Federal Family and Medical Leave Act. A. As provided for in the Federal Family and Medical Leave Act (FMLA), an eligible employee may take up to 12 weeks of paid or unpaid leave in a single 12 month period for the employee’s own qualifying serious health condition that makes the employee unable to perform their job, to care for the employee’s spouse, child, or parent who has a qualifying serious health condition, to bond with a newborn child, adoption or xxxxxx care placement (leave must be taken within one year of the child’s birth or placement), or for qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child or parent. An eligible employee who is a covered service member’s spouse, child, parent, or next of kin may take up to 26 weeks of paid or unpaid FMLA leave in a single 12 month period to care for the service member with a serious injury or illness.
Federal Family and Medical Leave Act. San Xxxxxxx County will comply with the federal Family and Medical Leave Act.
Federal Family and Medical Leave Act. A. Consistent with the federal Family Medical Leave Act of 1993, an employee who has worked for the state for at least twelve (12) months and for at least one thousand two hundred and fifty (1250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of leave per year for any combination of the following:
Federal Family and Medical Leave Act. In accordance with the federal Family and Medical Leave Act (“FMLA”), HMH provides eligible team members with up to 12 weeks of unpaid medical and family leave during the 12-month period and up to 26 workweeks to care for a Covered Service member or for a military exigency. At the conclusion of the leave, subject to some exceptions, a team member generally has a right to return to the same or an equivalent position.
Federal Family and Medical Leave Act. (FMLA). The employer reserves the right to require employees to utilize accrued paid leave time when leave is requested under the FMLA.
Federal Family and Medical Leave Act. Benefits provided through state laws and this contract shall not be diminished or withheld in complying with the Family and Medical Leave Act of 1993. Consistent with the Federal Family and Medical Leave Act of 1993, a nurse who has worked for the state for at least twelve (12) months and for at least one thousand two hundred and fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of leave per year for any combination of the following:
Federal Family and Medical Leave Act. Classified employees have the rights and responsibilities under the Federal Family and Medical Leave Act. OAPSE and the Board will share the responsibility of making all employees aware of the provisions under this Act. The Board will develop appropriate forms to assist employees in exercising these rights and responsibilities.
Federal Family and Medical Leave Act. The Association and the Board agree to abide by the provisions of the FMLA.
Federal Family and Medical Leave Act. 23 A. As provided for in the Federal Family and Medical Leave Act (FMLA) of 1993, an 24 eligible employee may take up to twelve (12) weeks of paid or unpaid leave in a single twelve month 25 period for the employee’s own qualifying serious health condition that makes the employee unable to 26 perform their job, to care for the employee’s spouse, child, or parent who has a qualifying serious 27 health condition, to bond with a newborn child, adoption or xxxxxx care placement (leave must be 28 taken within one year of the child’s birth or placement), or for qualifying exigencies related to the 1 foreign deployment of a military member who is the employee’s spouse, child or parent. An eligible 2 employee who is a covered service member’s spouse, child, parent, or next of kin may take up to 3 twenty-six weeks of paid or unpaid FMLA leave in a single twelve month period to care for the 4 service member with a serious injury or illness.
Federal Family and Medical Leave Act. The Employer agrees to abide by the provisions of the Federal Family and Medical Leave Act and the Wisconsin Family and Medical Leave Law for Employees domiciled in Wisconsin. The Employer further agrees to abide by the provisions of the Federal Family and Medical Leave Act and law in states other than Wisconsin for Employees domiciled in those states. With respect to the administration of leaves under the Federal Family and Medical Leave Act the following apply: • Nothing in this Agreement shall prevent the parties from discussing both statutory and contractual aspects of leave of absence; however, only matters that are within the Grievance Procedure definition of arbitrable matters shall be subject to grievance arbitration under this Agreement. • For leave taken under the Federal Family and Medical Leave Act each eligible Employee is entitled to 12 weeks in any 12 month period and this period will commence on the date that the Employee first takes FMLA leave, except as may be required by law. • Notwithstanding the provisions of the Federal Family and Medical Leave Act or any state laws, the Employer agrees to apply the provisions of the Act to all Employees in the bargaining unit, except for Employees who are in their first eight (8) calendar months of employment. Additionally, notwithstanding the provisions of the Federal Family and Medical Leave Act: • An Employee may substitute any accumulated paid leave for the first eight (8) weeks of any leave he or she is entitled to under law. For leave in excess of the eight (8) weeks the Employer reserves its right to require that the Employee substitute paid leave. • An Employee may voluntarily take FMLA leave to care for a newborn child or an adopted child on an intermittent or reduced schedule basis for the first eight (8) weeks of the leave. For leave in excess of the eight (8) weeks the Employer reserves its right to reject the use of intermittent leave. • During any period when an Employee is taking FMLA leave, the Employer will continue Health Insurance (including Dental and Vision) and Basic Life at the same level and under the same conditions as before the leave. • Except temporarily for reasons of physical impairment, the Employer shall not transfer an Employee taking FMLA leave for planned medical treatment on an intermittent or reduced schedule basis to another position during the period of that FMLA leave. • For the purpose of determining an Employee’s right to take leave under FMLA, the Company wi...
