Use of Paid and Unpaid Leave. An employee who is taking FMLA leave because of the employee's own serious health condition or the serious health condition of a family member must use all paid vacation, personal or sick leave prior to being eligible for unpaid leave. Sick leave may be run concurrently with FMLA leave if the reason for the FMLA leave is covered by the established sick leave policy. Disability leave for the birth of the child and for an employee's serious health condition, including workers' compensation leave (to the extent that it qualifies), will be designated as FMLA leave and will run concurrently with FMLA. For example, if an employer provides six weeks of pregnancy disability leave, the six weeks will be designated as FMLA leave and counted toward the employee's 12-week entitlement. The employee may then be required to substitute accrued (or earned) paid leave as appropriate before being eligible for unpaid leave for what remains of the 12-week entitlement. An employee who is taking leave for the adoption or xxxxxx care of a child must use all paid vacation, personal or family leave prior to being eligible for unpaid leave. An employee who is using military FMLA leave for a qualifying exigency must use all paid vacation and personal leave prior to being eligible for unpaid leave. An employee using FMLA military caregiver leave must also use all paid vacation, personal leave or sick leave (as long as the reason for the absence is covered by the Employer’s sick leave policy) prior to being eligible for unpaid leave.
Use of Paid and Unpaid Leave. An employee may choose to accrued paid time off concurrent with any portion of an unpaid leave taken under this Article. A disability or workers’ compensation leave taken for an FMLA-qualifying reason shall be charged against an employee’s FMLA leave entitlement.
Use of Paid and Unpaid Leave. Classified employees may use any combination of paid leave (compensatory time, vacation leave, personal holiday or personal leave) and/or unpaid leave (leave without pay) during the closure, however they may only use sick leave for sick leave purposes per Article 12.
Use of Paid and Unpaid Leave. Eligible employees must exhaust all available paid leave (accrued vacation, compensatory leave, sick leave, PTO, or holiday leave) before going on a leave without pay status. Supervisors will be responsible for submitting the employee timecard to payroll and the Human Resources/Risk Management Department while an employee is on FMLA leave. Paid and unpaid leave will be counted against the eligible 12 or 26 weeks of FMLA leave.
Use of Paid and Unpaid Leave. An employee who is taking FMLA leave because of the employee's own serious health condition, the birth or adoption of a child, or the serious health condition of a family member must use all paid vacation, personal or sick leave concurrently with FMLA leave. After accrued paid leave has been exhausted, the remainder, if any, of the 12 weeks of FMLA shall be unpaid. Disability leave for the birth of the child and for an employee’s serious health condition, including worker’s compensation leave (to the extent that it qualifies), will be designated as FMLA leave and run concurrently with FMLA. For example, if an employer provides six weeks of pregnancy disability leave, the six weeks will be designated as FMLA leave and counted toward the employee’s 12-week entitlement. The employee may then be required to substitute accrued (or earned) paid leave as appropriate before using unpaid leave for what remains of the 12-week entitlement. An employee who is using military FMLA leave for a qualifying exigency must use all paid vacation and personal leave prior to using unpaid leave. An employee using FMLA military caregiver leave must also use all paid vacation, personal leave or sick leave prior to using unpaid leave.
Use of Paid and Unpaid Leave. For all leave time taken under the FMLA, employees are required to use paid leave time, if such is available, prior to taking unpaid leave. Paid leave is to be charged in the following order: sick leave (if the reason for the leave qualifies as sick leave), vacation, personal leave. On a case-by-case basis, the Director of Personnel may allow an employee to withhold up to three vacation days to be available for use for emergencies or special needs upon the employee’s return from leave. All paid leave must be taken in accordance with the City’s leave policies and any collective bargaining agreement covering the employee. Unpaid leave will be charged in one-hour increments. An employee must be placed on FMLA leave as soon as there is information that the leave taken qualifies as FMLA. Leaves which may be covered by other laws (such as Worker’s Compensation) or by collective bargaining agreements (particularly accrued sick leave), are also designated as FMLA leave.
Use of Paid and Unpaid Leave. If an employee has any accrued paid leave (e.g., sick leave, vacation) remaining after the conclusion of the Family Medical Leave the employee may use such leave at the rate of full time weekly scheduled hours (37.5 or 40) until all time is exhausted. Vacation and sick time will not continue to accrue, however, insurance, and retirement benefits will continue during that time.
Use of Paid and Unpaid Leave. An employee who is taking FMLA leave because of the employee's own serious health condition or the serious health condition of a family member must use all paid vacation, personal or sick leave prior to being eligible for unpaid leave. Sick leave may be run concurrently with FMLA leave if the reason for the FMLA leave is covered by the established sick leave policy. Disability leave for the birth of the child and for an employee's serious health condition, including workers' compensation leave (to the extent that it qualifies), will be designated as FMLA leave and will run concurrently with FMLA. For example, if an employer provides six weeks of pregnancy disability leave, the six weeks will be designated as FMLA leave and counted toward the employee's 12-week entitlement. The employee may then be required to substitute accrued (or earned) paid leave as appropriate before being eligible for unpaid leave for what remains of the 12-week entitlement. An employee who is taking leave for the adoption or xxxxxx care of a child must use all paid vacation, personal or family leave prior to being eligible for unpaid leave. An employee who is using military FMLA leave for a qualifying exigency must use all paid vacation and personal leave prior to being eligible for unpaid leave. An employee using FMLA military caregiver leave must also use all paid vacation, personal leave or sick leave (as long as the reason for the absence is covered by the City’s sick leave policy) prior to being eligible for unpaid leave. INTERMITTENT LEAVE OR A REDUCED WORK SCHEDULE The employee may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take a day periodically when needed over the year) or, under certain circumstances, may use the leave to reduce the workweek or workday, resulting in a reduced hour schedule. In all cases, the leave may not exceed a total of 12 workweeks (or 26 workweeks to care for an injured or ill service member over a 12-month period). The City may temporarily transfer an employee to an available alternative position with equivalent pay and benefits if the alternative position would better accommodate the intermittent or reduced schedule, in instances of when leave for the employee or employee's family member is foreseeable and for planned medical treatment, including recovery from a serious health condition or to care for a child after birth, or placement for adoption or xxxxxx care. For the birth, adoption or xxxxxx care of a child, th...
Use of Paid and Unpaid Leave. If an employee uses leave because of hislher own serious medical condition or the serious health condition 31 of an immediate family member, the employee will first use all paid vacation, personal or sick leave, and then will be eligible for unpaid leave for the remainder of the twelve weeks of leave. ~ ~ unable to work and for recovery after childbirth. The amount of sick leave utilized after this point will be be eligible for unpaid leave for the remainder of the 12 weeks. =- decided on a case by case basis. The employee may then use all paid vacation and personal leave, and will
Use of Paid and Unpaid Leave. The CITY shall require the employee to use appropriate accrued paid leave before granting unpaid leave. The employee is required to attempt to schedule foreseeable leave so as not to unduly disrupt the employer's operations. The CITY is responsible for determining if paid leave used by an employee counts as FMLA leave, based on information provided by the employee and/or a health care provider.
