Common use of FMLA Clause in Contracts

FMLA. Employees shall have a total of twelve (12) work weeks of leave pursuant to the Family Medical Leave Act (FMLA), and may use either accrued paid leave or leave without compensation when taking leave for an FMLA qualifying event or purpose. 1. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and the state Family and Medical Leave Act of 2006, an employee who has worked for the state for at least twelve (12) months and for at least twelve hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of FMLA leave in a twelve (12) month period for any combination of the following: ▇. ▇▇▇▇▇▇▇▇ leave for the birth and to care for a newborn child, or placement for adoption or ▇▇▇▇▇▇ care of a child and to care for that child; B. Personal medical leave due to the employee's own serious health condition that requires the employee's absence from work; or C. Family medical leave to care for a spouse, son, daughter, parent, or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious health condition that requires on-site care or supervision by the employee. Son or daughter means a biological, adopted, or ▇▇▇▇▇▇ child, a stepchild, a legal ▇▇▇▇, or a child of a person standing in loco parentis, who is under eighteen (18) years of age or eighteen (18) years of age or older and incapable of selfcare because of a mental or physical disability. D. Entitlement to FMLA leave for the care of a newborn child or newly adopted or ▇▇▇▇▇▇ child ends twelve (12) months from the date of birth or the placement of the ▇▇▇▇▇▇ or adopted child. E. The twelve hundred fifty (1,250) hour eligibility requirement noted above does not count paid time off such as time used as vacation leave, sick leave, exchange time, personal holidays, compensatory time off, or shared leave. 2. The twelve (12) week FMLA leave entitlement is available to the employee, provided that eligibility requirements listed in Rule 30.14 (1) are met. The FMLA leave entitlement period will be a rolling twelve (12) month period measured forward from the date an employee begins FMLA leave. Each time an employee takes FMLA leave during the twelve (12) month period, the leave will be subtracted from the twelve (12) weeks of available leave. 3. The Employer will continue the employee's existing Employer-paid health insurance, life insurance and disability insurance benefits during the period of leave covered by FMLA. The employee will be required to pay their share of health insurance, life insurance and disability insurance premiums. 4. The Employer has the authority to designate absences that meet the criteria of the FMLA. The use of any paid or unpaid leave (excluding leave for a work-related illness or injury) for an FMLA-qualifying event will run concurrently with, not in addition to, the use of the FMLA for that event. 5. Serious health condition leave consistent with the requirements of the FMLA will be granted to an employee in order to care for a spouse, son, daughter, parent or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious medical condition that requires on-site care or supervision by the employee. Personal medical leave consistent with the requirements of the FMLA will be granted to an employee for their own serious health condition that requires the employee’s absence from work. The Employer may require that such personal medical leave or serious health condition leave be supported by certification from the employee’s or family member's health care provider.

FMLA. Employees shall have a total of twelve (12) work weeks of leave pursuant to the Family Medical Leave Act (FMLA), and may use either accrued paid leave or leave without compensation when taking leave for an FMLA qualifying event or purpose. 1. A. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and the state Family and Medical Leave Act of 2006, an employee who has worked for the state for at least twelve (12) months and for at least twelve hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of FMLA leave in a twelve (12) month period for any combination of the following: ▇1. ▇▇▇▇▇▇▇▇ Parental leave for the birth and to care for a newborn child, or placement for adoption or ▇▇▇▇▇▇ care of a child and to care for that child; B. 2. Personal medical leave due to the employee's own serious health condition that requires the employee's absence from work; or C. 3. Family medical leave to care for a spouse, son, daughter, parent, or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious health condition that requires on-site care or supervision by the employee. Son or daughter means a biological, adopted, or ▇▇▇▇▇▇ child, a stepchild, a legal ▇▇▇▇, or a child of a person standing in loco parentis, who is under eighteen (18) years of age or eighteen (18) years of age or older and incapable of selfcare because of a mental or physical disability.disability.‌ D. 4. Entitlement to FMLA leave for the care of a newborn child or newly adopted or ▇▇▇▇▇▇ child ends twelve (12) months from the date of birth or the placement of the ▇▇▇▇▇▇ or adopted child. E. 5. The twelve hundred fifty (1,250) hour eligibility requirement noted above does not count as paid time off such as time used as vacation leave, sick leave, exchange time, personal holidays, compensatory time off, or shared leave. 