Fmla Cfra Sample Clauses
The FMLA/CFRA clause establishes an employee's right to take job-protected leave for specific family and medical reasons under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). This provision typically outlines eligibility requirements, such as length of service and hours worked, and details the types of situations covered, including personal or family illness, childbirth, or adoption. By clearly defining the conditions and procedures for taking leave, the clause ensures employees can address significant life events without fear of losing their job, while also providing employers with a framework for managing such absences.
POPULAR SAMPLE Copied 1 times
Fmla Cfra. The Family and Medical Leave Act and California Family Rights Act (“FMLA / CFRA”) provide eligible employees the opportunity to take an unpaid, job-protected leave, for certain specified reasons. The maximum amount of leave an employee may use is either 12 or 26 weeks within a 12-month period depending on the reasons for the leave. To be eligible for FMLA/CFRA leave, an employee must have worked at least 12 months for the District and have worked at least 1,250 hours over the 12 months preceding the date the leave would commence.
7.4.1.1. FMLA/CFRA leave may be taken for the following reasons: • Serious health condition of the employee; • Serious health condition of the employee’s child, parent, or spouse; • Birth of a child, or placement of a child in the family for adoption or ▇▇▇▇▇▇ care; • Serious illness or injury sustained in the line of duty on active duty by a military service member or veteran who is the spouse, child, parent or next of kin of the employee; or • Qualifying exigency arising out of the fact that a spouse, child or parent of the employee is a covered service member on covered active duty or has been notified of an impending call or order to covered active duty military.
Fmla Cfra part-time non-tenured (temporary) faculty members shall be entitled to family medical leave to the extent required under current federal law (FMLA), state law (CFRA) and board policy.
Fmla Cfra. Employees on FMLA/CFRA leave may utilize paid leaves. The twelve (12) month period used for determining eligibility shall be based on a twelve (12) month rolling period. GCTD agrees to pay medical premiums while on approved leave.
Fmla Cfra. Employees continuously employed by the Employer for twelve (12) consecutive months and who have worked at least 1250 hours within the twelve (12) months preceding the commencement of the leave shall be eligible for family medical leave in accordance with the provisions of the FMLA and the CFRA. Such leaves shall be made available for:
i. The birth of the employee’s child, or receipt of a child in ▇▇▇▇▇▇ care or adoption.
ii. The care of an employee’s immediate family member. For the purposes of this provision, members of the immediate family are defined as the employee’s spouse, parents, child, registered domestic partner, or the child of a registered domestic partner.
iii. A serious medical condition of the employee.
iv. Care for an injured service member. An eligible employee who is the spouse, son, daughter, parent, next of kin, or registered domestic partner of a covered U.S. Armed Forces service member who incurs an illness or injury in the line of duty. Such eligible employees shall be entitled to a total of twenty-six (26) workweeks of leave during a twelve (12) month period to care for the service member. The leave described in this paragraph shall only be available during a single twelve
Fmla Cfra. Employees who are on approved leave, pursuant to applicable law and whose paid hours in a pay period are less than the required number of hours designated in Sub-section 3(b) above will continue to be enrolled in a Fire District-sponsored medical plan and receive the MPS in accordance with applicable law. An employee who does not otherwise meet the requirements for FMLA and/or CFRA (e.g., an employee who has not actually worked 1,250 hours during the applicable twelve (12) month rolling period) after the employee has received the MPS, shall not be eligible for continuation of the MPS in the subsequent year. For example, an employee who is off work continuously for two years, and has received the MPS for a total six (6) pay periods during their absence, shall not be eligible for the continuation of MPS in the next rolling year.
Fmla Cfra. 26.1 The Family and Medical Leave Act (FMLA) is a federal law that entitles an eligible (as defined in Section 26.4 below) Faculty Unit member with up to a total of twelve
Fmla Cfra. 1. Employees continuously employed by the Employer for twelve (12) consecutive months and who have worked at least 1250 hours within the twelve (12) months preceding the commencement of the leave shall be eligible for Family Medical Leave in accordance with the provisions of the federal Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). Such leaves shall be made available for:
(a) The birth of the Employee's child, or receipt of a child in ▇▇▇▇▇▇ care or adoption;
(b) The care of an Employee's immediate family member. For the purposes of this provision, members of the immediate family are defined as the Employee's spouse, parents, child, registered domestic partner or the child of a registered domestic partner.
(c) A serious medical condition of the Employee.
(d) Care for an injured service member. An eligible Employee who is the spouse, son, daughter, parent, next of kin or registered domestic partner of a covered U.S. Armed Forces service member who incurs an illness or injury in the line of duty. Such eligible Employees shall be entitled to a total of twenty-six (26) work weeks of leave during a twelve (12) month period to care for the service member. The leave described in this paragraph shall only be available during a single twelve (12) month period.
2. Upon return to work following a qualifying FMLA/CFRA leave, the Employee shall be reinstated to the same position, classification, unit, and shift held by the Employee at the time of the commencement of the leave.
Fmla Cfra. METRO will comply with the Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), as amended. Generally these Acts provide for up to twelve (12) weeks leave for a serious health condition of the employee or an eligible family member and the employee has worked 1,250 hours in the twelve (12) month period preceding the leave. An employee must use all compensatory leave, then sick leave balance down to a level of forty (40) hours, then exhaust annual leave balance down to a level of forty (40) hours prior to leave without pay. This family leave will run concurrently with any other absence due to an employee's serious health condition.
Fmla Cfra. It is the intent of this section to make available to employees, upon request, leave under the Federal Family Leave Act (FMLA) or the California Family Rights Act (CFRA) (Government Code Section 12945.
Fmla Cfra. 1. Bargaining unit members continuously employed by the Employer for twelve (12) consecutive months and who have worked at least 1250 hours within the twelve (12) months preceding the commencement of the leave shall be eligible for Family Medical Leave in accordance with the provisions of the federal Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). Such leaves shall be made available for;
(a) The birth of the bargaining unit member's child, or receipt of a child in ▇▇▇▇▇▇ care or adoption;
(b) The care of a bargaining unit member's immediate family member. For the purposes of this provision, members of the immediate family are defined as the bargaining unit member's spouse, parents, child, registered domestic partner or the child of a registered domestic partner.
(c) A serious medical condition of the bargaining unit member.