Unpaid Family Care Leave. 19A.1 Unit Members who have completed one year of service of at least 60%
Unpaid Family Care Leave. The District and Association agree that the provisions of the Family and Medical Leave Act (FMLA) provisions will be implemented in accordance with state and federal law.
Unpaid Family Care Leave a) To be eligible for leave under the FMLA and CFRA (collectively “FMLA Leave”), employees must have: (1) worked for the District for a total of at least 12 months; (2) worked at least 1,250 hours over the previous 12 months as of the start of the leave; and (3) work at a location where at least 50 employees are employed by the District within 75 miles, as of the date the leave is requested. Bargaining unit members who are otherwise eligible for FMLA Leave, but who are employed for less than 1,250 hours during the twelve months prior to the effective date of the leave shall be entitled to FMLA Leave, but without the District-paid benefit contribution provided in Section 12.17 (g) below.
Unpaid Family Care Leave a. Employees may take Unpaid Family Care Leave(s) for up to twelve
Unpaid Family Care Leave. The District shall maintain the regular or prorated share of District contributions for the teacher's group medical, dental and vision insurance coverage provided that coverage was in place before he/she took the leave, for up to twelve (12) weeks of Family Care Leave per year. If the employee fails to return to district employment after the expiration of the leave, for any reason other than the continuation, recurrence, or onset of a serious health condition, other circumstances beyond his/her control, or returns to work and fails to either work for 30 days or retires, the employee shall reimburse the district for premiums paid during the family care and medical leave. (20 USC 2614; Government Code 12954.2; 29 CFR 800.213). For Family Care Leave exceeding twelve (12) weeks in any twelve-month period, the teacher may elect continuation of group insurance(s) at his/her own expense as described in subsection 3. below.
Unpaid Family Care Leave. The County Office will grant family and medical leave in accordance with the requirements of applicable state and federal law in effect at the time the leave is granted. (See 29 U.S.C. § 2601 et seq.; 29 CFR 800 et seq., which is referred to as Family Medical Leave Act (“FMLA”)); California Government Code §§ 12945.1 and 12945.2; 2 CCR 7297.0 et seq., which is referred to as the California Family Rights Act (“CFRA”)). Although the federal and state laws sometimes have different names, the County Office refers to these types of leaves collectively as “FMLA Leave.”
Unpaid Family Care Leave. 26 With prior written application to the District Human Resources Department, 27 utilizing District-prescribed forms, an unpaid family care leave may be granted for 28 the purpose of caring for a dependent family member. Such leaves normally will 29 be granted for either the remainder of the current semester of current school year, 30 or for the school year, and employees will normally be required to return from 31 such leave only at the end of a semester or at beginning of a new school year. 32 Upon mutual agreement between the employee and the District, the employee 33 may return to duty earlier than originally requested.
Unpaid Family Care Leave. 27 1) Employees who have completed one year of service of at least a 60%
Unpaid Family Care Leave. 1. Any employee who has served the District more than one continuous year shall be eligible to take unpaid family care leave under the provisions of California Government Code section 12945.2 and the Federal Family and Medical Leave Act of 1993, 29 U.S.C. section 2601 et seq. “One continuous year” as used in this regulation shall mean that the eligible employee must have worked at least 1,250 hours in the year preceding the request for leave.
Unpaid Family Care Leave a. Employees may take Unpaid Family Care Leave(s) for up to twelve (12) weeks in a 12-month period to care for a family member with a serious health condition. Family members shall include spouse, child, legal xxxx, parent, grandparent, grandchild, sibling, domestic partner (as defined in Labor Code Section 233), current father-in-law, mother-in-law, any person with whom the employee has/had an "in loco parentis" relationship, or someone else related by blood or in a family-like relationship (“designated person”) with a serious health condition.
