly removed from the Project by the Consultant at the request of the City. The key personnel for performance of this Agreement are as follows: Xxxxx Xxxxx.

  • Maternity Adoption and Parental Leave The following in part reflects the provisions of the Employment Standards Act on these matters. In all cases of dispute, and where the Act as amended from time to time is superior, the provisions of the Act will prevail.

  • Returning to Work After a Period of Parental Leave (a) An employee will notify of their intention to return to work after a period of parental leave at least four weeks prior to the expiration of the leave.

  • Lost, Stolen or Destroyed Certificates In the event that any Certificates shall have been lost, stolen or destroyed, the Paying Agent shall issue in exchange for such lost, stolen or destroyed Certificates, upon the making of an affidavit of that fact by the holder thereof, the Merger Consideration payable in respect thereof pursuant to Section 2.1 hereof; provided, however, that Parent may, in its discretion and as a condition precedent to the payment of such Merger Consideration, require the owners of such lost, stolen or destroyed Certificates to deliver a bond in such sum as it may reasonably direct as indemnity against any claim that may be made against Parent, the Surviving Corporation or the Paying Agent with respect to the Certificates alleged to have been lost, stolen or destroyed.

  • Pre-Paid Leave Plan The Hospital agrees to introduce a pre-paid leave program, funded solely by the nurse, subject to the following terms and conditions:

  • Special Leave Without Pay Section 1. Employees may participate in a Special Leave Without Pay Program as established by the Hennepin County Board of Commissioners. The Special Leave Without Pay Program period is from date of County Board Approval through December 31, 2021.

  • Substitution of Equipment In the event the Computer is inoperable, ASL has a limited number of spare laptops for use while the Computer is being repaired or replaced. This agreement remains in effect for such a substitute. The Student may NOT opt to keep a broken Computer or to avoid using the Computer due to loss or damage.

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