Common use of Unpaid Family Leave Clause in Contracts

Unpaid Family Leave. 8.10.1 To be eligible for leave under the FMLA (“Fed-FMLA”) and CFRA (collectively “FMLA Leave”), employees must have: (1) completed one year of service for the County Office; and (2) worked at least 1,250 hours over the previous 12 months as of the start of the leave. Bargaining unit employees who are otherwise eligible for FMLA Leave, but are employed for less than six hours per day or worked less than 1,250 hours during the preceding 12 months prior to the start of the leave shall be entitled to FMLA Leave, but without the County Office-paid benefit contribution provided in 8.10.7. 8.10.2 Reasons For Leave State and federal laws allow FMLA Leave for various reasons. Because an employee’s rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. Fed-FMLA leave and CFRA leave run concurrently except for the following reasons: to care for a registered domestic partner or a child of a registered domestic partner (CFRA only), incapacity due to pregnancy or prenatal care as a serious health condition (Fed-FMLA only), qualifying exigency leave (Fed- FMLA only) and military caregiver leave (Fed-FMLA only). FMLA Leave may be used for one of the following reasons, in addition to any reason covered by an applicable state family/medical leave law: 8.10.2.1 the birth, adoption, or xxxxxx care of an employee's child within 12 months following birth or placement of the child (“Bonding Leave”); 8.10.2.2 to care for an immediate family member (spouse, registered domestic partner, child, or parent with a serious health condition) (“Family Care Leave”); 8.10.2.3 an employee’s inability to work because of a serious health condition (“Serious Health Condition Leave”); 8.10.2.4 a “qualifying exigency,” as defined under the FMLA, arising from a spouse’s, child’s, or parent’s “covered active duty” (as defined below) as a member of the military reserves, National Guard or Armed Forces (“Military Emergency Leave”); or 8.10.2.5 to care for a spouse, child, parent or next of kin (nearest blood relative) who is a “Covered Servicemember,” as defined below (“Military Caregiver Leave”).

Unpaid Family Leave. 8.10.1 To be eligible for leave under the FMLA (“Fed-FMLA”) and CFRA (collectively “FMLA Leave”), employees must have: (1) completed one year of service for the County Office; and (2) worked at least 1,250 hours over the previous 12 months as of the start of the leave. . 8.10.1.1 Bargaining unit employees who are otherwise eligible for FMLA Leave, but are employed for less than six hours per day or worked less than 1,250 hours during the preceding 12 months prior to the start of the leave shall be entitled to FMLA Leave, but without the County Office-paid benefit contribution provided in 8.10.7. 8.10.1.2 This leave includes the days of paid personal necessity leave which may be used for paternity leave pursuant to section Article 8. 8.10.2 Reasons For Leave State and federal laws allow FMLA Leave for various reasons. Because an employee’s rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. Fed-FMLA leave and CFRA leave run concurrently except for the following reasons: to care for a registered domestic partner or a child of a registered domestic partner (CFRA only), incapacity due to pregnancy or prenatal care as a serious health condition (Fed-FMLA only), qualifying exigency leave (Fed- Fed-FMLA only) and military caregiver leave (Fed-FMLA only). FMLA Leave may be used for one of the following reasons, in addition to any reason covered by an applicable state family/medical leave law: 8.10.2.1 the birth, adoption, or xxxxxx care of an employee's child within 12 months following birth or placement of the child (“Bonding Leave”); 8.10.2.2 to care for an immediate family member (spouse, registered domestic partner, child, or parent with a serious health condition) (“Family Care Leave”); 8.10.2.3 an employee’s inability to work because of a serious health condition (“Serious Health Condition Leave”); 8.10.2.4 a “qualifying exigency,” as defined under the FMLA, arising from a spouse’s, child’s, or parent’s “covered active duty” (as defined below) as a member of the military reserves, National Guard or Armed Forces (“Military Emergency Leave”); or 8.10.2.5 to care for a spouse, child, parent or next of kin (nearest blood relative) who is a “Covered Servicemember,” as defined below (“Military Caregiver Leave”).

Unpaid Family Leave. 8.10.1 To be eligible for leave under the FMLA (“Fed-FMLA”) and CFRA (collectively “FMLA Leave”), employees must have: (1) completed one year of service for the County Office; and (2) worked at least 1,250 hours over the previous 12 months as of the start of the leave. . 8.10.1.1 Bargaining unit employees who are otherwise eligible for FMLA Leave, but are employed for less than six hours per day or worked less than 1,250 hours during the preceding 12 months prior to the start of the leave shall be entitled to FMLA Leave, but without the County Office-paid benefit contribution provided in Article 8.10.7. 8.10.1.2 This leave includes the days of paid personal necessity leave which may be used for paternity leave pursuant to section Article 8.7. 8.10.2 Reasons For Leave State and federal laws allow FMLA Leave for various reasons. Because an employee’s rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. Fed-FMLA leave and CFRA leave run concurrently except for the following reasons: to care for a registered domestic partner or a child of a registered domestic partner (CFRA only), incapacity due to pregnancy or prenatal care as a serious health condition (Fed-FMLA only), qualifying exigency leave (Fed- Fed-FMLA only) and military caregiver leave (Fed-FMLA only). FMLA Leave may be used for one of the following reasons, in addition to any reason covered by an applicable state family/medical leave law: 8.10.2.1 the birth, adoption, or xxxxxx care of an employee's child within 12 months following birth or placement of the child (“Bonding Leave”); 8.10.2.2 to care for an immediate family member (spouse, registered domestic partner, child, or parent with a serious health condition) (“Family Care Leave”); 8.10.2.3 an employee’s inability to work because of a serious health condition (“Serious Health Condition Leave”); 8.10.2.4 a “qualifying exigency,” as defined under the FMLA, arising from a spouse’s, child’s, or parent’s “covered active duty” (as defined below) as a member of the military reserves, National Guard or Armed Forces (“Military Emergency Leave”); or 8.10.2.5 to care for a spouse, child, parent or next of kin (nearest blood relative) who is a “Covered Servicemember,” as defined below (“Military Caregiver Leave”).

