FMLA/OFLA Sample Clauses

FMLA/OFLA. Leave without pay shall be granted after exhaustion of other leaves in accordance with FMLA and OFLA.
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FMLA/OFLA. The parties acknowledge applicability of the federal Family Medical Leave Act (FMLA) and the Oregon Family Leave Act (OFLA) to employees represented by the Union. The parties further agree to the following provision in the administration of the FMLA/OFLA:
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FMLA/OFLA. Leave shall be granted in accordance with State and/or federal law as appropriate. Extensions beyond the twelve (12) weeks may be arranged at the discretion of OSFM and in accordance with applicable law. After exhaustion of all sick leave, an employee may retain up to a total accumulation of twenty-four (24) hours of personal business, vacation, and/or compensatory time, except use of such leave will be in accordance with this Agreement. Whenever possible, this designation shall be made prior to the beginning of the leave. At the discretion of OSFM, an employee may be granted a leave of absence without pay for up to six (6) months to care for a newborn or newly adopted baby.
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FMLA/OFLA. 1. An eligible employee may take family and medical leave in accordance with the federal Family and Medical Leave Act ("FMLA") and the Oregon Family and Medical Leave Act ("OFLA").
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FMLA/OFLA. The Housing Authority will comply with FMLA and OFLA as required by law. Employees who are absent from work for FMLA or OFLA qualifying reasons will be compensated through PTO. In the event an employee depletes his/her PTO, the remainder of the leave will be unpaid. The Housing Authority shall maintain the employee health benefits during his/her absence and the employee shall continue to accrue seniority, consistent with applicable law. At the employee’s option, such absences may be taken without pay in lieu of using up PTO.
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FMLA/OFLA. Eligible employees may take up to 12 weeks of unpaid leave for a qualifying medical condition for themselves or a qualifying family member, or following the birth or placement of a new child. Medical documentation may be required. Employees must provide timely notification to their immediate supervisor and Human Resources, and must maintain contact while on leave. Although FMLA and OFLA leave is unpaid, employees may use any accrued Vacation, Sick or Personal Holiday time.
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FMLA/OFLA. The Employer shall conform to the laws and regulations pertaining to the Family Medical Leave Act and the Oregon Family Leave Act. Eligible employees may take up to 12 weeks of unpaid leave for a qualifying medical condition for themselves or a qualifying family member, or following the birth or placement of a new child. Medical documentation may be required. Employees must provide timely notification to their immediate supervisor and Human Resources, and must maintain contact while on leave. Although FMLA and OFLA leave is unpaid, employees may use any accrued Vacation, Sick or Personal Holiday time.
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Related to FMLA/OFLA

  • BEREAVEMENT/TANGIHANGA LEAVE 15.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer.

  • FMLA “FMLA” shall mean the Family Medical Leave Act of 1993, as amended.

  • Childrearing Leave If requested by the bargaining unit member, the Board will grant a leave of absence, without pay, for the purpose of rearing a newly-born child or a newly adopted child whose age is one (1) year or less at the time of the commencement of the leave of absence.

  • Maternity/Parental Leave The term of the temporary posting shall be for the term of the illness or maternity/parental leave but shall not exceed eighteen (18) continuous months.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Maternity/Paternity Leave Solely for purposes of determining whether the Employee incurs a Break in Service under any provision of this Plan, the Advisory Committee must credit Hours of Service during an Employee's unpaid absence period due to maternity or paternity leave. The Advisory Committee considers an Employee on maternity or paternity leave if the Employee's absence is due to the Employee's pregnancy, the birth of the Employee's child, the placement with the Employee of an adopted child, or the care of the Employee's child immediately following the child's birth or placement. The Advisory Committee credits Hours of Service under this paragraph on the basis of the number of Hours of Service the Employee would receive if he were paid during the absence period or, if the Advisory Committee cannot determine the number of Hours of Service the Employee would receive, on the basis of 8 hours per day during the absence period. The Advisory Committee will credit only the number (not exceeding 501) of Hours of Service necessary to prevent an Employee's Break in Service. The Advisory Committee credits all Hours of Service described in this paragraph to the computation period in which the absence period begins or, if the Employee does not need these Hours of Service to prevent a Break in Service in the computation period in which his absence period begins, the Advisory Committee credits these Hours of Service to the immediately following computation period.

  • Child Rearing Leave 7.9.1 A permanent employee, who is the natural or adoptive parent of a child, shall be entitled to an unpaid leave of absence for the purpose of rearing his/her child for a specified period immediately after convalescence from maternity or immediately after completion of appropriate adoption papers. Such leave shall be for a maximum period of nine (9) months and shall be granted upon giving the District at least four (4) weeks notice prior to the anticipated date on which the leave is to commence.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent Teacher or long-term Occasional Teacher under this Article shall be in accordance with the provisions of the Employment Standards Act, 2000, as amended.

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