2. B. The twelve (12) week FMLA leave entitlement is available to the employee, provided that eligibility requirements listed in Rule 30.14 Section 30.14 (1A) are met. The FMLA leave entitlement period will be a rolling twelve (12) month period measured forward from the date an employee begins FMLA leave. Each time an employee takes FMLA leave during the twelve (12) month period, the leave will be subtracted from the twelve (12) weeks of available leave. 3. C. The Employer will continue the employee's existing Employer-paid health insurance, life insurance and disability insurance benefits during the period of leave covered by FMLA. The employee will be required to pay their share of health insurance, life insurance and disability insurance premiums. 4. D. The Employer has the authority to designate absences that meet the criteria of the FMLA. The use of any paid or unpaid leave (excluding leave for a work-related illness or injury) for an FMLA-qualifying event will run concurrently with, not in addition to, the use of the FMLA for that event. 5. E. Serious health condition leave consistent with the requirements of the FMLA will be granted to an employee in order to care for a spouse, son, daughter, parent or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious medical condition that requires on-site care or supervision by the employee. Personal medical leave consistent with the requirements of the FMLA will be granted to an employee for their own serious health condition that requires the employee’s absence from work. The Employer may require that such personal medical leave or serious health condition leave be supported by certification from the employee’s or family member's health care provider. F. Personal medical leave or serious health condition leave covered by the FMLA may be taken intermittently when certified as medically necessary. G. Upon returning to work after the employee’s own FMLA-qualifying illness, the employee will be required to provide a fitness for duty certificate from a health care provider.

FMLA. ‌ Employees shall have a total of twelve (12) work weeks of leave pursuant to the Family Medical Leave Act (FMLA), and may use either accrued paid leave or leave without compensation when taking leave for an FMLA qualifying event or purpose. 1. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and the state Family and Medical Leave Act of 2006, an employee who has worked for the state for at least twelve (12) months and for at least twelve hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of FMLA leave in a twelve (12) month period for any combination of the following: ▇. ▇▇▇▇▇▇▇▇ A. Parental leave for the birth and to care for a newborn child, or placement for adoption or ▇▇▇▇▇▇ care of a child and to care for that child;; or B. Personal medical leave due to the employee's own serious health condition that requires the employee's absence from work; or C. Family medical leave to care for a spouse, son, daughter, parent, or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious health condition that requires on-site care or supervision by the employee. Son or daughter means a biological, adopted, or ▇▇▇▇▇▇ child, a stepchild, a legal ▇▇▇▇, or a child of a person standing in loco parentis, who is under eighteen (18) years of age or eighteen (18) years of age or older and incapable of selfcare because of a mental or physical disability. D. Entitlement to FMLA leave for the care of a newborn child or newly adopted or ▇▇▇▇▇▇ child ends twelve (12) months from the date of birth or the placement of the ▇▇▇▇▇▇ or adopted child. E. The twelve hundred fifty (1,250) hour eligibility requirement noted above does not count paid time off such as time used as vacation leave, sick leave, exchange time, personal holidays, compensatory time off, or shared leave. 2. The twelve (12) week FMLA leave entitlement is available to the employee, provided that eligibility requirements listed in Rule 30.14 30.14 (1) are met. The FMLA leave entitlement period will be a rolling twelve (12) month period measured forward from the date an employee begins FMLA leave. Each time an employee takes FMLA leave during the twelve (12) month period, the leave will be subtracted from the twelve (12) weeks of available leave. 3. The Employer will continue the employee's existing Employeremployer-paid health insurance, life insurance and disability insurance benefits during the period of leave covered by FMLA. The employee will be required to pay their his or her share of health insurance, life insurance and disability insurance premiums. 4. The Employer has the authority to designate absences that meet the criteria of the FMLA. The use of any paid or unpaid leave (excluding leave for a work-related illness or injury) for an FMLA-qualifying event will run concurrently with, not in addition to, the use of the FMLA for that event. 5. Serious health condition leave consistent with the requirements of the FMLA will be granted to an employee in order to care for a spouse, son, daughter, parent or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious medical condition that requires on-site care or supervision by the employee. Personal medical leave consistent with the requirements of the FMLA will be granted to an employee for their his or her own serious health condition that requires the employee’s absence from work. The Employer may require that such personal medical leave or serious health condition leave be supported by certification from the employee’s or family member's health care provider.

