Intermittent Leave or Leave on a Reduced Leave Schedule Sample Clauses

The "Intermittent Leave or Leave on a Reduced Leave Schedule" clause allows an employee to take leave in separate blocks of time or by reducing their usual weekly or daily work schedule, rather than taking leave all at once. For example, an employee might use this provision to attend ongoing medical treatments or to care for a family member intermittently, taking a few hours or days off as needed. This clause provides flexibility for employees facing ongoing or recurring needs, ensuring they can address personal or family health issues without having to exhaust their entire leave in a single, continuous period.
Intermittent Leave or Leave on a Reduced Leave Schedule. An employee must request to use available leave intermittently or on a reduced leave schedule. Where leave is requested in connection with a serious health condition of the employee or his or her immediate family member, the request for leave must be supported with a certification from the health care provider that such leave is medically necessary and stating the expected duration and schedule of such leave. There must be a medical need for the leave and evidence that the medical need can best be accommodated through an intermittent or reduced leave schedule. Any eligible employee seeking leave on an intermittent or reduced leave basis must obtain and complete a request for leave and must submit the medical certification required. Intermittent or reduced leave may also be taken in connection with the birth or because of the placement for adoption or ▇▇▇▇▇▇ care of a child. However, intermittent leave or leave on a reduced leave schedule for this purpose may only be taken with the approval of the District. In either instance, whether because such leave is medically necessary or in connection with the birth or placement of a child, the employee must try to schedule the leave so as not to unduly disrupt the District's operations. In the event the employee takes intermittent leave or reduced leave the District reserves the right to place the employee in an alternative position, which better accommodates intermittent or reduced leave. When an instructional employee requests intermittent or reduced leave for planned medical treatment for more than twenty percent (20%) of the total number of working days in the period during which the leave would be used, the District may require the employee to elect either to (1) take leave for a "particular duration" or time which is not greater than the duration of the planned treatment, or (2) be transferred to an alternative position. If the instructional employee requesting intermittent leave or leave on a reduced leave schedule does not give proper notice as required the District may deny the taking of leave until thirty (30) days after notice was provided, or may require the employee to take leave for either a "particular duration" or accept an alternative position.
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Intermittent Leave or Leave on a Reduced Leave Schedule. If an employee requests intermittent leave (a few days or hours at a time) or on a reduced leave schedule to care for an immediate family member with a serious health condition, the employee must provide medical certification that such leave is medically necessary. “
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Intermittent Leave or Leave on a Reduced Leave Schedule. If an employee requests leave intermittently (a few days or hours at a time) or a reduced leave schedule for reasons covered under the FMLA or CFRA, the employee must provide medical certification that such intermittent leave is medically necessary. “Medically necessary” means there must be a medical need for the leave and that the leave can best be accomplished through an intermittent or reduced leave schedule. Employee shall be informed that granted FMLA leave will be deducted from employees 12 week allowance.
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Related to Intermittent Leave or Leave on a Reduced Leave Schedule

  • 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.

  • 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.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Parental Leave of Absence A. A female unit member may use any or all accumulated leave during pre- and post-natal care for that period of time she is temporarily disabled, as determined by the unit member and her physician. B. A female unit member desiring to use any or all accumulated leave during a period of pregnancy or postnatal care should state this in writing to the Office of Human Resources and Employee Relations. C. A female unit member who uses any or all accumulated leave as a temporary disability during pre- and post-natal care must return to active service as soon as her physical health permits according to her physician; unless she requests a leave of absence without pay or she resigns. D. A female unit member who does not wish to use any or all accumulated leave during pre- and/or postnatal care shall be granted a leave of absence without pay provided that a reasonable notice in writing to the Office of Human Resources and Employee Relations is made in advance. E. A unit member using a leave of absence without pay for pre-natal care, adoption, post-natal care and/or child rearing (not to exceed a period of one (1) year in duration) shall have the opportunity to continue benefit programs provided to unit members. Unit members with at least one (1) year experience with the ▇▇▇▇▇▇▇ County Board of Education will be required after the first twelve (12) weeks to assume the Board's share of the premium in addition to any premiums he/she theretofore paid for dependent coverage and shall be offered employment upon expiration of such leave in the first available position for which he/she is certified within two (2) years from the ending date of the leave, provided that a written, advanced request is made to the Office of Human Resources and Employee Relations for re-employment which includes the anticipated date of return. If the return is within ninety (90) duty days and such return is stipulated at the beginning of the leave, the same position shall be offered. F. Adoptive parents may use up to twelve (12) weeks in compliance with Family Medical Leave Act (FMLA) of accumulated leave for the purpose of adoption and/or bonding. G. If using combined sick leave and leave without pay unit members who have at least one (1) year experience with the ▇▇▇▇▇▇▇ County Board of Education will have premiums paid for a total of twelve (12) weeks per year in accordance with the terms of the FMLA, and have teaching position held prior to such leave.