Use of Paid/Unpaid Leave. The employee will be required to exhaust all available paid leave, both PTO and EIB, for which they would be eligible as part of his/her Family and Medical leave. This time must be exhausted before unpaid time begins, and runs concurrently with the start of Family and Medical Leave. Leave accruals must not be used intermittently unless on intermittent FMLA. All time off taken for an FMLA-covered reason will count against an employee’s FMLA entitlement, whether the employee was also on paid leave or not.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
