Common use of Use of Paid Leave in Counting FMLA/OFLA Eligibility Clause in Contracts

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 Only actual hours worked will be counted when reviewing the number of 22 hours worked to determine if an employee meets the minimum hours worked eligibility 23 requirements to be covered under FMLA and/or OFLA. Paid time off (such as vacation 24 leave, sick leave, and comp-time taken) does not count toward FMLA and OFLA eligibility 25 requirements.

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 28 Only actual hours worked will be counted when reviewing the number of 22 hours 29 worked to determine if an employee meets the minimum hours worked eligibility 23 requirements 30 to be covered under FMLA and/or OFLA. Paid time off (such as vacation 24 leave, sick leave, and 31 comp-time taken) does not count toward FMLA and OFLA eligibility 25 requirements.

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 1 Only actual hours worked will be counted when reviewing the number of 22 hours 2 worked to determine if an employee meets the minimum hours worked eligibility 23 requirements 3 to be covered under FMLA and/or OFLA. Paid time off (such as vacation 24 leave, sick leave, 4 and comp-time taken) does not count toward FMLA and OFLA eligibility 25 requirements.

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 Only actual hours worked will be counted when reviewing the number of 22 hours worked to determine if an employee meets the minimum hours worked eligibility 23 requirements to be covered under FMLA and/or OFLA. Paid time off (such as vacation 24 leave, sick leave, and comp-time taken) does not count toward FMLA and OFLA eligibility 25 requirements.

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 24 Only actual hours worked will be counted when reviewing the number of 22 hours 25 worked to determine if an employee meets the minimum hours worked eligibility 23 requirements 26 to be covered under FMLA and/or OFLA. Paid time off (such as vacation 24 leave, sick leave, and 27 comp-time taken) does not count toward FMLA and OFLA eligibility 25 requirements.

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 3 Only actual hours worked will be counted when reviewing the number of 22 hours 4 worked to determine if an employee meets the minimum hours worked eligibility 23 5 requirements to be covered under FMLA and/or OFLA. Paid time off (such as vacation 24 6 leave, sick leave, and comp-time taken) does not count toward FMLA and OFLA eligibility 25 7 requirements.

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 16 Only actual hours worked will be counted when reviewing the number of 22 17 hours worked to determine if an employee meets the minimum hours worked eligibility 23 18 requirements to be covered under FMLA and/or OFLA. Paid time off (such as vacation 24 19 leave, sick leave, and comp-time taken) does not count toward FMLA and OFLA eligibility 25 20 requirements.

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 Only actual hours worked will be counted when reviewing the number of 22 hours worked to determine if an employee meets the minimum hours worked eligibility 23 requirements to be covered under FMLA and/or OFLA. Paid time off (such as vacation 24 leave, sick leave, and comp-compensatory time taken) does not count toward FMLA and OFLA eligibility 25 requirements.

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 14 Only actual hours worked will be counted when reviewing the number of 22 15 hours worked to determine if an employee meets the minimum hours worked eligibility 23 16 requirements to be covered under FMLA and/or OFLA. Paid time off (such as vacation 24 17 leave, sick leave, and comp-compensatory time taken) does not count toward FMLA and 18 OFLA eligibility 25 requirements.

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 5 Only actual hours worked will be counted when reviewing the number of 22 6 hours worked to determine if an employee meets the minimum hours worked eligibility 23 7 requirements to be covered under FMLA and/or OFLA. Paid time off (such as vacation 24 8 leave, sick leave, and comp-time taken) does not count toward FMLA and OFLA 9 eligibility 25 requirements.

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 Only actual hours worked will be 34 counted when reviewing the number of 22 hours worked to determine if an employee meets the minimum hours 35 worked eligibility 23 requirements to be covered under FMLA and/or OFLA. Paid time off (such as vacation 24 leave, 36 sick leave, and comp-compensatory time taken) does not count toward FMLA and OFLA eligibility 25 requirements.. 37

Use of Paid Leave in Counting FMLA/OFLA Eligibility. 21 Only actual 6 hours worked will be counted when reviewing the number of 22 hours worked to determine 7 if an employee meets the minimum hours worked eligibility 23 requirements to be covered 8 under FMLA and/or OFLA. Paid time off (such as vacation 24 leave, sick leave, and comp-9 compensatory time taken) does not count toward FMLA and OFLA eligibility 25 requirements.