Family and Medical Leave of Absence. Pursuant to the Family and Medical Leave Act of 1993, a nurse may request up to twelve (12) weeks for a family and medical leave in a floating twelve (12) month period and be restored to the same or equivalent position upon return from leave provided the nurse has been employed for twelve (12) months and worked at least 1250 hours during the twelve (12) month period immediately preceding the commencement of a family and medical leave. The nurse may be granted up to twelve (12) weeks of leave to care for the employee’s child after birth, or placement for adoption or xxxxxx care; to care for the employee’s spouse, son or daughter, or parent who has a serious health condition; or for a serious health condition that makes the employee unable to perform the essential functions of the position. Under certain conditions, family and medical leave may be taken intermittently or on a reduced work schedule. The nurse shall use all available accrued time if the family and medical leave of absence is for the nurse’s own serious illness; provided, however, the nurse may elect to retain up to forty (40) hours of vacation. The nurse shall use all available accrued vacation in excess of forty (40) hours when family and medical leave is used for the other reasons. The Employer shall maintain the nurse’s benefits during this leave and shall reinstate the nurse to the nurse’s former or equivalent position at the conclusion of the leave providing the nurse’s position was not otherwise eliminated in a layoff. Family and medical leave shall be interpreted consistently with the conditions and provisions of the federal law.
Family and Medical Leave of Absence. An eligible employee shall be entitled to a combination of paid and unpaid leave for up to twelve (12) work weeks of leave during a twelve (12) month period for one or more of the following:
Family and Medical Leave of Absence. The Employer will comply with all provisions of the Federal Family and Medical Leave Act (FMLA). For any leave which qualifies under the FMLA, the employee may be required to exhaust all applicable paid leave prior to the approval of unpaid leave. Additional details regarding the FMLA process can be found in the Franklin County Employee Handbook.
Family and Medical Leave of Absence. The District agrees to comply with all provisions and conditions of the Federal Family and Medical Leave Act (FMLA) of 1993. When time off work which qualifies as FMLA leave is to be taken, i.e. personal or family illness, etc., employees are required to exhaust earned and/or accrued paid personal, sick, and/or vacation time off which will be credited against their FMLA leave. If an employee has a work- related illness or injury that qualifies as a “serious health condition” under this law, time away from the job for which the employee receives Workers Compensation payments is also considered an FMLA leave and will run concurrently up to twelve (12) weeks of FMLA leave in any twelve (12) month period, if it is for an FMLA qualifying purpose. During the period of an approved FMLA leave, health insurance benefits being provided to the employee will continue uninterrupted. Employees must continue health insurance contributions during the term of leave. Failure of an employee to pay their share of health insurance premium during FMLA leave may result in loss of coverage if the employee’s contribution is more than thirty (30) days late. If the employee’s premiums are in arrears, the District shall provide the employee at least fifteen (15) days written notice prior to canceling insurance plan coverage. Except as required under COBRA, the District’s obligations to maintain health benefit premium contributions for an employee on FMLA ceases when: 1) the employment relationship would have terminated, irrespective of the FMLA leave (e.g., reduction in force); or 2) when the employee advises the District of intent not to return from leave; or 3) when FMLA expires and the employee has not returned from leave; or 4) all accumulated paid time off has been exhausted. The employee will then be offered COBRA as required at the end of FMLA period. An employee is not entitled to benefits accrual (e.g. holidays, vacations, sick days) during period of unpaid leave, unless otherwise specified.
Family and Medical Leave of Absence a. Family and Medical Leave of Absence is provided in keeping with the Family and Medic Leave Act (FMLA) of 1993. This leave shall apply to all family and medical leaves of absence except to the extent that such leaves are covered under other paid employment benefit plans or policies for any part of the twelve (12) weeks of leave to which the bargaining unit member may be entitled under this provision. In other words, if a bargaining unit member is entitled to paid leave under other provisions of this contract the bargaining unit member must take the paid leave first and if the paid leave is less than twelve (12) weeks, the additional weeks of leave necessary to attain the 12-work weeks of leave required by FMLA shall be taken without compensation.
Family and Medical Leave of Absence. Employees covered by this Agreement will be eligible for a Family and Medical leave pursuant to the terms and provisions of the Employer’s Family and Medical Leave (FMLA) policy.
