Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
Brown Cafe UPS Forum
UPS Discussions
having a baby
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="705red" data-source="post: 510223" data-attributes="member: 5229"><p><strong>Article 16 Section 4. Maternity and Paternity Leave</strong> </p><p>It is understood that maternity leave for female employees shall be granted</p><p>with no loss of seniority for such period of time as her doctor shall determine</p><p>that she is physically unable to return to her normal duties and maternity</p><p>leave must comply with applicable state and federal laws.</p><p></p><p>A light duty request, certified in writing by a physician, shall be granted in</p><p>compliance with state or federal laws, if applicable.</p><p> </p><p></p><p>Paternity leave shall be granted in accordance with Section 6 of this Article</p><p>with the exception of employees not able to meet the qualifications set out in</p><p>Section 6, who shall be granted leave not to exceed one (1) week.</p><p></p><p>Notwithstanding any provision to the contrary in any Supplement, Rider, or</p><p>Addenda, an employee shall be allowed to designate in any vacation year</p><p>paid time off up to twenty (20) days, to be used in the next vacation year, in</p><p>accordance with this paragraph. Any paid time off that is provided on a</p><p>weekly basis can only be banked in weekly increments. The accrued paid</p><p>time off may be used in the next vacation year to cover any period of time</p><p>that (1) the employee is determined to be unable to perform her job due to</p><p>pregnancy (for the father, time off is requested due to the birth) and (2) is not</p><p>covered by the FMLA, existing disability plans or other paid time off. If the</p><p>accrued time off is not used in that year, it will be paid to the employee</p><p>within two (2) weeks of the request. If the vacation is not used as part of the</p><p>leave, and it would have originally been taken in that vacation year, the</p><p>employee shall also have the option of rescheduling the unused vacation as</p><p>time off in accordance with local practice.</p><p></p><p> </p><p> </p><p></p><p><strong>Section 6. Family and Medical Leave Act (FMLA)</strong> </p><p>All employees who have worked for the Company for a minimum of twelve</p><p>(12) months and worked at least 1250 hours during the past twelve (12)</p><p>months are eligible for unpaid leave as set forth in the Family and Medical</p><p>Leave Act of 1993.</p><p></p><p></p><p>Additionally, any employee not covered above, that has worked for the</p><p>Company for a minimum of thirty-six (36) months and accrued at least 625</p><p>paid hours during the past twelve (12) months is eligible for unpaid leave as</p><p>set forth below, except that the amount of leave allowed will be computed at</p><p>one half (1/2) of the time provided by the FMLA.</p><p></p><p></p><p>Eligible employees are entitled up to a total of 12/6 weeks of unpaid leave</p><p>during any twelve (12) month period for the following reasons:</p><p></p><p></p><p>1. Birth of a child;</p><p></p><p></p><p>2. Adoption, or placement for foster care;</p><p></p><p></p><p>3. To care for a spouse, child, or parent of the employee due to a serious</p><p>health condition;</p><p></p><p></p><p>4. A serious health condition of the employee.</p><p></p><p></p><p>The employee�s seniority rights shall continue as if the employee had not</p><p>taken leave under this section, and the Employer will maintain health</p><p>insurance coverage during the period of the leave.</p><p></p><p></p><p>The Employer may require the employee to substitute accrued paid vacation</p><p>or other paid for leave for part of the 12/6 week leave period.</p><p></p><p></p><p>The employee is required to provide the Employer with at least thirty (30)</p><p>days advance notice before FMLA leave begins if the need for leave is</p><p>foreseeable. If the leave is not foreseeable, the employee is required to give</p><p>notice as soon as practicable. The Employer has the right to require medical</p><p>certification of a need for leave under this Act. In addition, the Employer has</p><p>the right to require a second (2nd) opinion at the Employer�s expense.</p><p></p><p>The provisions of this section are in response to the Federal Act and shall not</p><p>supersede any state or local law which provides for greater employee rights.</p></blockquote><p></p>
[QUOTE="705red, post: 510223, member: 5229"] [B]Article 16 Section 4. Maternity and Paternity Leave[/B] It is understood that maternity leave for female employees shall be granted with no loss of seniority for such period of time as her doctor shall determine that she is physically unable to return to her normal duties and maternity leave must comply with applicable state and federal laws. A light duty request, certified in writing by a physician, shall be granted in compliance with state or federal laws, if applicable. Paternity leave shall be granted in accordance with Section 6 of this Article with the exception of employees not able to meet the qualifications set out in Section 6, who shall be granted leave not to exceed one (1) week. Notwithstanding any provision to the contrary in any Supplement, Rider, or Addenda, an employee shall be allowed to designate in any vacation year paid time off up to twenty (20) days, to be used in the next vacation year, in accordance with this paragraph. Any paid time off that is provided on a weekly basis can only be banked in weekly increments. The accrued paid time off may be used in the next vacation year to cover any period of time that (1) the employee is determined to be unable to perform her job due to pregnancy (for the father, time off is requested due to the birth) and (2) is not covered by the FMLA, existing disability plans or other paid time off. If the accrued time off is not used in that year, it will be paid to the employee within two (2) weeks of the request. If the vacation is not used as part of the leave, and it would have originally been taken in that vacation year, the employee shall also have the option of rescheduling the unused vacation as time off in accordance with local practice. [B]Section 6. Family and Medical Leave Act (FMLA)[/B] All employees who have worked for the Company for a minimum of twelve (12) months and worked at least 1250 hours during the past twelve (12) months are eligible for unpaid leave as set forth in the Family and Medical Leave Act of 1993. Additionally, any employee not covered above, that has worked for the Company for a minimum of thirty-six (36) months and accrued at least 625 paid hours during the past twelve (12) months is eligible for unpaid leave as set forth below, except that the amount of leave allowed will be computed at one half (1/2) of the time provided by the FMLA. Eligible employees are entitled up to a total of 12/6 weeks of unpaid leave during any twelve (12) month period for the following reasons: 1. Birth of a child; 2. Adoption, or placement for foster care; 3. To care for a spouse, child, or parent of the employee due to a serious health condition; 4. A serious health condition of the employee. The employee�s seniority rights shall continue as if the employee had not taken leave under this section, and the Employer will maintain health insurance coverage during the period of the leave. The Employer may require the employee to substitute accrued paid vacation or other paid for leave for part of the 12/6 week leave period. The employee is required to provide the Employer with at least thirty (30) days advance notice before FMLA leave begins if the need for leave is foreseeable. If the leave is not foreseeable, the employee is required to give notice as soon as practicable. The Employer has the right to require medical certification of a need for leave under this Act. In addition, the Employer has the right to require a second (2nd) opinion at the Employer�s expense. The provisions of this section are in response to the Federal Act and shall not supersede any state or local law which provides for greater employee rights. [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
Brown Cafe UPS Forum
UPS Discussions
having a baby
Top