Notice of Leave. In any case in which the necessity for FMLA leave is based upon an expected birth or placement for adoption, or planned medical treatment for a serious health condition of the employee, family member, or member of the employee’s household, the employee will provide the Superintendent with at least sixty (60) calendar days advance written notice of the date the leave is to begin. When the need for FMLA leave is due to unforeseen circumstances and advance notice is not practicable, the employee will provide notice of the need for such leave as soon as practicable.
Notice of Leave a. The employee shall provide his/her supervisor at least thirty (30)-days prior notice of the need for a leave of absence. If this is not possible, notice shall be given as soon as practicable.
Notice of Leave. 22.2.1 A Member who takes parental leave will provide the Xxxx with at least four (4) months’ written notice of the expected date of delivery or adoption of the child, the anticipated leave start date, and the anticipated date of return from leave.
Notice of Leave. An employee intending to take FMLA leave because of an expected birth or placement or child for adoption or xxxxxx care, a planned medical treatment or medical care, or qualifying exigency, shall provide notice for such leave at least 30 days before the leave is to begin. If a requested leave will begin in less than 30 days, the employee must give notice to his/her immediate supervisor as soon as the necessity for the leave is known. Reasonable advance notice is required for all leaves, even if the event necessitating the leave is not foreseeable. If an employee gives less than 30 days’ notice, Humboldt County may require an explanation. Within five business days (absent extenuating circumstances) of receiving notice that 1) an employee requests to use FMLA leave, or 2) Humboldt County acquires knowledge that a leave may be for a FMLA-qualifying reason, Humboldt County will complete Form WH-381 Notice of Eligibility and Rights and Responsibilities. Completion of this form will designate if an employee is eligible for FMLA or if an employee is not eligible, the reason(s) why he or she is not eligible. The form will designate if the employee is required to obtain certification related to medical conditions and/or required family relationships. Humboldt County may require the use of FMLA leave for any absence which would otherwise qualify as FMLA leave, even if no formal application for such leave was made by the employee, provided notice is given to the employee. Employees cannot waive nor may Humboldt County induce employees to waive their rights under FMLA.
Notice of Leave. Employees must request FMLA leave thirty (30) days in advance when the leave is foreseeable or as soon as practicable when the need for leave is unforeseeable.
Notice of Leave. Every employee who intends to take a leave of absence from employment under Articles 10.2.1 and 10.2.2 shall give at least four (4) weeks notice in writing to the Company, unless there is a valid reason why such notice cannot be given, and shall inform the Company in writing of the length of leave intended to be taken. Every employee who intends to take or is on leave of absence from employment under Articles 10.2.1 and 10.2.2 shall give the Company at least four (4) weeks notice in writing of any change in the length of leave intended to be taken by the employee, unless there is a valid reason why such notice cannot be given.
Notice of Leave. Employees requesting union leave under this Article will provide the Employer with as much advance notice as possible of the date of the leave.
Notice of Leave. Filing of the Application for Family Leave with the Director of Human Resources shall be considered compliance with the notice required by FMLA. Where the necessity for leave is foreseeable, the employee will provide at least 30-days notice. If not foreseeable, then notice must be given as soon as possible.
Notice of Leave. For all leaves of absence, notice in writing must be given at least one (1) month in advance where reasonably practical.
Notice of Leave. Drills. Employees required to report for weekend/monthly drills 41 must notify the Employer prior to the establishment of the next schedule. Failure to do so on the 42 part of the employee may result in disciplinary action.
