Family and Medical Leave Sample Clauses

Family and Medical Leave. 15.1 A. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and any amendments thereto and the Washington State Family Leave Act of 2006 (WFLA), an employee who has worked for the state for at least twelve (12) months and for at least one thousand two hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) workweeks of family medical leave in a twelve (12) month period for one or more of the following reasons 1-4:
Family and Medical Leave. Employees with at least 12 months of employment and at least 1,250 hours of service with the DAC during the 12-month period immediately preceding the commencement of the leave may take a total of 12 work weeks of unpaid family or medical leave during the applicable 12-month period. The applicable 12-month period is a "rolling" 12-month period measured backward from the date an employee uses leave under the Family and Medical Leave Act (FMLA). Leave may be taken for one or more of the following reasons: • Because of the birth of the employee's son or daughter and in order to care for the child. • Because of the placement of a son or daughter with the employee for adoption or foster care. • In order to care for the employee's spouse, son, daughter, or parent who has a serious health condition. • Because of a serious health condition that makes the employee unable to perform the functions of his or her position. • Because the employee’s spouse, son, daughter, or parent is a covered service member in need of military caregiver leave from the employee. • Because an employee’s spouse, son, daughter, or parent is on active duty or has been notified of an impending call or order to active duty in support of a contingency operation and the employee needs leave for a qualifying exigency. A "serious health condition" usually requires either inpatient care or continuing treatment by or under the supervision of a health care provider and a period of incapacity of more than three consecutive days. The employee must follow the DAC’s usual and customary procedures for requesting a leave of absence and must give at least 30 days' written notice, where possible. The FMLA request must state why a leave of absence is needed and the anticipated duration of the leave of absence (including starting date and return date). If an employee takes a leave for the serious health condition of the employee, or the employee's spouse, child or parent, the employee will be required to submit a Certification of Health Care Provider verifying the employee’s or family member’s medical condition and the need for leave. Completed and signed Certifications must be returned to the DAC fifteen (15) calendar days after the employee receives the Certification form from the DAC. The DAC may require a second and third opinion in certain cases. The employee may also be required to provide reasonable documentation or a statement of family relationship to support a request for family leave. The employee m...
Family and Medical Leave. Section 40.1 The Union and the City recognize the necessity of ensuring compliance with the Family and Medical Leave Act of 1993. The policy guidelines provided within the Human Resources Policies and Procedures Manual shall be used for administering Family and Medical Leave.
Family and Medical Leave. Leave may be taken by eligible employees pursuant to the Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA). Employees must make application for Family and Medical Leave at least 30 days prior to the event or as soon as they become aware of the need for such leave. The employee is expected to make application for Family and Medical Leave for FMLA/OFLA qualified absences due to illness or injury beyond three (3) days. An employee who is qualified for and utilizes leave under the provisions of this section shall have all such leave time counted towards the annual amount allowed under FMLA and OFLA. Unless designated by the employee, leave banks will be reduced in the following order: paid leave, compensatory leave, holiday compensatory leave, frozen paid leave. In the event that leave banks are depleted the employee will be in approved leave without pay status through the remainder of the qualified leave. The County shall continue to make the contributions for insurance coverage while the employee is on qualified leave, and the employee shall be required to pay any required employee's portion of premiums for such coverage to stay in effect for the full term of the leave. The County may require medical certification(s) to support a request for leave and may require additional medical opinions as allowed under FMLA and OFLA regulations. Fees associated with the completion of the medical certification forms, or additional medical opinion not covered by insurance, shall be paid by the County in accordance with FMLA and OFLA regulations. Upon return from Family and Medical Leave, employees shall be restored to their original or equivalent positions with equivalent pay and benefits. If the Family and Medical Leave was for the employee, the employee may be required to provide a medical release upon returning to work. The use of paid leave to attend to a family member shall be limited to time qualified under FMLA/OFLA.
Family and Medical Leave. As required by federal law, upon completion of twelve (12) months of employment, which need not be continuous, any employee who has worked at least one thousand two hundred fifty (1250) hours during the prior twelve (12) months shall be entitled to up to twelve (12) weeks of unpaid leave per year for the birth, adoption or placement of a foster child; to care for a spouse or immediate family member with a serious health condition; or when the employee is unable to work due to a serious health condition. The Employer shall maintain the employees’ health benefits during this leave and shall reinstate the employee to the employee’s former or equivalent position at the conclusion of the leave. If a particular period of leave qualifies under both the Family and Medical Leave Act of 1993 (FMLA), state law or this Agreement, the leaves shall run concurrently, except for leaves related to disability due to pregnancy or child birth. This leave shall be interpreted consistently with the rights, requirements, limitations and conditions set forth in the federal law and shall not be more broadly construed. The employee must use any accrued paid leave time for which the employee is eligible during the leave of absence. The use of Family or Medical Leave shall not result in the loss of any employment benefit that accrued prior to the commencement of the leave. Under certain conditions, Family or Medical Leave may be taken intermittently or on a reduced work schedule. Generally, employees must give at least thirty (30) days, advance notice to the Employer of the request for leave when the leave is foreseeable.
Family and Medical Leave. Employees who meet the eligibility requirements of the Seattle Municipal Code, Chapter 4.26, “Family and Medical Leave,” or the federal Family and Medical Leave Act, may take leave to care for themselves and qualified dependents.