Protected Leave. Employees who meet the statutory and policy requirements, shall be eligible for protected leave in the form of family, medical, domestic violence, and military leave in conformance with the Family Medical Leave Act (FMLA), Oregon Family Medical Leave Act (OFLA), Oregon Victims of Certain Crimes Leave Act (OVCCLA), and Oregon Military Family Leave Act (OMFLA). Any conflicts in the administration or interpretation of the provisions under either law shall first be resolved by the application of the appropriate federal and/or state statute.
Protected Leave. Employees who meet the requirements, may be eligible for protected leave in the form of family, medical, domestic violence, and military leave in conformance with the Family Medical Leave Act (FMLA), Oregon Family Medical Leave Act (OFLA), Oregon Victims of Certain Crimes Leave Act (OVCCLA), and Oregon Military Family Leave Act (OMFLA). Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) leaves run concurrently, as specified by law. Employees desiring to access their benefits under either law must make application through their supervisor. While on FMLA or OFLA for their own serious health condition, employees will use sick leave first, then vacation, and then may choose to use other forms of leave prior to leave without pay, unless an exception is granted by the chief human resources officer or designee. While on FMLA or OFLA for the serious health condition of a family member or for parental leave (not to be confused with pregnancy disability), employees may choose to use other forms of paid leave prior to using sick leave. Sick leave and vacation must be exhausted prior to leave without pay. Employees on FMLA/OFLA, for other than intermittent leave may elect in writing, at the onset of their leave, to retain up to forty (40) hours of sick leave. Employees with leave accruals are not eligible for donated leave. Any conflicts in the administration or interpretation of the provisions under either law shall first be resolved by the application of the appropriate federal and/or state statute.
Protected Leave. Any employee who is a parent shall be entitled to take parental leave without being penalized for taking such leave.
Protected Leave. Is a leave of absence provided for reasons protected by the Saskatchewan Human Rights Code or other legislation. Seniority The number assigned to an employee in fixed order in accordance with Article 6.1.
Protected Leave. The Employer will provide employees with family and medical leave, pregnancy disability leave, military leave and other paid and unpaid leave required by state and federal law, including for example:
Protected Leave. Protected leaves includes leave authorized by federal or state law, including the Family & Medical Leave Act (FMLA), Washington Family Care Act (WFCA) and other applicable pregnancy leave and military leave statutes. An employee may not be subject to discipline for exercising his or her right to protected leave. Therefore, any protected leave for which the employee has provided appropriate notice and documentation will not count toward the two percent (2%) guideline defined above.
Protected Leave. Protected leave is available for qualifying employees in the form of family, medical, domestic violence, and military leave in conformance with the Family Medical Leave Act (FMLA), Oregon Family Medical Leave Act (OFLA), Oregon Victims of Certain Crimes Leave Act (OVCCLA), and Oregon Military Family Leave Act (OMFLA) and Paid Leave Oregon (PLO). PLO is a state administered insurance program providing full or partial wage replacement for employees who experience qualifying events, as defined by law. The Employer will pay its portion of the PLO contribution and employees will pay their portion of the PLO contribution. Whether and to what extent an employee uses PLO is at the election of the employee. Employees may use their PLO leave as allowed by law. The administration and implementation of these acts will be in accordance with law. Any conflicts in the administration or interpretation of the provisions under either law shall first be resolved by the application of the appropriate federal and/or state statute.
Protected Leave. Employees, who meet the requirements, may be eligible for protected leave in the form of family, medical, domestic violence, and military leave in conformance with the Family Medical Leave Act (FMLA), Oregon Family Medical Leave Act (OFLA), Oregon Paid Sick Leave Law, Oregon Victims of Certain Crimes Leave Act (OVCCLA), Oregon Paid Family Medical Leave and Oregon Military Family Leave Act (OMFLA). Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) leaves run concurrently, unless otherwise specified by law. Employees desiring to access their benefits under either law must make application through Human Resources or their supervisor. While on FMLA or OFLA for their own serious health condition, employees will use accrued sick leave first, then vacation, and then may choose to use other forms of leave prior to leave without pay. While on FMLA or OFLA or supplementing Oregon Paid Family Medical Leave for the serious health condition of a family member or for parental leave, the employee may choose to use other forms of paid leave prior to using sick leave. Upon return from sick leave, an employee may be required by the department director or designee to provide a release to return to work from the employee’s health care provider. All accrued leave must be exhausted prior to leave without pay. Any conflicts in the administration or interpretation of the provisions under either law shall first be resolved by the application of the appropriate federal and/or state statute. The City agrees to abide by all applicable state and federal protected leave laws. Employees shall be allowed to use sick leave while on protected leave.
Protected Leave. Paid Leave Oregon (PLO), Family Medical Leave Act (FMLA), 5 Oregon Family Leave Act (OFLA), and workers’ compensation leaves of absence 6 will be granted in accordance with applicable law. PHHH will permit a clinician who is 7 approved for such leave to use accrued PTO for all hours taken for such leave that 8 are not otherwise compensated, as outlined in the provisions of applicable law and 9 this Agreement. 10
Protected Leave. Employees, who meet the requirements, may be eligible for protected leave in the form of family, medical, domestic violence, and military leave in conformance with the Family Medical Leave Act (FMLA), Oregon Family Medical Leave Act (OFLA), Oregon Victims of Certain Crimes Leave Act (OVCCLA), and Oregon Military Family Leave Act (OMFLA). Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) leaves run concurrently, unless otherwise specified by law. Employees desiring to access their benefits under either law must make application through human resources or their supervisor. While on FMLA or OFLA for their own serious health condition, employees will use accrued sick leave first, then vacation, and then may choose to use other forms of leave prior to leave without pay. While on FMLA or OFLA for the serious health condition of a family member or for parental leave, the employee may choose to use other forms of paid leave prior to using sick leave. All accrued leave must be exhausted prior to leave without pay. Any conflicts in the administration or interpretation of the provisions under either law shall first be resolved by the application of the appropriate federal and/or state statute. The City agrees to abide by all applicable state and federal protected leave laws. Employees shall be allowed to use sick leave while on protected leave.