FMLA. ‌ Employees shall have a total of twelve (12) work weeks of leave pursuant to the Family Medical Leave Act (FMLA), and may use either accrued paid leave or leave without compensation when taking leave for an FMLA qualifying event or purpose.purpose.‌ 1. A. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and the state Family and Medical Leave Act of 2006, an employee who has worked for the state for at least twelve (12) months and for at least twelve hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of FMLA leave in a twelve (12) month period for any combination of the following:following:‌‌ ▇1. ▇▇▇▇▇▇▇▇ Parental leave for the birth and to care for a newborn child, or placement for adoption or ▇▇▇▇▇▇ care of a child and to care for that child; B. 2. Personal medical leave due to the employee's own serious health condition that requires the employee's absence from work; or C. 3. Family medical leave to care for a spouse, son, daughter, parent, or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious health condition that requires on-site care or supervision by the employee. Son or daughter means a biological, adopted, or ▇▇▇▇▇▇ child, a stepchild, a legal ▇▇▇▇, or a child of a person standing in loco parentis, who is under eighteen (18) years of age or eighteen (18) years of age or older and incapable of selfcare because of a mental or physical disability. D. 4. Entitlement to FMLA leave for the care of a newborn child or newly adopted or ▇▇▇▇▇▇ child ends twelve (12) months from the date of birth or the placement of the ▇▇▇▇▇▇ or adopted child. E. 5. The twelve hundred fifty (1,250) hour eligibility requirement noted above does not count as paid time off such as time used as vacation leave, sick leave, exchange time, personal holidays, compensatory time off, or shared leave. 2. B. The twelve (12) week FMLA leave entitlement is available to the employee, provided that eligibility requirements listed in Rule 30.14 Section 30.14 (1A) are met. The FMLA leave entitlement period will be a rolling twelve (12) month period measured forward from the date an employee begins FMLA leave. Each time an employee takes FMLA leave during the twelve (12) month period, the leave will be subtracted from the twelve (12) weeks of available leave. 3. C. The Employer will continue the employee's existing Employer-paid health insurance, life insurance and disability insurance benefits during the period of leave covered by FMLA. The employee will be required to pay their share of health insurance, life insurance and disability insurance premiums. 4. D. The Employer has the authority to designate absences that meet the criteria of the FMLA. The use of any paid or unpaid leave (excluding leave for a work-related illness or injury) for an FMLA-qualifying event will run concurrently with, not in addition to, the use of the FMLA for that event. 5. E. Serious health condition leave consistent with the requirements of the FMLA will be granted to an employee in order to care for a spouse, son, daughter, parent or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious medical condition that requires on-site care or supervision by the employee. Personal medical leave consistent with the requirements of the FMLA will be granted to an employee for their own serious health condition that requires the employee’s absence from work. The Employer may require that such personal medical leave or serious health condition leave be supported by certification from the employee’s or family member's health care provider. F. Personal medical leave or serious health condition leave covered by the FMLA may be taken intermittently when certified as medically necessary. G. Upon returning to work after the employee’s own FMLA-qualifying illness, the employee will be required to provide a fitness for duty certificate from a health care provider.

