Oregon Family and Medical Leave Act. (OFLA) and Family Medical Leave Act (FMLA). Paid leave is to be used in conjunction with FMLA or OFLA consistent with the leave provisions of this Article and other leave provisions of this Agreement, unless an employee is receiving payments from a disability provider at the same time that he or she is on FMLA, OFLA or both leaves. In this circumstance, the employee may choose not to use paid leave, unless it is required by the disability provider. The disability provider may require the employee to use some or all leave prior to receiving a full disability payment. The employee must inform the employer when disability payments commence, when they end and whether the disability provider requires the use of paid leave in conjunction with the disability benefit. Subject to availability, the employee must resume use of accrued paid leave when disability payments end. Employees may retain up to sixty (60) hours of either vacation or compensatory time for use upon returning to work. Designation to retain the leave shall be made in writing within five (5) business days of the beginning of the qualifying leave. In no instance shall an Agency restore leave or recoup pay as the result of such designation. Once the designation has been made and approved and the employee is on leave without pay status, that status will continue for the duration of the leave. Such employees are not eligible to receive hardship leave donations. For purposes of applicability of the FMLA and OFLA, administration of the state and federal regulations includes:
Appears in 12 contracts
Samples: Collective Bargaining Agreement, Letter of Agreement, Collective Bargaining Agreement
