Family Care Leave. In accordance with RCW 49.12 and WAC 296-130, employees shall be allowed to use any or all of their choice of sick leave or other paid time off to care for a family member (as defined above) who has a serious health condition or an emergency condition. Employees shall not be disciplined or otherwise discriminated against because of their exercise of these rights.
Family Care Leave. Section 1. After completing one year of service, permanent employees shall be granted, upon written request, up to six months of family care leave without pay with benefits on a rolling twelve month year basis, for the purpose of attending to the medical needs of the employee’s spouse, domestic partner, parent, son or daughter or other person qualifying as a dependent who has a serious health condition, as defined by the Family and Medical Leave Act, provided the employee has at least 1250 hours of actual work time within the twelve months preceding the commencement of the leave. Leave under this Section shall be approved on an intermittent or reduced-time basis during the first twelve weeks of absence per rolling twelve month year. After twelve weeks of absence, whether taken intermittently, on a reduced-time basis, or continuously, subsequent leaves in the rolling twelve month year shall not be approved for periods less than two consecutive weeks The request, which shall be submitted at least two weeks in advance if circumstances permit, must include documentation supporting the need for Family Care Leave. One aggregate six month entitlement of leave without pay with benefits will be provided for family care leave without pay used under this Section, parental leave without pay used under Article 9, Section 1.a., and sick leave without pay used under Article 10, Section 6.a. Leave used under these Articles, as well as military exigency leave used under Article 33, Section 1, will be deducted from the six month entitlement and run concurrently. After the employee has used an aggregate of six months of leave without pay with benefits under this Section, Article 9, Section 1.a., Article 10, Section 6.a., and/or Article 33, Section 1, the Employer is not required to grant subsequent leave without pay with benefits until such time that the employee again becomes eligible for some portion of the six month entitlement under the rolling twelve month year, provided that the employee has at least 1250 hours of actual work time within the twelve month period preceding commencement of the leave. The continuation of benefits under this Section is subject to the employee’s payment of any required employee contribution under Article 16, Section 4.
Family Care Leave. 17.11.1 A unit member who has been employed one year as a regular certificated employee of the District and who has worked at least 1250 hours in the previous twelve (12) month period of employment with the District shall be eligible for family care leave for up to twelve (12) workweeks within a twelve (12) month period.
Family Care Leave. A. After completing one year of service, COACHES who are otherwise eligible for Family and Medical Leave absence shall be granted, upon written request, up to twelve (12) weeks of leave without pay with benefits in a calendar year for the purpose of attending to the medical needs of a spouse, domestic partner, parent, son or daughter, or child of a COACH’S domestic partner, or other person qualifying as a dependent who has a serious health condition as defined by the Family and Medical Leave Act of 1993. Leave entitlement for Regular part-time COACHES shall be pro-rated. Leave for this purpose may be taken one (1) day at a time if necessary. Leave shall be approved for less than one (1) day at a time when medically necessary due to a serious health condition as defined in the Family and Medical Leave Act of 1993. The request, which shall be submitted at least two (2) weeks in advance if circumstances permit, must include documentation supporting the need for family care leave.
Family Care Leave. A. Upon written application to the supervisor, including a statement of any reasons, a bargaining unit member who has given at least two (2) weeks prior notice of his/her anticipated date of departure and who has given notice of his/her intention to return, may be granted family/care leave for a period not exceeding ten (10) weeks. Such leave shall be without pay or benefits for such period. The supervisor may in his/her discretion assign a bargaining unit member to replace a bargaining unit member who is on family/care leave. Such assignment may not be subject to the Grievance and Arbitration Procedure, in Article 7. The purpose for which a bargaining unit member may submit his/her application for family care leave shall be limited to the need to care for, or to make arrangements for the care of, the bargaining unit member's spouse, domestic partner, parent, grandparent, grandchild, relative living in the same household, or child, whether or not the child is the natural, adopted, foster, stepchild, or child under legal guardianship of the bargaining unit member.
Family Care Leave. In accordance with the provisions of Government Code Section 12945.2 and the Federal Family and Medical Leave Act (FMLA) of 1993, each Faculty Member shall be eligible for an unpaid leave of absence, not to exceed twelve (12) working weeks (60 working days) (26 weeks for military caregiver leave) in a twelve (12) month period for the following purposes and under the enumerated conditions:
Family Care Leave. Regular and part-time employees, who have accrued paid leave available and have a dependent covered under the Act with a qualified health condition, shall be eligible for Family Care Leave. An eligible employee is required to use sick leave or other accrued paid time off, including Comp Time, to care for a legal spouse, parent, parent-in-law, or grandparent of the employee who has a serious health condition or emergency condition, or to care for a child of the employee with a health condition that requires treatment or supervision if the child is either under eighteen (18) years of age or older but incapable of self-care because of mental or physical disability. Family Care Act leave that also qualifies for FMLA and/or the Washington Family Leave Law shall be counted concurrently. The duration of leave under the Family Care Act will continue as long as the employee has accrued paid time available and the family member has a qualified health condition.
Family Care Leave. In accordance with the Washington State Family Care Act, employees may use sick leave, compensatory time, vacation, and/or all or part of a personal holiday to care for a child of the employee with a health condition, or a spouse, state registered domestic partner as defined by RCWs 26.60.020 and 26.60.030, parent, parent-in- law, or grandparent who has a serious health condition. Use of such leave must be in accordance with the terms of this Agreement.
Family Care Leave. An employee may use accumulated sick leave and other paid leave to care for A) a child of the employee with a health condition that requires treatment or supervision; or B) a spouse, domestic partner, parent, parent in law, or grandparent of the employee who has a serious health condition or an emergency condition in accordance with RCW 49.12.265, RCW 49.12.270, RCW 49.78, and WAC 296-130. All normal conditions relating to appropriate use of leave shall be applicable to family care leave, including reasonable notice where possible and documentation of need upon reasonable request for verification.