FMLA. Employees shall have a total of twelve (12) work weeks of leave pursuant to the Family Medical Leave Act (FMLA), and may use either accrued paid leave or leave without compensation when taking leave for an FMLA qualifying event or purpose. 1. A. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and the state Family and Medical Leave Act of 2006, an employee who has worked for the state for at least twelve (12) months and for at least twelve hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of FMLA leave in a twelve (12) month period for any combination of the following: ▇1. ▇▇▇▇▇▇▇▇ Parental leave for the birth and to care for a newborn child, or placement for adoption or ▇▇▇▇▇▇ care of a child and to care for that child;child;‌ B. 2. Personal medical leave due to the employee's own serious health condition that requires the employee's absence from work; or C. 3. Family medical leave to care for a spouse, son, daughter, parent, or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious health condition that requires on-site care or supervision by the employee. Son or daughter means a biological, adopted, or ▇▇▇▇▇▇ child, a stepchild, a legal ▇▇▇▇, or a child of a person standing in loco parentis, who is under eighteen (18) years of age or eighteen (18) years of age or older and incapable of selfcare because of a mental or physical disability. D. 4. Entitlement to FMLA leave for the care of a newborn child or newly adopted or ▇▇▇▇▇▇ child ends twelve (12) months from the date of birth or the placement of the ▇▇▇▇▇▇ or adopted child. E. 5. The twelve hundred fifty (1,250) hour eligibility requirement noted above does not count paid time off such as time used as vacation leave, sick leave, exchange time, personal holidays, compensatory time off, or shared leave. 2. B. The twelve (12) week FMLA leave entitlement is available to the employee, provided that eligibility requirements listed in Rule 30.14 Section 30.14 (1) are met. The FMLA leave entitlement period will be a rolling twelve (12) month period measured forward from the date an employee begins FMLA leave. Each time an employee takes FMLA leave during the twelve (12) month period, the leave will be subtracted from the twelve (12) weeks of available leave.leave.‌ 3. C. The Employer will continue the employee's existing Employer-paid health insurance, life insurance and disability insurance benefits during the period of leave covered by FMLA. The employee will be required to pay their share of health insurance, life insurance and disability insurance premiums. 4. D. The Employer has the authority to designate absences that meet the criteria of the FMLA. The use of any paid or unpaid leave (excluding leave for a work-related illness or injury) for an FMLA-qualifying event will run concurrently with, not in addition to, the use of the FMLA for that event. 5. E. Serious health condition leave consistent with the requirements of the FMLA will be granted to an employee in order to care for a spouse, son, daughter, parent or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious medical condition that requires on-site care or supervision by the employee. Personal medical leave consistent with the requirements of the FMLA will be granted to an employee for their own serious health condition that requires the employee’s absence from work. The Employer may require that such personal medical leave or serious health condition leave be supported by certification from the employee’s or family member's health care provider. F. Personal medical leave or serious health condition leave covered by the FMLA may be taken intermittently when certified as medically necessary. G. Upon returning to work after the employee’s own FMLA-qualifying illness, the employee will be required to provide a fitness for duty certificate from a health care provider.

FMLA. ‌ Employees shall have a total of twelve (12) work weeks of leave pursuant to the Family Medical Leave Act (FMLA)Act, and may use either accrued paid leave or leave without compensation when taking leave for an FMLA qualifying event or purpose. 1. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and the state Family and Medical Leave Act of 2006, an employee who has worked for the state for at least twelve (12) months and for at least twelve hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of FMLA leave in a twelve (12) month period for any combination of the following: ▇. ▇▇▇▇▇▇▇▇ leave for the birth and to care for a newborn child, or placement for adoption or ▇▇▇▇▇▇ care of a child and to care for that child;; or B. Personal medical leave due to the employee's own serious health condition that requires the employee's absence from work; or C. Family medical leave to care for a spouse, son, daughter, parent, or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious health condition that requires on-site care or supervision by the employee. Son or daughter means a biological, adopted, or ▇▇▇▇▇▇ child, a stepchild, a legal ▇▇▇▇, or a child of a person standing in loco parentis, who is under eighteen (18) years of age or eighteen (18) years of age or older and incapable of selfcare because of a mental or physical disability. D. Entitlement to FMLA leave for the care of a newborn child or newly adopted or ▇▇▇▇▇▇ child ends twelve (12) months from the date of birth or the placement of the ▇▇▇▇▇▇ or adopted child. E. The twelve hundred fifty (1,250) hour eligibility requirement noted above does not count paid time off such as time used as vacation leave, sick leave, exchange time, personal holidays, compensatory time off, or shared leave. 2. The twelve (12) week FMLA leave entitlement is available to the employee, provided that eligibility requirements listed in Rule 30.14 30.14 (1) are met. The FMLA leave entitlement period will be a rolling twelve (12) month period measured forward from the date an employee begins FMLA leave. Each time an employee takes FMLA leave during the twelve (12) month period, the leave will be subtracted from the twelve (12) weeks of available leave. 3. The Employer will continue the employee's existing Employeremployer-paid health insurance, life insurance and disability insurance benefits during the period of leave covered by FMLA. The employee will be required to pay their his or her share of health insurance, life insurance and disability insurance premiums. 4. The Employer has the authority to designate absences that meet the criteria of the FMLA. The use of any paid or unpaid leave (excluding leave for a work-related illness or injury) for an FMLA-qualifying event will run concurrently with, not in addition to, the use of the FMLA for that event. 5. Serious health condition leave consistent with the requirements of the FMLA will be granted to an employee in order to care for a spouse, son, daughter, parent or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious medical condition that requires on-site care or supervision by the employee. Personal medical leave consistent with the requirements of the FMLA will be granted to an employee for their his or her own serious health condition that requires the employee’s absence from work. The Employer may require that such personal medical leave or serious health condition leave be supported by certification from the employee’s or family member's health care provider.

