A. You accrue seniority while you are on paid FMLA leave. You do not accrue any seniority while on unpaid FMLA leave.

If you are an "eligible" employee, you are entitled to 12 weeks of leave for certain family and medical reasons during a 12-month period.

Employees are eligible to take FMLA leave if they have worked for their employer for at least 12 months, and have worked for at least 1,250 hours over the previous 12 months, and work at a location where at least 50 employees are employed by the employer within 75 miles.

Generally, no. It is unlawful for any employer to interfere with or restrain or deny the exercise of any right provided under this law. Employers cannot use the taking of FMLA leave as a negative factor in employment actions, such as hiring, promotions or disciplinary actions; nor can FMLA leave be counted under "no fault" attendance policies.

If you are an "eligible" employee who has met FMLA’s notice and certification requirements (and you have not exhausted your FMLA leave entitlement for the year), you may not be denied FMLA leave.

The Family and Medical Leave Act, effective August 5, 1993, requires an employer to maintain coverage under any group health plan for an employee on FMLA leave under the same conditions coverage would have been provided if the employee had continued working. Coverage provided under the FMLA is not COBRA coverage, and FMLA leave is not a qualifying event under COBRA.

Hours spent on leave without pay are not included in computing seniority, but all hours spent on approved leaves with pay and on military leave (with or without pay) count for seniority accrual.

Yes. FMLA permits you to take leave to receive "continuing treatment by a health care provider," which can include recurring absences for therapy treatments such as those ordered by a doctor for physical therapy after a hospital stay or for treatment of severe arthritis.

The FMLA requires that employees be restored to the same or an equivalent position. If an employee was eligible for a bonus before taking FMLA leave, the employee would be eligible for the bonus upon returning to work. The FMLA leave may not be counted against the employee. For example, if an employer offers a perfect attendance bonus, and the employee has not missed any time prior to taking FMLA leave, the employee would still be eligible for the bonus upon returning from FMLA leave.

Yes. Pregnancy disability leave or maternity leave for the birth of a child would be considered qualifying FMLA leave for a serious health condition and may be counted in the 12 weeks of leave so long as the employer properly notifies the employee in writing of the designation. In most situations, the employer cannot count leave as FMLA leave retroactively. Remember, the employee must be notified in writing that an absence is being designated as FMLA leave.

The amounts vary based on the bargaining unit. In general, for benefited positions the City celebrates 13 holidays and City Hall is closed for ten of those holidays. New employees earn two weeks vacation time and 96 hours of sick leave per year.

QAS employees (except Casuals) accrue Annual Leave and Sick Leave. They are also entitled to access Family Leave and Bereavement Leave. All employees (including Casuals) accrue Long Service Leave. Annual Leave is paid holiday time accrued for each completed year of employment. Paramedics who are required to work shift work and on public holidays accrue six weeks and two days annual leave. Leave Loading will be paid at the rate of 13.67% for Annual Leave.

Employees may accrue up to 64 vacation days -- 480 hours for full-time employees who work 37.5 hours per week or 512 hours for full-time employees who work 40 hours per week. Any vacation hours in excess of 64 days on the last day of the second pay period of April and October of each year will be converted to sick leave during the next pay cycle. Employees are responsible for reviewing their accrued leave balances on their pay advices and using their leave accordingly.

employee’s spouse, children (son or daughter), and parents are immediate family members for purposes of FMLA. The term "parent" does not include a parent "in-law".

Absence of four days or more plus medical treatment two or more times (also includes one treatment and continuing medical supervision)

A. If the need for your leave is foreseeable, you must provide advance written notice to your supervisor using the Leave Request Form available in the Office of Human Resources (HR) or at their website: http://hr.cocc.edu under forms. Also, please contact Human Resources immediately at 383-7216 for an appointment to discuss your rights and responsibilities.

Eligible employees are entitled to up to 12 weeks of leave during a 12-month period for certain family and medical reasons.

A staff member who has met the eligibility requirements for FMLA can take up to 12 weeks of unpaid leave within a 12-month rolling calendar from the date the FMLA leave begins.

They also earn annual leave (AL) of either 4, 6, or 8 hours, dependent upon their leave category determined by their service computation date. to 15 years of service - 6 hours of AL each pay period and (an extra 4 hours added at the end of each year)

Classified employees may accumulate vacation leave to 30 working days. Leave over the 30 days must be used by the first of the anniversary month. Leave over the 30 working days not used by the first of the anniversary month will automatically be lost. Administrative employees may accrue any vacation leave balance, but are limited to the use of 30 working days in a fiscal year and can not be cashed out, upon separation, for more than 30 working days. All leave must be approved in advance of use

Employees may accumulate vacation at twice their annual accrual. Maximum accruals are identified in HR Policy 402 Vacations. Vacation and sick leave are accrued every Monday for non-exempt employees based on years of service. Exempt employees accrue on the 15th of each month. Vacation time is accrued during the probationary period but it cannot be used until the probationary period has been completed. You receive four (4) personal days every year on your anniversary date.

Seniority rights are based on length of actual paid service in a specific tenure area, and apply to both tenured and probationary teachers. If a school district abolishes teaching positions, seniority is the sole criterion in determining which teachers are laid off, and subsequently recalled should a vacancy in the teacher's tenure area occur within seven years.

If you are out on leave of absence not covered by FMLA, you are responsible for the full cost of any benefits you have elected (i.e. the employee and employer subsidy). Please contact your human resources representative for more information.

Answer: If you are an "eligible" employee, you are entitled to 12 weeks of leave for certain family and medical reasons during a 12-month period. See C.F.R. 825.200 Answer: It can. FMLA leave and workers compensation leave can run together, provided the reason for the absence is due to a qualifying serious illness or injury and the employer properly notifies the employee in writing that the leave will be counted as FMLA leave. See C.F.R. 825.207(2) Answer: Yes.

FMLA and CFRA grant you the right to unpaid leave. However, through your employee benefit package, you may choose to use your appropriate leave balances during your FMLA/CFRA leave. Use of your County leave balances is based on your MOU, compensation plan, or contract.

You must tell your supervisor of your need for leave at least 30 days before your leave begins if possible. Examples of leave requiring a 30-day notice include an expected birth, a placement for adoption or foster care, or planned medical treatment for you or your family member's serious health condition.

The entitlement lasts up to a total of 12 work weeks within a calendar year, which, once FMLA leave is first used, dates from that same day 12 months later. The city adopted the "rolling" year concept, so the 12 month period is calculated from the first day of the previous year's use. A new entitlement begins on the anniversary of that first use and each new entitlement 12 months later is earned according to the schedule it was first used.

a block of time up to 12 weeks and/or intermittently or on a reduced leave schedule. Intermittent means leave taken in separate blocks of time due to a single qualifying reason. A reduced leave schedule is an agreed upon reduction of an employee's usual number of working hours per workweek, or hours per workday. A reduced leave schedule is a change in the employee's schedule for a period of time, normally from full-time to part-time.