Family and Medical Leave of Absence. (Non-Compensatory) The Board of Education shall grant a leave of absence of up to twelve (12) weeks consistent with the Family Medical Leave Act and Board policy 4000.3. In addition to leave rights expressly defined in the FMLA and Board Policy 4000.3, employees may be permitted up to twelve (12) weeks per year to care for the following persons suffering from serious health conditions: grandparents, grandchildren, brothers, sisters, stepparents, and parents-in-law. The leave may be taken on an intermittent or reduced schedule where medically necessary. If not medically necessary, it may be taken on an intermittent or reduced schedule as mutually determined by the administration and the employee requesting the leave. The leave may be paid, unpaid, or a combination of both, depending on the circumstances.
Family and Medical Leave of Absence. A family or medical leave of absence (FMLA) may be granted to an employee if the employee has worked for the Employer for at least twelve (12) months and for at least 1,250 hours during the previous twelve (12) months and otherwise qualifies for the leave under the current applicable federal law and the rules and regulations promulgated thereunder. Upon request, an employee may take a medical or family leave of absence of up to twelve (12) weeks during a twelve (12) month period (which begins the date his/her first leave of absence begins) for the following reasons: (1) the birth of a child and to care for the baby; (2) the placement of a child for adoption or xxxxxx care (the employee may take the leave addressed in subpart (1) and subpart (2) any time up to twelve (12) months from the date of the birth or placement; (3) to care for the employee’s spouse, child or parent with a serious health condition; and (4) a serious health condition that makes the employee unable to work. An employee must submit a request for leave of absence at least thirty (30) days in advance of the leave when the leave is foreseeable. When such leave is unforeseeable, the employee must submit a request for leave of absence as soon as practicable. A “Certification of Physician or Practitioner” form must accompany any request for a medical or family leave taken under the FMLA. (The Director may require a second opinion at the Employer’s expense. If the first and second opinion conflict, the Director and t:he Employee shall mutually select a physician to provide a third opinion. The third opinion shall be at the Employer’s expense.) An employee must substitute any of the employee’s accrued paid vacation, personal or sick leave for any part of the twelve (12) week leave taken under FMLA because of a serious health condition of the employee or employee’s family member. An employee must substitute any of the employee’s accrued paid vacation or personal leave for any part of the twelve (12) week leave taken under FMLA because of birth, placement, or adoption of a child. If the employee does not have enough accrued leave time to cover the absence, he/she may apply for leave without pay necessary to complete the twelve (12) weeks allowed. If the employee has more than twelve (12) weeks of accrued sick and/or vacation time, he/she may take more than twelve
Family and Medical Leave of Absence. The Resident/Fellow Physician is eligible for Family and Medical Leave of Absence (FMLA) after 12 months of service and 1250 hours worked in the previous rolling 12-month period; as set forth by the Federal government. All leave requests must be approved by the Resident/Fellow Physician’s Program Director and UPMC WorkPartners to ensure all program and employment requirements can be met to satisfy completion of the program. Paid Parental Leave of Absence: UPMC provides all employees up to two weeks (80 hours) of paid parental leave through the Paid Parental Leave of Absence Policy effective January 1, 2019. The time must be used within the first 12 weeks after the birth of a child and applied for through UPMC WorkPartners. Use of this benefit may impact the end date of training and eligibility for Board examinations and certifications and must be discussed with the Program Director prior to utilizing. Any Resident/Fellow Physician utilizing the Parental Leave benefit during his or her last 12 months of training will be exempt from being required to pay back the two (2) weeks (80 hours) upon completion of the program if not maintaining a position within UPMC. RESIDENCY/FELLOWSHIP PROGRAM GENERAL OVERVIEW Residency/Fellowship Program Credit: Credit for completion of the program year and certification of completion of a terminal program year is contingent upon satisfactory performance, in accordance with the requirements of the Resident/Fellow Physician's Residency/Fellowship Program.
Family and Medical Leave of Absence. The parties agree that the Village may take whatever reasonable steps are deemed to be needed to comply with the Family and Medical Leave Act of 1993 (“FMLA”). Paid time off shall run concurrently with FMLA, as permitted under the law.
