Common use of Use of Accrued Clause in Contracts

Use of Accrued. Paid Leave During FML FML is unpaid unless an employee uses accrued paid leave (sick leave, vacation leave, or compensatory time off) during FML as provided in this section: 1) An employee on an approved FML to care for a family member with a serious health condition, may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation time before taking FML without pay. If the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. Up to thirty (30) days of accrued sick leave per year may be used during FML when FML is taken to care for a family member with a serious health condition under this section pursuant to Article 38 - Sick Leave, Section B.3.b. 2) An employee on an approved FML for Parental Leave may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation time before taking FML without pay. If the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. 3) An employee on an approved FML for his/her own serious health condition shall use accrued sick leave in accordance with the University's disability plan or as provided under Article 46 - Work Incurred Injury or Illness, if applicable. Employees not eligible for University disability benefits and who are not on leave due to a work- incurred illness or injury shall use all accrued sick leave prior to taking FML without pay. An employee may also use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation before taking FML without pay. However, if the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. 4) For an employee’s use of accrued leave while on Pregnancy Disability Leave, see Section E.5. 5) For an employee’s use of accrued paid leave while on Military Caregiver Leave, see Section D.6.e. 6) For an employee’s use of accrued paid leave while on Qualifying Exigency Leave, see Section D.7.e.

Use of Accrued. Paid Leave During FML Leave 1) FML is unpaid unless an employee uses unpaid, except for the use of sick leave and/or the use of accrued paid leave (sick leavevacation, vacation leave, or compensatory time off) during FML as provided in this sectionArticle: 1) An employee on an approved FML to care for a family member with a serious health condition, may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation time before taking FML without pay. If the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. Up to thirty (30) days of accrued sick leave per year may be used during FML when FML is taken to care for a family member with a serious health condition under this section pursuant to Article 38 - Sick Leave, Section B.3.b. 2) An employee on an approved FML for Parental Leave may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation time before taking FML without pay. If the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. 3) An employee on an approved FML for hisher/her his own serious health condition shall condition: a) Shall use accrued sick leave in accordance with the University's disability plan or as provided under Article 46 - Work Incurred Injury or Illness, if applicable. Employees requirements; or b) If not eligible for University disability benefits and who are not on leave due to as a work- result of a work-incurred illness injury or injury illness, shall use all accrued sick leave prior to taking FML leave without pay. ; or c) If on leave due to a work-incurred injury or illness, may use accrued sick leave as provided in Article 47 - Work Incurred Injury or Illness. 3) An employee may also on FML for her/his own serious health condition shall use accrued compensatory vacation time off (prior to taking leave without pay, if all accrued sick leave has been exhausted. 4) An employee on FML to care for a family member with a serious health condition or taking FML as Military Caregiver Leave may use sick leave in accordance with Article 13 – Hours of Work) or 36 - Sick Leave, Section B.3., and shall use accrued vacation before taking FML without pay. However, if the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit time prior to taking FML leave without pay. 45) For an employee’s use of accrued leave while An employee on FML for Pregnancy Disability Leave, see Section E.5. 5) For an employee’s Leave shall use all accrued sick leave before taking leave without pay and shall have the option to use accrued vacation time or Compensatory Time Off instead of accrued paid taking leave while on Military Caregiver Leave, see Section D.6.ewithout pay. 6) For an employee’s An employee taking FML as Parental Leave shall use of accrued paid vacation time prior to taking leave while on without pay. 7) An employee taking FML as Qualifying Exigency Leave, see Section D.7.eLeave shall use accrued vacation time prior to taking leave without pay. 8) An employee on FML for any reason other than Pregnancy Disability Leave may not use Compensatory Time Off instead of taking leave without pay.

