Use of Accrued Paid Leave. Family Care/Medical Leave is unpaid, except for the use of sick leave and/or the use of accrued vacation, as provided in this Article:
Use of Accrued Paid Leave. Qualified Exigency Leave is unpaid leave, except that an employee shall use accrued vacation time prior to taking leave without pay.
Use of Accrued Paid Leave. Military Caregiver Leave is unpaid leave, except an employee may use sick leave in accordance with Article 13, Xxxx Leave. An employee may also elect to use accrued compensatory time off or accrued vacation before taking leave without pay. However, if the employee's vacation leave accrual is at maximum, the employee will be required to use at least ten (10) percent of the vacation leave credit prior to taking leave without pay.
Use of Accrued Paid Leave. See Section B.1.f.7.
Use of Accrued Paid Leave. Family Care and Medical Leave is unpaid, however, an employee on medical leave for his/her own serious health condition shall use accrued sick leave in accordance with the University's disability plan or as provided in Article 19 -
Use of Accrued Paid Leave. 1) FML is unpaid, except for the use of sick leave and/or the use of accrued vacation, as provided in this Article:
Use of Accrued Paid Leave. Pregnancy Disability Leave may consist of leave with or without pay; however, an employee shall be required to use accrued sick leave in accordance with the University's Disability Plan. If sick leave is exhausted, the employee may elect to use accrued vacation time prior to taking leave without pay.
Use of Accrued Paid Leave. This leave is unpaid leave, except that an employee may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation time prior to taking this leave without pay.
Use of Accrued Paid Leave. FML Leave is unpaid, except for the use of sick leave and the use of accrued vacation as provided in this Article.
Use of Accrued Paid Leave. Family Care and Medical Leave is unpaid, however:
