Common use of Types of Leaves of Absence Clause in Contracts

Types of Leaves of Absence. ‌ To balance the demands of high quality service and the needs of employees and their families, the Operator shall provide leaves of absence to eligible employees for the following reasons: Employee Medical – for the employee’s own serious health condition, if the condition renders the employee unable to perform the employee’s essential job functions. Family Medical – to care for the serious health condition of the employee’s spouse, child, or parent (not including in-laws). Parenting – to care for a new son or daughter, including by birth or by adoption or xxxxxx care placement. Military Caregiver Leave – to care for an employee’s spouse, son, daughter, parent or next of kin who is a current member of the National Guard or Reserves and who incurs a serious injury or illness in the line of duty which may render the service member unfit to perform current military duties, for which the service member is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retirement list. Military Exigency Leave – to attend to various short-term matters requiring an employee’s attention when an employee’s spouse, son, daughter, or parent has been called to active duty or is on a Federal call to active duty, generally as a member of the reserve components of the U.S. military. Qualifying exigencies include matters such as childcare and a child’s school activities, financial or legal arrangements, attending certain counseling sessions, short periods of rest and recuperation leave from active deployment, attending certain military events such as post-deployment reintegration briefings, and any matters arising out of a short-term deployment (i.e., a deployment for which an employee’s spouse, son, daughter, or parent receives 7 or fewer calendar days of notice of the deployment). In addition to FMLA leave, the Operator shall provide leave for other compelling personal reasons, or as required by state and federal law. Leaves not covered by the FMLA and not otherwise excused or protected by law will be considered as an occurrence(s) of absence under the Operator’s attendance policy. This policy applies to worker compensation time off and to other approved leaves, such as those occasioned by disability or military service. If an employee is eligible for FMLA, absences for an FMLA-qualifying reason, such as worker compensation absences or approved disability leaves, will be counted as FMLA leave to the extent permitted by law. If an employee is off of work due to an on-the-job injury and refuses transitional duty offered by the facility, the employee would be considered to be on an unpaid employee leave of absence and all provisions of this policy would apply.

Types of Leaves of Absence. ‌ To balance the demands of high quality service and the needs of employees and their families, the Operator Employer shall provide leaves of absence to eligible employees for the following reasons: Employee Medical – for the employee’s own serious health condition, if the condition renders the employee unable to perform the employee’s essential job functions. Family Medical – to care for the serious health condition of the employee’s spouse, child, or parent (not including in-laws). Parenting – to care for a new son or daughter, including by birth or by adoption or xxxxxx care placement. Military Caregiver Leave – to care for an employee’s spouse, son, daughter, parent or next of kin who is a current member of the National Guard or Reserves and who incurs a serious injury or illness in the line of duty which may render the service member unfit to perform current military duties, for which the service member is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retirement list. Military Exigency Leave – to attend to various short-term matters requiring an employee’s attention when an employee’s spouse, son, daughter, or parent has been called to active duty or is on a Federal call to active duty, generally as a member of the reserve components of the U.S. military. Qualifying exigencies include matters such as childcare and a child’s school activities, financial or legal arrangements, attending certain counseling sessions, short periods of rest and recuperation leave from active deployment, attending certain military events such as post-deployment reintegration briefings, and any matters arising out of a short-term deployment (i.e., a deployment for which an employee’s spouse, son, daughter, or parent receives 7 or fewer calendar days of notice of the deployment). In addition to FMLA leave, the Operator Employer shall provide leave for other compelling personal reasons, or as required by state and federal law. Leaves not covered by the FMLA and not otherwise excused or protected by law will be considered as an occurrence(s) of absence under the OperatorEmployer’s attendance policy. This policy applies to worker compensation time off and to other approved leaves, such as those occasioned by disability or military service. If an employee is eligible for FMLA, absences for an FMLA-qualifying reason, such as worker compensation absences or approved disability leaves, will be counted as FMLA leave to the extent permitted by law. If an employee is off of work due to an on-the-job injury and refuses transitional duty offered by the facility, the employee would be considered to be on an unpaid employee leave of absence and all provisions of this policy would apply.

