Designating FMLA Leave. 16.6.1 Employees shall be required to take all paid time accruals, i.e., sick, vacation and/or personal day(s), commencing after five (5) consecutive work days from when their FMLA leave begins. All paid time off shall run concurrently with an employee’s eligible FMLA entitlement. This also applies to an FMLA leave that is taken either intermittently or through a reduced work schedule. In no event may an employee take any portion of their FMLA leave as unpaid until all available accrued paid time has been exhausted. The accrued paid benefits will be deducted from the FMLA twelve (12) week entitlement. Only applicable sick leave of more than five (5) consecutive work days will be deducted from the twelve (12) week FMLA entitlement except in the case of an intermittent/reduced FMLA leave schedule. The unpaid FMLA leave will only become effective after all applicable paid benefits have been exhausted.
Designating FMLA Leave. Employees requesting an FMLA leave must first use accrued paid leave benefits, if applicable, such as sick leave, and vacation (if applicable), and Employee may take personal leave at their own option. The accrued paid benefits will be deducted from the FMLA twelve‐week entitlement. Only applicable sick leave of more than five (5) consecutive work days will be deducted from the twelve‐week FMLA entitlement except in the case of an intermittent/reduced FMLA leave schedule. The unpaid FMLA leave will only become effective after all applicable paid benefits have been exhausted.
Designating FMLA Leave. Employees requesting an FMLA leave must first use accrued paid leave benefits, if applicable, such as vacation, holidays, compensatory time and sick leave. The accrued paid benefits will be deducted from the FMLA twelve (12) week entitlement except in the case of an intermittent/reduced FMLA leave schedule in which case the deduction will be in hourly increments. The unpaid portion of FMLA leave will only become effective after all applicable paid benefits have been exhausted.
