CFRA Leave Clause Samples

The CFRA Leave clause establishes an employee's right to take job-protected leave under the California Family Rights Act. It typically applies to employees who need time off for qualifying reasons such as the birth of a child, caring for a family member with a serious health condition, or addressing their own serious health issues. This clause ensures that eligible employees can take up to 12 weeks of unpaid leave without fear of losing their job, thereby balancing workplace needs with family and medical responsibilities.
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CFRA Leave. CFRA Leave may be used for: 28.4.2.1 The same purposes as FMLA Leave, including the care of a domestic partner or child of a domestic partner, and shall run concurrently with FMLA leave. 28.4.2.2 CFRA may not be used for 1) an employee’s incapacity due to pregnancy,.
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CFRA Leave. Married employees and employees in domestic partnerships will be limited to a combined total of twelve (12) weeks CFRA leave in a rolling twelve (12) month calendar period for the care of a newly born or placed child.
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CFRA Leave. CFRA Leave may be used for: 28.4.2.1. The same purposes as FMLA Leave, including the care of a domestic partner or child of a domestic partner, and will run concurrently with FMLA Leave. 28.4.2.2. CFRA Leave may not be used for 1) an employee’s incapacity due to pregnancy, 2) leave due to a qualifying exigency, or 3) to care for a family member or next of kin with a serious injury or illness incurred in the line of duty. However, incapacity due to pregnancy may entitle an employee to up to four (4) months of pregnancy disability leave under California’s Pregnancy Disability Leave (PDL) law.
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CFRA Leave. Unpaid CFRA Leave may be used for: 1) the same purposes as FMLA Leave, and shall run concurrently except that 2) an employee’s incapacity due to pregnancy is not eligible for CFRA Leave. However, such incapacity may entitle an employee to up to four months of pregnancy disability leave, with medical approval, plus another twelve (12) weeks of FMLA Leave, to care for the child, in a twelve (12) month period.
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CFRA Leave. “Family care leave” may be requested under the CFRA for (1) the birth or adoption of an employee’s child, (2) the placement of a ▇▇▇▇▇▇ child with the employee; or (3) the serious health condition of an employee’s child, spouse, domestic partner as defined in California Family Code Section 297, or parent. “Medical leave” may be requested for an employee’s own serious health condition. A “serious health condition” is one that requires either in-patient care in a medical facility or continuing treatment or supervision by a health care provider. Provided all of the conditions of this policy are met, an employee may take up to twelve (12) weeks of leave under the CFRA during a 12-month period. This 12- month period is measured backwards from the date the employee’s family care leave or medical leave under the CFRA commences. Spouses who are both employed by the District may take a maximum combined total of twelve weeks of family care leave under the CFRA in a 12-month period for the birth, adoption, or ▇▇▇▇▇▇ care of their child. Family care leave and medical leave under the CFRA typically run concurrently with family care leave and/or medical leave under the FMLA.
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Related to CFRA Leave

  • FMLA Leave The Board agrees to comply with the Family and Medical Leave Act and agrees that any policy adopted to implement the FMLA shall in no way reduce or adversely impact any other provision of this Agreement.

  • ▇▇▇▇ Leave For laid off employees, sick leave accruals shall remain on the books and be reinstated if such employees are re-appointed. Whenever a person becomes ineligible for re-employment and such person has not been re-employed, then, if at the point of layoff, such person was eligible to receive a sick leave accrual payoff, such person shall be paid for existing sick leave accruals in accordance with Item 12 of the Ventura County Firemen's Association 1976-1978 Memorandum of Understanding.

  • ▇▇▇▇▇’s leave 22.2.1 In normal circumstances an employee is not entitled to take carer's leave where another person has taken simultaneous leave to care for the same person. 22.2.2 The employee must, if required by the Employer, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another. 22.2.3 The employee must where practicable, give the Employer notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the employee, the reason for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee must notify the Employer by telephone of such absence at the first opportunity on the day of the absence. 22.2.4 The same considerations in quantum of carer’s leave applicable to part time Employees may be extended to eligible casuals but on an unpaid basis

  • Health Leave Any regular employee of the District may, at the discretion of the Board, be granted a leave of absence without pay for reasons of health, such leave to be specified for a period of not more than one year. Such leave may be extended in case of serious health conditions.

  • Sabbatical Leave Administrators who have been employed in the Okemos Public Schools for seven (7) consecutive years may be granted a sabbatical leave upon request. Application should be made with the Superintendent in February for a leave beginning the following school year. There may be up to two (2) Administrators eligible for sabbatical leave each year. This does not guarantee any particular number of sabbatical leaves. Requests for sabbatical leave will be considered only for a full semester or a full year and shall not exceed two (2) semesters. During said sabbatical leave, Administrators must be in the employ of the Okemos Public Schools and will be paid one-half (1/2) of their salary and full fringe benefits. Administrators must return to service with the Okemos Public Schools immediately upon termination of the sabbatical leave and shall continue service with the Okemos Public Schools for a period of one (1) year, or subject to such conditions as may be mutually agreed upon by the individual and the Board at the time of leave approval. If Administrators do not return to the service of the Okemos Public Schools after termination of their sabbatical leave, they must refund in full all compensation received from the Okemos Public Schools while on leave unless they receive a written waiver to the contrary from the Board. An Administrator returning from sabbatical leave must submit a written statement within forty-five (45) calendar days after the conclusion of the leave to the Board of Education indicating the accomplishments achieved during the leave and showing how these accomplishments related to the betterment of the school district. Providing the leave does not exceed one school year, an Administrator, upon return from sabbatical leave, will be restored to the former position, if available, and if not, to a comparable position or to a position that is mutually agreed upon for which the individual is qualified. In computing service to determine the Administrator's salary at the expiration of leave, time spent on leave will be counted as active service in the Okemos School District.