Types of Leaves of Absence. ‌ To balance the demands of high quality service and the needs of employees and their families, the Operator Employer shall provide leaves of absence to eligible employees for the following reasons: Employee Medical – for the employee’s own serious health condition, if the condition renders the employee unable to perform the employee’s essential job functions. Family Medical – to care for the serious health condition of the employee’s spouse, child, or parent (not including in-laws). Parenting – to care for a new son or daughter, including by birth or by adoption or xxxxxx care placement. Military Caregiver Leave – to care for an employee’s spouse, son, daughter, parent or next of kin who is a current member of the National Guard or Reserves and who incurs a serious injury or illness in the line of duty which may render the service member unfit to perform current military duties, for which the service member is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retirement list. Military Exigency Leave – to attend to various short-term matters requiring an employee’s attention when an employee’s spouse, son, daughter, or parent has been called to active duty or is on a Federal call to active duty, generally as a member of the reserve components of the U.S. military. Qualifying exigencies include matters such as childcare and a child’s school activities, financial or legal arrangements, attending certain counseling sessions, short periods of rest and recuperation leave from active deployment, attending certain military events such as post-post- deployment reintegration briefings, and any matters arising out of a short-term deployment (i.e., a deployment for which an employee’s spouse, son, daughter, or parent receives 7 or fewer calendar days of notice of the deployment). In addition to FMLA leave, the Operator Employer shall provide leave for other compelling personal reasons, or as required by state and federal law. Leaves not covered by the FMLA and not otherwise excused or protected by law will be considered as an occurrence(s) of absence under the OperatorEmployer’s attendance policy. This policy applies to worker compensation time off and to other approved leaves, such as those occasioned by disability or military service. If an employee is eligible for FMLA, absences for an FMLA-qualifying reason, such as worker compensation absences or approved disability leaves, will be counted as FMLA leave to the extent permitted by law. If an employee is off of work due to an on-the-job injury and refuses transitional duty offered by the facility, the employee would be considered to be on an unpaid employee leave of absence and all provisions of this policy would apply.

Types of Leaves of Absence. ‌ To balance the demands of high quality service and the needs of employees and their families, the Operator Employer shall provide leaves of absence to eligible employees for the following reasons: Employee Medical – for the employee’s own serious health condition, if the condition renders the employee unable to perform the employee’s essential job functions. Family Medical – to care for the serious health condition of the employee’s spouse, child, or parent (not including in-laws). Parenting – to care for a new son or daughter, including by birth or by adoption or xxxxxx care placement. Military Caregiver Leave – to care for an employee’s spouse, son, daughter, parent or next of kin who is a current member of the National Guard or Reserves and who incurs a serious injury or illness in the line of duty which may render the service member unfit to perform current military duties, for which the service member is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retirement list. Military Exigency Leave – to attend to various short-term matters requiring an employee’s attention when an employee’s spouse, son, daughter, or parent has been called to active duty or is on a Federal call to active duty, generally as a member of the reserve components of the U.S. military. Qualifying exigencies include matters such as childcare and a child’s school activities, financial or legal arrangements, attending certain counseling sessions, short periods of rest and recuperation leave from active deployment, attending certain military events such as post-deployment reintegration briefings, and any matters arising out of a short-term deployment (i.e., a deployment for which an employee’s spouse, son, daughter, or parent receives 7 or fewer calendar days of notice of the deployment). In addition to FMLA leave, the Operator Employer shall provide leave for other compelling personal reasons, or as required by state and federal law. Leaves not covered by the FMLA and not otherwise excused or protected by law will be considered as an occurrence(s) of absence under the OperatorEmployer’s attendance policy. This policy applies to worker compensation time off and to other approved leaves, such as those occasioned by disability or military service. If an employee is eligible for FMLA, absences for an FMLA-qualifying reason, such as worker compensation absences or approved disability leaves, will be counted as FMLA leave to the extent permitted by law. If an employee is off of work due to an on-the-job injury and refuses transitional duty offered by the facility, the employee would be considered to be on an unpaid employee leave of absence and all provisions of this policy would apply.