Common use of Family and Medical Care Leave Clause in Contracts

Family and Medical Care Leave. Per State and Federal Regulations, Family and Medical Care and California Family Rights Act leaves are available for employees who qualify. Information on leaves is posted in the work area and further information is available from the Human Resources Representative. These leaves may be taken for the birth/adoption of a child, to care for a child, spouse or parent who has a serious health condition or for an employee’s own health condition which makes an employee unable to perform the essential functions of his/her job. If an employee is a regular full time employee, with more than one year of continuous service, or have worked more than 1250 hours during the previous 12 months an employee is eligible to request a leave. If this leave is granted, upon an employee’s return, an employee will be reinstated to the same or a comparable position as the position held before the leave unless such a position no longer exists. Available accruals must be used for such leaves. For leaves related to an employee’s own serious health condition or that of an eligible family member, sick leave will be utilized first, followed by other accruals (holiday, CTO, vacation – in that order). If all available accrual is depleted an employee may continue on an unpaid leave until the 12 week maximum leave is taken. If an employee desires to take an FMLA leave or CFRA leave not associated with the serious health condition of him or herself or an eligible family member, sick leave hours accrued may not be used. Whenever possible, an employee must provide at least 30 days written notice that he/she wishes to take a leave of absence. When this is not possible an employee must notify the City, in writing, as soon as possible. Failure to comply with these notification rules may result in the denial or deferral of the requested leave until the employee complies with the notice provisions. The cost of an employee’s health care coverage while on a Family and Medical Care Leave less any portion of the premium an employee is required to pay will be paid for by the City for up to 12 weeks. If you do not return from your leave, you will be responsible for reimbursing the City for the insurance premiums paid on your behalf. While the above provisions will apply to most employees in most circumstances, there are certain exceptions under which the City may refuse to grant a leave.

Family and Medical Care Leave. Per State and Federal RegulationsRegular full time employees, with more than one (1) year of continuous service, or have worked more than 1250 hours during the previous 12-months, may request an unpaid Family and Medical Care and California Family Rights Act leaves are available for employees who qualifyLeave of absence of up to 12-weeks in any one continuous 12-month period. Information on leaves is posted in the work area and further information is available from the Human Resources Representative. These leaves This leave may be taken for the birth/birth or adoption of a child, to care for a child, spouse or parent who has a serious health condition or for an the employee’s own health condition which that makes an the employee unable to perform the essential functions of his/her their job. If an employee is a regular full time employee, with more than one year of continuous service, or have worked more than 1250 hours during the previous 12 months an employee is eligible to request a leave. If this leave is granted, upon an the employee’s return, an the employee will be reinstated to the same or a comparable position as the position held before the leave unless such a position no longer existsleave. Available accruals must be used for such leaves. For leaves related to an employee’s own serious health condition condition, or that of an eligible family member, sick leave will be utilized first, followed by other accruals (i.e., holiday, CTO, vacation – in that ordervacation). If all available accrual is depleted depleted, an employee may continue on an unpaid leave until the 12 12-week maximum leave is taken. If an employee desires to take an FMLA leave or CFRA leave not associated with the serious health condition of him or herself him/herself, or an eligible family member, sick leave hours accrued may not be usedused (i.e., adoption of a child, birth of a child). An employee may elect to keep forty (40) hours of sick leave in their accrual bank prior to taking unpaid time off. Whenever possible, an the employee must provide at least 30 thirty (30) calendar days written notice that he/she the employee wishes to take a this leave of absence. When this is not possible an possible, the employee must notify the City, in writing, as soon as possible. Failure to comply with these notification rules may result in the denial or deferral of the requested leave until the employee complies with the notice provisions. The City will require the certification from the health care provider who is attending to the serious health care condition of the employee, employee’s child, spouse or parent before allowing the employee to take a leave to take care of that family member. If there is a question concerning this certification, the City reserves the right to require additional certification(s) at City expense. Unless otherwise agreed to by the City, any Family and Medical Care Leave must be taken in segments of one (1) full workday. If the employee is pregnant, the employee has the right to take a maternity leave and some amount of Medical Care Leave. The employee should check with Human Resources to determine eligibility under such circumstances. The cost of an the employee’s health care coverage while on a Family and Medical Care Leave less any portion of the premium an the employee is required to pay will be paid for by the City for up to 12 twelve (12) weeks. If you do the employee does not return from your leave, you the employee will be responsible for reimbursing the City for the insurance premiums paid on your the employee’s behalf. While the above provisions will apply to most employees in most circumstances, there are certain exceptions under which the City may refuse to grant a leaveFamily Care Leave.

Family and Medical Care Leave. Per State and Federal Regulations, Employees shall be entitled to take advantage of the Family Care and Medical Care and California Family Rights Leave Act leaves are without loss of benefits. Time off taken under this Leave shall, at the employee's election, be either approved unpaid leave or paid leave by using available for employees who qualify. Information on leaves is posted in the work area and further information is available from the Human Resources Representative. These leaves may be taken for the birth/adoption of a child, to care for a child, spouse compensatory or parent who has a serious health condition or for an employee’s own health condition which makes an employee unable to perform the essential functions of his/her jobvacation time. If an employee is you are a regular full time employee, with more than one year of continuous service, or have worked more than 1250 hours during the previous 12 months months, you may request an employee is eligible unpaid Family and Medical Leave of absence of up to request twelve (12) weeks, sixteen (16) weeks in those situations covered by the Act, in any one continuous twelve (12) month period. This leave may be taken for the birth or adoption of a leavechild, to care for a child, spouse or parent who has a serious health condition that makes you unable to perform the essential functions of your job. If this leave is granted, upon an employee’s your return, an employee you will be reinstated to the same or a comparable position as the position held before the leave unless such a position no longer exists. Available accruals Before taking unpaid time off during this leave you must be used for such leaves. For leaves related to an employee’s own serious health condition or that first use all but five (5) days of an eligible family member, available sick leave will be utilized first, followed by other accruals (holiday, CTO, vacation – in that order). If all available accrual is depleted an employee may continue on an unpaid leave until the 12 week maximum leave is taken. If an employee desires to take an FMLA leave or CFRA leave not associated with the serious health condition of him or herself or an eligible family member, sick leave hours accrued may not be usedleave. Whenever possible, an employee you must provide at least 30 thirty (30) days written notice that he/she wishes you wish to take a this leave of absence. When this is not possible an employee you must notify the City, in writing, as soon as possible. Failure to comply with these notification rules may result in the denial or deferral of the requested leave until the employee complies you comply with the notice provisions. The cost of an employee’s City will require the certification from the health care coverage while on provider who is attending to the serious health care condition of you, your child, spouse or parent before granting you the leave to take care of that family member. If there is a question concerning this certification, the City reserves the right to require additional certification (s) at City expense. Unless otherwise agreed to by the City, any Family and Medical Leave Care Leave less any portion must be taken in segments of the premium an employee is required to pay will be paid for by the City for up to 12 weeksone full workday. If you do not return from your leaveare pregnant, you have the right to take maternity leave and some amount of and/or Family Medical Leave. The City shall determine your eligibility under such circumstances. The City while on Family Medical Leave will be responsible for reimbursing the City pay for the insurance premiums paid on cost of your behalfhealth care coverage. While the above provisions will apply to most employees in most circumstances, there are certain exceptions under which the City may refuse to grant a leaveFamily Medical Leave.