CFRA Leave Sample Clauses

CFRA Leave. CFRA Leave may be used for:
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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. 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 xxxxxx 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 City 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 xxxxxx 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 FMLA leave may be used for:

  • Xxxxx’s leave (1) An employee is entitled to use up to 10 days accrued personal leave each year to care for a member of his or her immediate family or a member of his or her household who is ill and requires his or her care. The employee is not entitled to take xxxxx’s leave for a particular period if another person has taken leave to care for the person for the same period.

  • Maternity Leave/Parental Leave Adoption Leave (Effective for maternity and/or parental leaves that commenced before May 1, 2019)

  • 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.

  • Xxxx Leave For laid off employees, sick leave accruals shall remain on the books and be reinstated if such employees are reappointed. Whenever a person becomes ineligible for reemployment 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 Section 1408 of this Agreement.

  • Sabbatical Leave The purpose of a sabbatical leave is to enhance professional development, support department/unit goals, and/or meet the instructional, service, or research priorities of the university.

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

  • Casual Leave (a) Employees may be granted casual leave with pay to a maximum of two (2) hours for the following purposes:

  • Maternity Leave (a) An employee is entitled to maternity leave of up to 17 weeks without pay.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

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