Use of Accrued. Paid Leave During FML FML is unpaid unless an employee uses accrued paid leave (sick leave, vacation leave, or compensatory time off) during FML as provided in this section: 1) i. An employee on an approved FML to care for a family member with a serious health condition, may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation time before taking FML without pay. If the employee's vacation leave accrual is at maximum, maximum the employee will be required to use at least 10% of the vacation leave credit prior to taking FML leave without pay. Up to thirty (30) days of accrued sick leave per year may be used during FML when FML is taken to care for a family member with a serious health condition under this section pursuant to Article 38 - – Sick Leave, Section B.3.b. 2) ii. An employee on an approved FML for Parental Leave may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation time before taking FML without pay. If the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML leave without pay. 3) iii. An employee on an approved FML for his/her own serious health condition condition, shall use accrued sick leave in accordance with the University's disability plan or as provided under Article 46 - 45 – Work Incurred Injury or Illness, if applicable. Employees not eligible for University disability benefits and who are not on leave due to a work- work-incurred illness or injury shall use all accrued sick leave prior to taking FML without pay. An employee may also use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation before taking an FML leave without pay. However, if the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML leave without pay. 4) iv. For an employee’s use of accrued leave while on Pregnancy Disability Leave, Leave see Section E.5. 5) v. For an employee’s use of accrued paid leave while on Military Caregiver Leave, see Section D.6.e. 6) vi. For an employee’s use of accrued paid leave while on Qualifying Exigency Leave, see Section D.7.e.

Use of Accrued. Paid Leave During FML FML is unpaid unless an employee uses accrued paid leave (sick leave, vacation leave, or compensatory time off) during FML as provided in this section:Leave 1) An employee on an approved FML to care for a family member with a serious health condition, condition may elect to use accrued compensatory time off in accordance with Article 13 – Hours of Work prior to beginning FML. An employee may, at the discretion of the University, elect to use accrued vacation time before taking a FMLA leave without pay. If the employee’s vacation leave accrual is at maximum the employee will be required to use at least 10% of the vacation leave credit prior to taking leave without pay. Up to five (5) days of accrued sick leave per year may be substituted for FML taken to care for a family member with a serious health condition under this section pursuant to Article 36 – Sick Leave, Section B.3.c. 2) An employee on an approved Parental Leave may elect to use accrued compensatory time off in accordance with Article 13 – Hours of Work) or , prior to beginning FML. An employee may elect to use accrued vacation time before taking FML a FMLA leave without pay. If the employee's ’s vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML leave without pay. Up to thirty (30) days of accrued sick leave per year may be used during FML when FML is taken to care for a family member with a serious health condition under this section pursuant to Article 38 - Sick Leave, Section B.3.b. 23) An employee on an approved FML leave for Parental Leave his/her own serious health condition shall use accrued sick leave in accordance with the University’s disability plan or as provided under Article 42 – Work-Incurred Injury or Illness, if applicable. Employees not eligible for University disability benefits and who are not on leave due to a work-incurred illness or injury shall use all accrued sick leave prior to taking medical leave without pay. An employee may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or Work prior to beginning FML. An employee may also use accrued vacation time before taking FML a FMLA leave without pay. If However, if the employee's ’s vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. 3) An employee on an approved FML for his/her own serious health condition shall use accrued sick leave in accordance with the University's disability plan or as provided under Article 46 - Work Incurred Injury or Illness, if applicable. Employees not eligible for University disability benefits and who are not on leave due to a work- incurred illness or injury shall use all accrued sick leave prior to taking FML without pay. An employee may also use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation before taking FML without pay. However, if the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. 4) For an employee’s use of accrued leave while on Pregnancy Disability Leave, see Section E.5C.6.e. 5) For an employee’s use of accrued paid leave while on Military Caregiver Leave, see Section D.6.eD.5.e. 6) For an employee’s use of accrued paid leave while on Qualifying Exigency Leave, see Section D.7.eD.6.e.