FMLA. ‌ Employees shall have a total of twelve (12) work weeks of leave pursuant to the Family Medical Leave Act (FMLA)Act, and may use either accrued paid leave or leave without compensation when taking leave for an FMLA qualifying event or purpose. 1. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and the state Family and Medical Leave Act of 2006, an employee who has worked for the state for at least twelve (12) months and for at least twelve hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of FMLA leave in a twelve (12) month period for any combination of the following: ▇. ▇▇▇▇▇▇▇▇ A. Parental leave for the birth and to care for a newborn child, or placement for adoption or ▇▇▇▇▇▇ care of a child and to care for that child;; or B. Personal medical leave due to the employee's own serious health condition that requires the employee's absence from work; or C. Family medical leave to care for a spouse, son, daughter, parent, or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious health condition that requires on-site care or supervision by the employee. Son or daughter means a biological, adopted, or ▇▇▇▇▇▇ child, a stepchild, a legal ▇▇▇▇, or a child of a person standing in loco parentis, who is under eighteen (18) years of age or eighteen (18) years of age or older and incapable of selfcare because of a mental or physical disability. D. Entitlement to FMLA leave for the care of a newborn child or newly adopted or ▇▇▇▇▇▇ child ends twelve (12) months from the date of birth or the placement of the ▇▇▇▇▇▇ or adopted child. E. The twelve hundred fifty (1,250) hour eligibility requirement noted above does not count paid time off such as time used as vacation leave, sick leave, exchange time, personal holidays, compensatory time off, or shared leave. 2. The twelve (12) week FMLA leave entitlement is available to the employee, provided that eligibility requirements listed in Rule 30.14 (1) are met. The FMLA leave entitlement period will be a rolling twelve (12) month period measured forward from the date an employee begins FMLA leave. Each time an employee takes FMLA leave during the twelve (12) month period, the leave will be subtracted from the twelve (12) weeks of available leave. 3. The Employer will continue the employee's existing Employeremployer-paid health insurance, life insurance and disability insurance benefits during the period of leave covered by FMLA. The employee will be required to pay their his or her share of health insurance, life insurance and disability insurance premiums. 4. The Employer has the authority to designate absences that meet the criteria of the FMLA. The use of any paid or unpaid leave (excluding leave for a work-related illness or injury) for an FMLA-qualifying event will run concurrently with, not in addition to, the use of the FMLA for that event. 5. Serious health condition leave consistent with the requirements of the FMLA will be granted to an employee in order to care for a spouse, son, daughter, parent or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious medical condition that requires on-site care or supervision by the employee. Personal medical leave consistent with the requirements of the FMLA will be granted to an employee for their his or her own serious health condition that requires the employee’s absence from work. The Employer may require that such personal medical leave or serious health condition leave be supported by certification from the employee’s or family member's health care provider.

FMLA. Employees shall have a total of twelve (12) work weeks of leave pursuant to the Family Medical Leave Act (FMLA)Act, and may use either accrued paid leave or leave without compensation when taking leave for an FMLA qualifying event or purpose. 1. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and the state Family and Medical Leave Act of 2006, an employee who has worked for the state for at least twelve (12) months and for at least twelve hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of FMLA leave in a twelve (12) month period for any combination of the following: ▇. ▇▇▇▇▇▇▇▇ A. Parental leave for the birth and to care for a newborn child, or placement for adoption or ▇▇▇▇▇▇ care of a child and to care for that child;; or B. Personal medical leave due to the employee's own serious health condition that requires the employee's absence from work; or C. Family medical leave to care for a spouse, son, daughter, parent, or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious health condition that requires on-site care or supervision by the employee. Son or daughter means a biological, adopted, or ▇▇▇▇▇▇ child, a stepchild, a legal ▇▇▇▇, or a child of a person standing in loco parentis, who is under eighteen (18) years of age or eighteen (18) years of age or older and incapable of selfcare because of a mental or physical disability. D. Entitlement to FMLA leave for the care of a newborn child or newly adopted or ▇▇▇▇▇▇ child ends twelve (12) months from the date of birth or the placement of the ▇▇▇▇▇▇ or adopted child. E. The twelve hundred fifty (1,250) hour eligibility requirement noted above does not count paid time off such as time used as vacation leave, sick leave, exchange time, personal holidays, compensatory time off, or shared leave. 