Family Leave Policy. The American Red Cross recognizes that employees must balance work obligations with providing care for their families. The intent of the Paid Family Leave Policy (PFL) is to provide eligible employees with a dedicated paid leave to support them while meeting family obligations. The policy provides employees with up to twelve (12) weeks of paid leave at 80% of regular base salary or wage based on their weekly standard hours up to a maximum base equal to the IRS definition of a Highly Compensated Employee at the time of the leave ($130,000 in 2021) to care for a close family member with a serious health condition (“Caregiver Leave”) and/or care for or bond with children within the 12 months following the birth or placement (via adoption, surrogacy, or xxxxxx care) of a child in the employee’s household (“Parental Leave”). Employees’ own medical conditions are not eligible for this policy and are provided for by other applicable leave and disability benefit plans provided by the Red Cross. The terms of this policy will be administered by the American Red Cross Absence Management Service Center (the “Leaves Administrator”). The Service Center can be reached at 0-000-000-0000. Employees will need to comply with any documentation and/or certification as requested by the Leaves Administrator. Eligibility
Family Leave Policy. The parties agree to the implementation of Trustee Policy T93-123, "Family Leave Policy,"6 for bargaining-unit members.
Family Leave Policy. NJIT has long recognized the importance of family issues as an integral component of a responsive human resource environment in which its Lieutenants will prosper. It has heretofore provided a number of benefits including leaves of absence for personal and family reasons. Both State and Federal government have determined to specifically legislate in this regard by affording unpaid leave to Lieutenants under certain specific circumstances. The result demands that NJIT policies, state law and federal law be properly recognized and promulgated in lawful, equitable and contemporary policy. NJIT, therefore, hereby certifies the following Family Leave Policy which incorporates as appropriate (and shall be interpreted consistent with) NJIT’s other standing leave policies. The University may preliminarily designate an employee’s absence as Family Leave when:
Family Leave Policy. Provisions regarding Family Leave are located in the City’s Administrative Procedures II-31 Family Care and Medical Leave.
Family Leave Policy. The parties acknowledge and incorporate herein the provisions of the City Administrative Policy on Family Leave (See Exhibit E). Employees may be entitled up to 12 weeks leave in a 12 month period for the birth, adoption or placement of a new child, or for serious illness of the employee or a family member. Employees who may need to take advantage of this right should contact Management Services Department as soon as possible.
Family Leave Policy. It is the policy of Catholic Community Services - Western Washington to grant up to 12 weeks of leave during any 12-month period to eligible employees for: The birth of a child and subsequent childcare, The placement of a child for adoption or xxxxxx care, The serious health condition of a spouse, child, or parent, or for the employee's own serious health condition. The leave may be paid, utilizing the employee's own sick and if necessary vacation leave or unpaid or a combination of both. ELIGIBILITY To qualify for family and medical leave, all of the following conditions must be met: • Employees must have worked for CCS for at least 12 months [52 weeks]. Any accrued leave taken will count toward the 12 months or 52 weeks. • Employees must have worked at least 1250 hours during the 12-month period immediately before the date when the leave will begin. Employees who do not meet the above qualifications may be eligible for leave pursuant to conditions stipulated under the final section of this policy. If a husband and wife both work for CCS and each wishes to take leave for the birth, adoption or placement of a child in xxxxxx care, or to care for a parent with a serious health condition, the husband and wife may take only a combined total of 12 weeks leave. To be eligible for family and medical leave, the employee must be taking the leave for one of the following reasons: • The birth of a child and to care for a child following birth. Family leave granted is in addition to any sickness or temporary disability leave granted for pregnancy or childbirth. • The placement of a child for adoption or xxxxxx care. • To care for a child who has a terminal health condition. • To care for a spouse, child, or parent with a serious health condition. • The qualifying serious health condition of the employee. LEAVE CALCULATION METHOD CCS will consider the 12-week period as a "rolling" 12-month period measured forward from the date an employee uses any leave under this policy. An employee is entitled to 12 weeks of leave during the year beginning on the first date FMLA leave is taken; the next 12 month period would begin the first time FMLA leave is taken after completion of any previous 12 month period. STATUS AND BENEFITS DURING LEAVE While an employee is on leave, CCS will continue the employee's health and welfare benefits at the same level and under the same conditions as if the employee had continued to work. All CCS benefits that operate on an accrual basis [e.g., v...
Family Leave Policy. The Company’s Family and Work policy that after twelve months continuous employment all staff are entitled to one months paid maternity/paternity leave. Full details of this policy can be found in the Company’s Policy and Procedures manual.
Family Leave Policy
