The Family and Medical Leave Act. The Family and Medical Leave Act will be followed in administering benefits. Contract provisions that provide greater benefits than the Family and Medical Leave Act will be followed.
The Family and Medical Leave Act. Except as provided otherwise in this Agreement, an employee will be entitled to FMLA Leave of Absence pursuant to the County's Policy.
The Family and Medical Leave Act. The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid, job- protected leave every calendar year to eligible male and female employees for certain family and medical reasons. The Family and Medical Leave Act is granted for any of the following reasons: To care for the employee’s child after birth Following placement of a child with the employee for adoption or xxxxxx care To care for the employee’s immediate family member (spouse, child or parent) who has a serious health condition; For the employee’s own serious health condition that requires inpatient or outpatient care; To care for the serious illness or injury of a covered service member who is the spouse, child, parent or next of kin of an employee (up to 26 weeks during a single 12 month period); and For a qualifying exigency. To care for the employee’s child after birth the employee is entitled to 12 weeks of unpaid leave in accordance with the Family and Medical Leave Act. Such leave must be charged to accrued vacation leave or earned leave, to the extent the employee has accrued those days. To the extent that the female employee is incapacitated, she shall charge her FMLA leave against such accrued sick time, vacation leave, or earned days, to the extent she has accrued those days. Following placement of a child with the employee for adoption or xxxxxx care the employee is entitled to 12 weeks of unpaid leave in accordance with the Family and Medical Leave Act. Such leave shall be charged to accrued vacation leave or earned leave, to the extent the employee has accrued those days. To care for the employee’s immediate family member (spouse, child or parent) who has a serious health condition (including a condition that results from giving birth or the illness/injury of a covered service member), an employee may charge a maximum of seven (7) days of FMLA leave against sick leave, to the extent an employee has accrued, unused sick leave. Once the seven days of sick leave is exhausted, an employee shall charge additional FMLA leave against his/her accrued vacation leave or earned days, to the extent the employee has accrued those days. Once the accrued vacation and earned leave is exhausted, the remaining absence as permitted by FMLA shall be charged to sick leave, to the extent the employee has accrued those days. An employee may reserve a maximum of five days vacation leave for future use, to the extent the employee has accrued those days. For employees whose spouse, c...
The Family and Medical Leave Act. The district will follow the current Family and Medical Leave Act as it applies to employees who meet the qualifications of the Act. For medical or family conditions which require the employee to miss work on a regular or intermittent basis, employees are required to contact the Department of Personnel Services to determine if the time off from work qualifies under the Family and Medical Leave Act of 1993. Certified leave packets that cover requests for FMLA leave are available on the District web site or in the Department of Personnel Services. Sick Leave Reference FMLA Family Leave Reference FMLA Medical Leave Reference FMLA
The Family and Medical Leave Act. The district will comply with the provisions of the Family and Medical Leave Act Policy GCDBE located in the district policy manual.
The Family and Medical Leave Act. The Carterville Unit #5 school district shall comply with the guidelines of the Family and Medical Leave Act.
The Family and Medical Leave Act. (6) the Age Discrimination in Employment Act, as amended;
The Family and Medical Leave Act. (l) the Civil Rights Act of 1966; (m) the California Fair Employment and Housing Act; (n) the California Constitution; (o) the California Labor Code; (p) the California Government Code; (q) the California Civil Code; and (r) any and all other federal, state, and local statutes, ordinances, regulations, rules, and other laws, and any and all claims based on constitutional, statutory, common law, or regulatory grounds as well as any other claims based on theories of wrongful or constructive discharge, breach of contract or implied contract, fraud, misrepresentation, promissory estoppel, or intentional infliction of emotional distress, negligent infliction of emotional distress, or damages under any other federal, state, or local statutes, ordinances, regulations, rules, or laws. This release is for any and all relief, no matter how denominated, including, but not limited to, back pay, front pay, vacation pay, bonuses, compensatory damages, tortious damages, liquidated damages, punitive damages, damages for pain and suffering, and attorney fees and costs. (“Plaintiff’s Release.”) Plaintiff’s Release does not extend to any claims or actions to enforce this Agreement, or to any claims for vested benefits, unemployment benefits, disability benefits, social security benefits, workers’ compensation benefits that arose at any time, or based on occurrences after signing this Agreement. Plaintiff acknowledges that Plaintiff may discover facts or law different from, or in addition to, the facts or law that Plaintiff now knows or believes to be true but agrees, nonetheless, that Plaintiff’s Release shall be and remain effective in all respects, notwithstanding such different or additional facts or Plaintiff’s discovery of them.
The Family and Medical Leave Act. 5) The Employee Retirement Income Security Act of 1974 and The Consolidated Omnibus Budget Reconciliation Act;
The Family and Medical Leave Act. The Board will provide leave to all eligible employees in accordance with the Family and medical Leave Act (FMLA). Such leave will run concurrently with all accrued leave (sick, paid time off) to the extent that the employee has accrued those days
