Common use of Job Protected Alternative Leave (JPAL Clause in Contracts

Job Protected Alternative Leave (JPAL. Unit IV employees whose work assignment does not permit them to meet the service hours requirement under FMLA and who have at least one thousand (1,000) hours of service in the 12 months prior to the commencement of their requested leave shall be entitled to Job Protected Alternative leave (JPAL). Said leave shall be administered according to the following: A. Eligible employees who are approved for JPAL, are entitled to use 12 weeks of leave within a 12- month period. The method used to establish the twelve (12) month period shall be the “twelve-month period measured forward” from the first date an employee takes JPAL. B. JPAL shall run concurrently with other paid leaves. C. JPAL may be used for serious health conditions of those persons covered by "illness in immediate family" as defined by this agreement. D. If a Unit IV employee is on Assault Leave or a leave covered by workers’compensation, such leave shall be governed by the explicit provisions of this agreement. E. Continuation with employee healthcare benefits will be administered in accordance with the provisions of the FMLA. An employee can elect to pay their share of healthcare premiums during the period of leave or defer payments until JPAL has ended. F. Intermittemt leave may only be taken pursuant to a JPAL-qualifying treatment plan(as documented via a Department of Labor certification form). G. Upon return from JPAL, AACPS shall reassign an employee whose absence was sixty (60) days or less to their original position with their job classification, as their assigned location. Re-assignment to an equivalent position within their job classification and/or an alternative location is permitted only (a) if the original position at the assigned location has been eliminated, or (b) after conferring with the union in other unusual circumstances. Upon return from an absence that exceeds sixty (60) days, the Unit IV employee shall be placed in an equivalent position within their job classification that does not result in a decrease in hourly rate of pay or length of work year. H. All paid leave that runs concurrently with JPAL shall be considered time worked for purposes of determining seniority. I. Employees who have accrued paid leave remaining at the conclusion of JPAL will be permitted to use that leave in accordance with federal, state, and local law, and AACPS leave policies.

Job Protected Alternative Leave (JPAL. (A) Unit IV III employees whose work assignment FTE does not permit them to meet the service hours requirement under FMLA and who have at least one thousand (1,000) hours of service requirement under FMLA, may be eligible for alternative Job Protected Leave (“JPAL”) if they work 87% of their total duty hours in the 12 months prior to the commencement of their requested leave shall be entitled to Job Protected Alternative leave leave. (JPAL). Said leave shall be administered according to the following: A. B) Eligible employees who are approved for JPAL, are entitled to use 12 weeks of leave within a 12- 12 month period. The method used to establish the twelve (12) month period shall be the “twelve-month period measured forward” from the first date an employee takes JPAL. B. (C) Upon receiving notification of an FMLA qualifying event, AACPS may designate leave JPAL leave. Employees may use up to ten (10) weeks (including days granted by the Sick Leave Bank) after which time JPAL shall run concurrently with other concurrently. Employee may elect whether to use available paid leavesleave while on JPAL leave. C. (D) JPAL may be used for serious health conditions of those persons covered by "illness in immediate family" as defined by this agreement. D. (E) If a Unit IV III employee is on Assault Leave paid leave because of his or her own serious health condition, and such leave is pursuant to a sick leave bank grant or is covered by workers’compensationworkers' compensation, such leave shall would be governed by exempt from the explicit provisions of this agreementUnit III employee's JPAL entitlement, if event was non-FMLA qualified. E. (F) Continuation with employee healthcare benefits will be administered in accordance with the provisions of the FMLAoccur while on JPAL. An employee can elect to pay their share of healthcare premiums during the period of leave or defer payments until JPAL has ended. F. Intermittemt (G) Intermittent leave may can only be taken pursuant to for a JPAL-qualifying medically necessary scheduled treatment plan(as documented via a Department of Labor certification form)regimen. G. Upon (H) Except in unusual circumstances, upon return from JPALJPAL leave, AACPS shall reassign an employee a Unit III member whose period of absence was does not exceed sixty (60) days or less duty days, will return to their original position with their job classification, as their assigned locationhis/her position. Re-assignment to an equivalent position within their job classification and/or an alternative location is permitted only (a) if the original position at the assigned location has been eliminated, or (b) after conferring with the union in other unusual circumstances. Upon return from When an absence that exceeds extends beyond sixty (60) duty days, the Unit IV employee shall III member may be placed in an equivalent position within their job classification that does not result in a decrease in hourly rate of pay or length of work yearposition. H. All paid leave that runs concurrently with JPAL shall be considered time worked for purposes of determining seniority. I. Employees who have accrued paid leave remaining at the conclusion of JPAL will be permitted to use that leave in accordance with federal, state, and local law, and AACPS leave policies.