Intermittent and Reduced Schedule Leave Sample Clauses

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Intermittent and Reduced Schedule Leave. If medically necessary, FMLA leave occasioned by a serious health condition may be taken intermittently (i.e., in separate blocks of time due to a serious health condition) or on a reduced leave schedule (i.e., reducing the usual number of hours you work per workweek or workday). FMLA leave may also be taken intermittently or on a reduced leave schedule for a qualifying exigency relating to covered military service. If leave is unpaid, CMP will reduce your salary based on the amount of time actually worked. In addition, while you are on an intermittent or reduced schedule leave, CMP may temporarily transfer you to an available alternative position that better accommodates your leave schedule and has equivalent pay and benefits.
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Intermittent and Reduced Schedule Leave a. When medically advisable and supported by medical certification, the University shall grant an employee Pregnancy Disability Leave on a reduced work schedule or on an intermittent basis including absences of less than one day. Only the time actually spent on the intermittent or reduced schedule shall be counted towards the employee's entitlement of up to four (4)
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Intermittent and Reduced Schedule Leave. 1. An employee does not need to use leave under FMLA/CFRA/PDL in one block. Leave can be taken intermittently, or as part of a reduced schedule when medically necessary.
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Intermittent and Reduced Schedule Leave. 1. Leave for a bargaining unit employee’s own serious illness or for a seriously ill member of the bargaining unit employee’s covered relation may be taken intermittently (in separate blocks of time) and a reduced work schedule is allowable. 2. Intermittent leave is not available during family leave for the birth, adoption or ▇▇▇▇▇▇ placement of a child, unless the birthing parent has a serious illness in conjunction with the birth of a child or the child has a serious illness. 3. During family leave for the birth, adoption or ▇▇▇▇▇▇ placement of a child, a reduced work schedule may be arranged with the manager’s approval. A reduced work schedule does not extend the leave period when such a schedule is agreed upon. A reduced leave schedule occurs when the number of hours or days a bargaining unit employee works is reduced on a daily or weekly basis. For example, a full-time bargaining unit employee on an approved 12-week leave for the birth of child may, with manager’s approval, return to work on a part-time basis for the last 4 weeks of that 12-week period. 4. Leave due to a qualifying exigency may also be taken on an intermittent or reduced work schedule basis. 5. Both exempt and non-exempt bargaining unit employees will be paid based on the amount of time actually worked. In addition, in certain circumstances, while the bargaining unit employee is on an intermittent or reduced schedule leave, the bargaining unit employee may be temporarily transferred to an available alternative position which better accommodates the bargaining unit employee’s recurring leave and which has equivalent pay and benefits. 6. The bargaining unit employee must make reasonable efforts to ensure that intermittent leave does not unduly disrupt the workplace.
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Intermittent and Reduced Schedule Leave. An employee does not need to use leave under FMLA/CFRA/PDL in one block. Leave can be taken intermittently, or as part of a reduced schedule when medically necessary. Leave for bonding or the care of a new child generally shall be taken in blocks of at least two (2) weeks, but an employee may take two (2) leaves in increments shorter than two (2) weeks. Additional requests in increments shorter than (2) two weeks may be granted with the approval of his/her supervisor and IDAM.
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Intermittent and Reduced Schedule Leave. Generally, leave because of a serious health condition may be taken intermittently (in separate blocks of time due to a single health condition) or on a reduced leave schedule (reducing the usual number of hours you work per workweek or workday) if medically necessary. If leave is unpaid, the Company will reduce
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Related to Intermittent and Reduced Schedule Leave

  • Intermittent Leave If medically necessary due to the serious medical condition of the employee, or that of the employee's spouse, child, parent, registered domestic partner within the meaning of Minneapolis Code of Ordinances Chapter 142, or other dependents and/or members of their households who have a serious medical condition, leave may be taken on an intermittent schedule. In cases of the birth, adoption or ▇▇▇▇▇▇ placement of a child, family and medical leave may be taken intermittently only when expressly approved by the Employer.

  • General Leave of Absence a) Leave of absence without pay may be granted to employees for valid reasons as set out by Company policy. b) An employee on general leave of absence shall not accumulate sick leave credits, or earn vacation but shall retain the seniority, sick leave credits, and vacation credits earned prior to commencing leave of absence. c) Employees do not have the option of continuing their benefit coverage during the leave. d) Employees on leave of absence shall be required to apply for any extension.

  • Vacations and Sick Leave The Executive shall be entitled to paid annual vacation leave in accordance with the policies as established from time to time by the Board of Directors, which shall in no event be less than four weeks per annum. The Executive shall also be entitled to an annual sick leave benefit as established by the Board for senior management employees of the Bank. The Executive shall not be entitled to receive any additional compensation from the Bank for failure to take a vacation or sick leave, nor shall he be able to accumulate unused vacation or sick leave from one year to the next; provided, however, such Executive may carry forward from year to year a maximum of ten days of unused vacation leave.

  • Volunteer Firefighting Leave Leave without pay will be granted when an employee who is a volunteer firefighter is called to duty to respond to a fire, natural disaster or medical emergency.

  • Extended Leave of Absence Professional employees who have attained renewable contract status may request extended leaves of absence for one (1) year without pay under any one of the circumstances listed in this section. All requests for such extended leave of absence will be applied for and granted or rejected in writing. Such application will be reviewed by the principal and superintendent. If the latter approves, he/she will recommend that the leave be granted by the Board. An employee returning from an extended leave will be assigned to the same position as that which he/she held before assuming the leave, providing that position still exists. By mutual agreement between the employer and the employees, he/she may be given a different assignment. Extended leaves of absence may be requested under, but not limited to, the following: 1. To serve in a county, state, or national public office. 2. To care for a sick member of the immediate family. 3. To serve as an exchange teacher or an overseas teacher. 4. To accept a sabbatical leave.