2. The twelve (12) week FMLA leave entitlement is available to the employee, provided that eligibility requirements listed in Rule 30.14 30.14 (1) are met. The FMLA leave entitlement period will be a rolling twelve (12) month period measured forward from the date an employee begins FMLA leave. Each time an employee takes FMLA leave during the twelve (12) month period, the leave will be subtracted from the twelve (12) weeks of available leave. 3. The Employer will continue the employee's existing Employeremployer-paid health insurance, life insurance and disability insurance benefits during the period of leave covered by FMLA. The employee will be required to pay their his or her share of health insurance, life insurance and disability insurance premiums. 4. The Employer has the authority to designate absences that meet the criteria of the FMLA. The use of any paid or unpaid leave (excluding leave for a work-related illness or injury) for an FMLA-qualifying event will run concurrently with, not in addition to, the use of the FMLA for that event. 5. Serious health condition leave consistent with the requirements of the FMLA will be granted to an employee in order to care for a spouse, son, daughter, parent or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious medical condition that requires on-site care or supervision by the employee. Personal medical leave consistent with the requirements of the FMLA will be granted to an employee for their his or her own serious health condition that requires the employee’s absence from work. The Employer may require that such personal medical leave or serious health condition leave be supported by certification from the employee’s or family member's health care provider.

FMLA. ‌ Employees shall have a total of twelve (12) work weeks of leave pursuant to the Family Medical Leave Act (FMLA), and may use either accrued paid leave or leave without compensation when taking leave for an FMLA qualifying event or purpose. 1. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and the state Family and Medical Leave Act of 2006, an employee who has worked for the state for at least twelve (12) months and for at least twelve hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of FMLA leave in a twelve (12) month period for any combination of the following: ▇. ▇▇▇▇▇▇▇▇ A. Parental leave for the birth and to care for a newborn child, or placement for adoption or ▇▇▇▇▇▇ care of a child and to care for that child; B. Personal medical leave due to the employee's own serious health condition that requires the employee's absence from work; or C. Family medical leave to care for a spouse, son, daughter, parent, or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious health condition that requires on-site care or supervision by the employee. Son or daughter means a biological, adopted, or ▇▇▇▇▇▇ child, a stepchild, a legal ▇▇▇▇, or a child of a person standing in loco parentis, who is under eighteen (18) years of age or eighteen (18) years of age or older and incapable of selfcare because of a mental or physical disability. D. Entitlement to FMLA leave for the care of a newborn child or newly adopted or ▇▇▇▇▇▇ child ends twelve (12) months from the date of birth or the placement of the ▇▇▇▇▇▇ or adopted child. E. The twelve hundred fifty (1,250) hour eligibility requirement noted above does not count paid time off such as time used as vacation leave, sick leave, exchange time, personal holidays, compensatory time off, or shared leave. 2. The twelve (12) week FMLA leave entitlement is available to the employee, provided that eligibility requirements listed in Rule 30.14 30.14 (1) are met. The FMLA leave entitlement period will be a rolling twelve (12) month period measured forward from the date an employee begins FMLA leave. Each time an employee takes FMLA leave during the twelve (12) month period, the leave will be subtracted from the twelve (12) weeks of available leave. 3. The Employer will continue the employee's existing Employer-paid health insurance, life insurance and disability insurance benefits during the period of leave covered by FMLA. The employee will be required to pay their share of health insurance, life insurance and disability insurance premiums. 4. The Employer has the authority to designate absences that meet the criteria of the FMLA. The use of any paid or unpaid leave (excluding leave for a work-related illness or injury) for an FMLA-qualifying event will run concurrently with, not in addition to, the use of the FMLA for that event. 5. Serious health condition leave consistent with the requirements of the FMLA will be granted to an employee in order to care for a spouse, son, daughter, parent or domestic partner as defined by WAC ▇▇▇-▇▇-▇▇▇ (2) who suffers from a serious medical condition that requires on-site care or supervision by the employee. Personal medical leave consistent with the requirements of the FMLA will be granted to an employee for their own serious health condition that requires the employee’s absence from work. The Employer may require that such personal medical leave or serious health condition leave be supported by certification from the employee’s or family member's health care provider.