Use of Accrued. Paid Leave During FML FML is unpaid unless an employee uses unpaid, except for the use of accrued paid sick leave (sick leaveand/or the use of accrued vacation, vacation leave, or compensatory time off) during FML as provided in this sectionAppendix: a. A Librarian on FML for the Librarian’s own serious health condition: 1) An employee shall use accrued sick leave in accordance with the University’s disability plan requirements; or 2) Librarians not eligible for University disability benefits and not on an approved leave due to a work-incurred injury or illness may use all accrued sick leave prior to taking leave without pay; or 3) if the Librarian is on FML due to a work-incurred injury or illness, the Librarian may use accrued sick leave and shall use all accrued vacation leave prior to taking leave without pay; or 4) if sick leave is exhausted, a Librarian may elect to use accrued vacation time prior to taking leave without pay. b. A Librarian on FML to care for a family member with a serious health conditioncondition or taking FML as Military Caregiver Leave may use accrued sick leave in accordance with Article 20 - Sick Leave, Section B., or a Librarian may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation time before taking FML without pay. If the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. Up to thirty (30) days of accrued sick leave per year may be used during FML when FML is taken to care for a family member with a serious health condition under this section pursuant to Article 38 - Sick Leave, Section B.3.b. 2) An employee on an approved FML for Parental Leave may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation time before taking FML without pay. If the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. 3) An employee c. A Librarian on an approved FML for his/her own serious health condition Pregnancy Disability Leave shall use accrued sick leave in accordance with the University's ’s disability plan or as provided under Article 46 - Work Incurred Injury or Illness, if applicablerequirements. Employees not eligible for University disability benefits and who are not on leave due to a work- incurred illness or injury shall use all accrued If sick leave prior is exhausted, the Librarian may elect to taking FML without pay. An employee may also use accrued compensatory vacation time off (in accordance with Article 13 – Hours of Work) or accrued vacation before taking FML without pay. However, if the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. 4d. A Librarian taking FML as Parental Leave may use up to thirty (30) For an employee’s use days of accrued sick leave, and may also elect to use accrued vacation time before taking leave while on Pregnancy Disability Leave, see Section E.5without pay. 5) For an employee’s use of accrued paid leave while on Military Caregiver Leave, see Section D.6.e. 6) For an employee’s use of accrued paid leave while on e. A Librarian taking FML as Qualifying Exigency Leave, see Section D.7.eLeave may use accrued vacation time prior to taking leave without pay.

Use of Accrued. Paid Leave During FML Leave 1) FML is unpaid unless an employee uses unpaid, except for the use of sick leave and/or the use of accrued paid leave (sick leavevacation, vacation leave, or compensatory time off) during FML as provided in this sectionArticle: 1) An employee on an approved FML to care for a family member with a serious health condition, may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation time before taking FML without pay. If the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. Up to thirty (30) days of accrued sick leave per year may be used during FML when FML is taken to care for a family member with a serious health condition under this section pursuant to Article 38 - Sick Leave, Section B.3.b. 2) An employee on an approved FML for Parental Leave may elect to use accrued compensatory time off (in accordance with Article 13 – Hours of Work) or accrued vacation time before taking FML without pay. If the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit prior to taking FML without pay. 3) An employee on an approved FML for hisher/her his own serious health condition shall condition: a) Shall use accrued sick leave in accordance with the University's disability plan or as provided under Article 46 - Work Incurred Injury or Illness, if applicable. Employees requirements; or b) If not eligible for University disability benefits and who are not on leave due to as a work- result of a work-incurred illness injury or injury illness, shall use all accrued sick leave prior to taking FML leave without pay. ; or c) If on leave due to a work-incurred injury or illness, may use accrued sick leave as provided in Article 47 - Work Incurred Injury or Illness. 3) An employee may also on FML for her/his own serious health condition shall use accrued compensatory vacation time off (prior to taking leave without pay, if all accrued sick leave has been exhausted. 4) An employee on FML to care for a family member with a serious health condition or taking FML as Military Caregiver Leave may use sick leave in accordance with Article 13 – Hours of Work) or 36 - Sick Leave, Section B.3., and shall use accrued vacation before taking FML without pay. However, if the employee's vacation leave accrual is at maximum, the employee will be required to use at least 10% of the vacation leave credit time prior to taking FML leave without pay. 45) For an employee’s use of accrued leave while An employee on FML for Pregnancy Disability Leave, see Section E.5. 5) For an employee’s Leave shall use of all accrued paid sick leave while on Military Caregiver Leave, see Section D.6.e.before taking leave without pay and shall have the option to use accrued vacation time or Compensatory Time 6) For an employee’s An employee taking FML as Parental Leave shall use of accrued paid vacation time prior to taking leave while on without pay. 7) An employee taking FML as Qualifying Exigency Leave, see Section D.7.eLeave shall use accrued vacation time prior to taking leave without pay. 8) An employee on FML for any reason other than Pregnancy Disability Leave may not use Compensatory Time Off instead of taking leave without pay.