Paid Family and Medical Leave. The Port shall comply with the requirements of the Washington Paid Family and Medical Leave Act and shall have full discretion on meeting those requirements (e.g. Voluntary Plan), which shall not be subject to the grievance procedure or to any other provision of this Agreement or to negotiation by the Union. However, the Port agrees, that for the term of this agreement, the Port shall make contributions to the chosen plan (i.e. State, Approved Voluntary) on the employee’s behalf.
Paid Family and Medical Leave. Employees may designate vacation leave as a supplemental benefit while receiving a partial wage replacement for paid family and/or medical leave under the Washington State Paid Family and Medical Leave Insurance Program, Title 50A RCW. The employer may require verification that the employee has been approved to receive benefits for paid family and/or medical leave under Title 50A RCW before approving vacation leave as a supplemental benefit.
Paid Family and Medical Leave. Employees shall be eligible to receive Paid Family and Medical Leve (PFML) under the Washington State Family and Medical Leave and Insurance Act. To be eligible for this leave, employees must have worked a minimum of 820 hours within the past calendar year. Such leave shall be used consecutively with the employee’s other leave entitlements unless the employee elects otherwise. The District shall pay the 0.1467% wage premium and the employee shall pay the 0.2533% of his/her individual wage premium to fund this leave. The District shall use the state insurance as the carrier for PFML to ensure ongoing compliance with the law. When such leave is used for pregnancy/maternity disability, the District shall maintain health insurance benefits during period of approved PFML leave. Other paid leaves may be available as supplemental benefits under the terms of such leaves defined above.
Paid Family and Medical Leave. Effective January 1, 2023, the District will cover the total employee contribution to Oregon’s Paid Family and Medical Leave insurance program for all members of the Bargaining Unit. Should any change to Oregon’s Paid Family and Medical Leave insurance law delay its implementation past January 1, 2023, the District will begin such contribution on the new effective date. Should any change to the law increase the total contribution required by the District (including District and employee contributions) beyond one percent (1%) of Bargaining Unit wages, the parties agree to bargain over whether the District will cover the additional cost of the required employee contribution.
Paid Family and Medical Leave. Employees shall be eligible to receive Paid Family and Medical Leave (PFML) under the Washington State Family and Medical Leave and Insurance Act. To be eligible for this leave, employees must have worked a minimum of 820 hours within the past calendar year. Such leave shall be used consecutively with the employee’s other leave entitlements unless the employee elects otherwise. The District and employee shall each pay the statutory wage premium to fund this leave. The District shall use the state insurance as the carrier for PFML to ensure ongoing compliance with the law. When such leave is used for pregnancy/maternity disability, the District shall maintain health insurance benefits during period of approved PFML leave. Other paid leaves may be available as supplemental benefits under the terms of such leaves defined above.
Paid Family and Medical Leave. Members shall be granted time off, up to ten (10) working days, chargeable to sick leave, provided a medical certificate is furnished to the Superintendent. Such leave that qualifies will be counted against the employee’s entitlement, if any, under FMLA. Additional time chargeable to sick leave may be granted at the discretion of the Superintendent. Members who have exhausted their sick leave shall be granted time off for illness of members of the immediate family at the discretion of the Superintendent. Immediate family for purposes of this Section will include spouse, child, stepchild, xxxxxx child, parent, domestic partner. Members may be granted time off for serious illness of other family members (e.g., siblings) at the sole discretion of the Superintendent, which decision shall not be grievable.
Paid Family and Medical Leave. A. Massachusetts’s Paid Family and Medical Leave Act (“PFMLA”), codified as Mass. X.X. x. 175M, provides eligible bargaining unit members with paid family and medical leave. This leave is funded through mandatory payroll contributions at a rate that is assessed annually by the Department of Family and Medical Leave, which shall set the rate as a percentage of an employee’s annual wages. The Department attributes a portion of the mandatory payroll contribution separately to medical leave and to family leave. Effective the first day of this Agreement, Bargaining Unit members shall pay the statutorily prescribed maximum employee contribution rates, as amended annually, of the medical leave and family leave portions of the PFMLA from their eligible wages (currently 40% of the medical leave contribution rate and 100% of the family medical leave contribution rate).
Paid Family and Medical Leave. In accordance with RCW 50A.04, Paid Family and Medical Leave provides qualifying employees the opportunity to receive partial compensation while on leave to recover from an illness or injury, bond with a new child, for certain military connected events, or to take care of a sick or injured family member. Employees who have worked 820 hours in the qualifying period (equal to 16 hours a week for a year) will be able to apply to take paid medical leave or paid family leave. The 820 hours are cumulative, regardless of the number of employers or jobs someone has during a year. All paid work over the course of the year counts toward the 820 hours, including part-time, seasonal and temporary work. While on leave, you are entitled to partial wage replacement. You will receive a portion of your average weekly pay as determined by the Employment Security Department. You will not be able to collect this pay in addition to your paid time off. Effective July 1, 2020, the College will collect premiums for Paid Family and Medical Leave. The premium is currently established at 0.4% of each employee’s gross wages. The total premium will be paid by the employer.
Paid Family and Medical Leave. The Massachusetts Paid Family and Medical Leave Law (hereinafter “PFML”) provides eligible employees with up to 26 weeks of paid Family Leave and/or Medical Leave each year.
Paid Family and Medical Leave. Eligibility for leave and benefits, which 14 begin January 1, 2020, is established by Washington law and is therefore independent of this 15 Agreement. Premiums for benefits are established by law and are subject to adjustment up or down 16 by the State. Employees will pay through payroll deduction the premiums as currently determined 17 under RCW 50A.10.030(3)(a-c). The County shall pay any remaining portion as required by law.
