Federal Family and Medical Leave. The Employer will comply with federal law as it relates to Family and Medical Leave. Employees must comply with procedural requirements in County Policy Y. Employees will be required to use all sources of paid leave concurrently with Family Medical Leave. The annual FMLA allowance will run concurrently with any Workers’ Compensation leave. If the employee is in a non-pay status at any time during FML, the employee shall not accrue vacation, sick, or holiday leave for that period of time in which they received no pay. If an employee fails to return to work after the employee's approved FML request has expired, the Employer shall regard this as the employee's resignation.
Federal Family and Medical Leave. Leaves shall be granted to eligible employees in accordance with the Federal Family and Medical Leave Act (FMLA), as amended. Employees should review the School District’s policy regarding utilization of accrued time off prior to requesting unpaid leave.
Federal Family and Medical Leave. 11.81 Such leave Employees who qualify shall be entitled to a leave of absence under the Family and Medical Act Leave of 1993 (FMLA). Such leave shall not limit or lessen the leave provisions of the Agreement. To the extent that provisions of the FMLA are covered by paid leave provisions of this Agreement, the twelve (12) weeks of leave and benefit coverage to which an employee is entitled under the FMLA shall run concurrently with existing paid leave benefits.
Federal Family and Medical Leave. The Board will comply with Federal law regarding FMLA. However, all FMLA leave shall run concurrently with sick leave.
Federal Family and Medical Leave. Employees who work for the city at least twelve (12) months and have worked 1250 hours over the previous twelve (12) months are eligible for up to twelve (12) weeks total of paid or unpaid leave per 12 months period for birth, adoption, xxxxxx care of a child or a serious health condition of the employee or immediate family member requiring in‐patient care or continuing treatment by a health care provider. An “immediate family member” is an employee’s son, daughter, spouse/domestic partner, or parent. A son or daughter is a minor child either under the age of eighteen (18) or eighteen (18) years of age or older but incapable of self‐care because of a mental or physical disability. A “serious health condition” is an injury, illness, impairment, physical or mental condition that involves in‐patient care or continuing treatment by a health care provider. The city may require certification from a health care provider for leave based on a serious health condition. The disability portion of pregnancy leave is considered a serious health condition for purposes of the Federal Family and Medical Leave Act. The leave would normally end six (6) weeks after a normal birth or eight (8) weeks after a cesarean section. Employees must provide the city with at least thirty (30) days’ notice if possible, before taking such leave or notify the city as soon as practicable. Before going on unpaid leave status for the birth, adoption, or xxxxxx care of a child, an employee is required to use all accrued unused compensatory or floating holidays and all accrued unused vacation leave. Before going on unpaid leave status for the serious health condition of the employee, spouse/domestic partner, parents or the employee’s minor child requiring in‐patient or continuing treatment, an employee is required to use all accrued unused sick leave, floating holidays, compensatory time and vacation leave. As required by law, the city shall maintain the employee’s health benefits during the FMLA leave to a maximum of 12 weeks. In the event an employee does not return to city employment after taking leave under this section, the city may recover the cost of any health insurance premiums paid by the city during the unpaid portion of the leave. Upon return from such leave, the employee will be reinstated to the employee’s former or equivalent position. An eligible employee may also take up to 26 weeks of leave during a single 12‐month period to care for an injured service member who is the employe...
Federal Family and Medical Leave. The Board agrees to comply with the provisions of the Federal Family and Medical Leave Act.
Federal Family and Medical Leave. ACT Employees who have worked more than 1250 hours in the previous twelve (12) months may request up to twelve
Federal Family and Medical Leave. The Family and Medical Leave Act (FMLA) allows employees to balance their work and family responsibilities by taking unpaid leave. To be eligible for FMLA leave, an employee must have worked for Xxxxxx Street for at least twelve (12) months and have worked at least (1,250) hours during the previous twelve (12) months. Eligible employees are entitled to up to twelve (12) weeks of unpaid leave during any twelve (12)-month period for the following reasons:
Federal Family and Medical Leave. The Union and the employer agree that the Interim Policy as implemented by the Police Department regarding the Family Medical Leave Act shall be applicable to the employees covered by this agreement. It is further agreed that should management initiate a change to said policy that it will be negotiated with the Union and subject to all appropriate approvals (unless required by law).
Federal Family and Medical Leave. The Employer will comply with federal law as it relates to Family and Medical Leave. Employees must comply with procedural requirements in County Policy Y. Employees will be required to use all sources of paid leave concurrently with Family Medical Leave. However, employees utilizing continuous FML may make a written request to the Human Resources Director to reserve up to forty (40) hours of vacation leave and go into an unpaid status the final week of leave. The annual FMLA allowance will run concurrently with any Workers’ Compensation leave. If the employee is in a non-pay status at any time during FML, the employee shall not accrue vacation, sick, or holiday leave for that period of time in which they received no pay. If an employee fails to return to work after the employee's approved FML request has expired, the Employer shall regard this as the employee's resignation.