Unpaid Family Leave. 8.10.1 To be eligible for leave under the FMLA (“Fed-FMLA”) and CFRA (collectively “FMLA Leave”), employees must have: (1) completed one year of service for the County Office; and (2) worked at least 1,250 hours over the previous 12 months as of the start of the leave. . 8.10.1.1 Bargaining unit employees who are otherwise eligible for FMLA Leave, but are employed for less than six hours per day or worked less than 1,250 hours during the preceding 12 months prior to the start of the leave shall be entitled to FMLA Leave, but without the County Office-paid benefit contribution provided in Article 8.10.7. 8.10.1.2 This leave includes the days of paid personal necessity leave which may be used for paternity leave pursuant to section Article 8.7. 8.10.2 Reasons For Leave State and federal laws allow FMLA Leave for various reasons. Because an employee’s rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. Fed-FMLA leave and CFRA leave run concurrently except for the following reasons: to care for a registered domestic partner or a child of a registered domestic partner (CFRA only), incapacity due to pregnancy or prenatal care as a serious health condition (Fed-FMLA only), qualifying exigency leave (Fed- FMLA only) and military caregiver leave (Fed-FMLA only). FMLA Leave may be used for one of the following reasons, in addition to any reason covered by an applicable state family/medical leave law: 8.10.2.1 the birth, adoption, or xxxxxx care of an employee's child within 12 months following birth or placement of the child (“Bonding Leave”); 8.10.2.2 to care for an immediate family member (spouse, registered domestic partner, child, or parent with a serious health condition) (“Family Care Leave”); 8.10.2.3 an employee’s inability to work because of a serious health condition (“Serious Health Condition Leave”); 8.10.2.4 a “qualifying exigency,” as defined under the FMLA, arising from a spouse’s, child’s, or parent’s “covered active duty” (as defined below) as a member of the military reserves, National Guard or Armed Forces (“Military Emergency Leave”); or 8.10.2.5 to care for a spouse, child, parent or next of kin (nearest blood relative) who is a “Covered Servicemember,” as defined below (“Military Caregiver Leave”).

Unpaid Family Leave. 8.10.1 To be eligible for leave under the FMLA (“Fed-FMLA”) and CFRA (collectively “FMLA Leave”), employees must have: (1) completed one year twelve (12) months of service for the County OfficeOffice (not necessarily consecutive); and (2) worked at least 1,250 hours over the previous 12 twelve (12) months as of the start of the leave. Bargaining unit employees who are otherwise eligible for FMLA Leave, but are employed for less than six (6) hours per day or worked less than 1,250 hours during the preceding 12 twelve (12) months prior to the start of the leave shall be entitled to FMLA Leave, but without the County Office-paid benefit contribution provided in 8.10.7. 8.10.2 Reasons For Leave State and federal laws allow FMLA Leave for various reasons. Because an employee’s rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. Fed-FMLA leave and CFRA leave run concurrently except for the following reasons: to care for a child without regard to age or dependency status, to care for a registered domestic partner or a child of a registered domestic partner partner, parent-in-law, grandparent, grandchild, or sibling (CFRA only), incapacity due to pregnancy or prenatal care as a serious health condition (Fed-FMLA only), qualifying exigency leave as defined under the FMLA (Fed- Fed-FMLA only) ), qualifying exigency leave as defined under the CFRA (CFRA only), and military caregiver leave (Fed-FMLA only). FMLA Leave may be used for one of the following reasons, in addition to any reason covered by an applicable state family/medical leave law: 8.10.2.1 the birth, adoption, or xxxxxx care of an employee's child within twelve 12 months following birth or placement of the child (“Bonding Leave”); 8.10.2.2 to care for an immediate family member (spouse, child, or parent and for CFRA Leave: registered domestic partner, childchild of a registered domestic partner, parent-in-law, grandparent, grandchild, or parent sibling with a serious health condition) (“Family Care Leave”); 8.10.2.3 an employee’s inability to work because of a serious health condition (“Serious Health Condition Leave”); 8.10.2.4 a “qualifying exigency,” as defined under the FMLA, arising from a spouse’s, child’s, or parent’s “covered active duty” (as defined below) as a member of the military reserves, National Guard or Armed Forces or as defined under the CFRA, related to the covered active duty or call to covered active duty of an employee's spouse, domestic partner, child, or parent in the Armed Forces of the United States (“Military Emergency Leave”); or 8.10.2.5 to care for a spouse, child, parent or next of kin (nearest blood relative) who is a “Covered Servicemember,” as defined below (“Military Caregiver Leave”).