Common use of The Family and Medical Leave Act Clause in Contracts

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, child or parent is on active duty and experiences a qualifying exigency, the employee may charge FMLA leave against his/her accrued vacation leave or earned days, to the extent the employee has accrued those days. A qualifying exigency is defined as: (1) short notice deployment; (2) military events and related activities; (3) childcare and school activities; (4) financial and legal arrangements;

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 during a 12-month period to eligible male and female employees for certain family and medical reasons. The 12-month period shall be defined as the 12-month period measured forward from the first date an employee takes FMLA leave. 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 shall 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, child or parent is on active duty and experiences a qualifying exigency, the employee may shall charge FMLA leave against his/her accrued vacation leave or earned days, to the extent the employee has accrued those days. A qualifying exigency is defined as: (1) short notice deployment; (2) military events and related activities; (3) childcare and school activities; (4) financial and legal arrangements;

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, child or parent is on active duty and experiences a qualifying exigency, the employee may charge FMLA leave against his/her accrued vacation leave or earned days, to the extent the employee has accrued those days. A qualifying exigency is defined as: (1) short notice deployment; (2) military events and related activities; (3) childcare and school activities; (4) financial and legal arrangements;