2025-462-E-DEAPR-Recreation Factory Partners-portsplex Management Agreement

Browse Search

27 2. An employee’s entitlement to a Family Leave for the birth or placement of a son or daughter ends 12 months after the date of birth or placement. The maximum total amount of time available to both spouses for a Family Leave for birth or placement of a child or for the care of a parent (but not a parent-in-law) with a Serious Health Condition is twelve (12) workweeks during a twelve (12) month period as defined above, if both are employed by the company. 3. Any applicable paid leave or unpaid leave will run concurrently with Family and Medical Leave. Employees must exhaust all vacation and personal time off during a Family or Medical Leave of Absence, as permitted by law. If paid leave is exhausted, the remainder of the leave, up to 12 weeks (if available), will be unpaid. Intermittent or Reduced Schedule Leave: A Family Leave may be taken on an intermittent or reduced schedule where such schedule is medically necessary. Time off work on an intermittent or reduced schedule leave schedule will be charged proportionally against an employee’s twelve (12) workweek entitlement. For intermittent leave or leave on a reduced schedule, there must be a medical need for leave (as distinguished from voluntary treatments and procedures) and it must be that such medical leave can best be accommodated through an intermittent or reduced leave schedule. Employees who require intermittent leave or leave on a reduced schedule must attempt to schedule the leave so as not to disrupt business operations. If the leave is required for medical treatment, the employee should consult with his or her supervisor and make a reasonable effort to schedule the leave so as to not disrupt unduly the company’s operations. When notice is given of the need for leave, the employee may be required to attempt to reschedule the treatment, subject to the ability and approval of the health care provider. In addition, an employee may be temporarily assigned to an alternative position with equivalent pay and benefits that better accommodates his or her intermitted or reduced leave schedule. Intermittent leave or leave on reduced schedule requested because of a birth or placement of a son or daughter shall be taken only upon management agreement. Effect on Health Insurance: Group medical insurance, where applicable, shall be continued in effect for any employee who is on an approved Family or Medical Leave pursuant to this section. If the employee who is on an approved Family or Medical Leave, the employee contribution will be made in the same way as it would have been made had the employee been working. If the leave is unpaid, the employee must make arrangements prior to the first (1st) day of leave (when possible) for his or her premium contribution amount to be paid directly to the Orange County SportsPlex in accordance with normal pay schedules. The company may recover the amount of the employee’s share of the premium paid by the company to keep the employee’s medical insurance in effect. In addition to this amount, if the employee fails to return from unpaid Family or Medical Leave, the company may recover any costs incurred to keep the insurance in effect, unless the employee failed to return because of a Serious Health Condition and as otherwise permitted by law. The amounts owed by the employee to the company shall be deducted from amounts owed to the employee by the company to the extent permitted by law. Return to Work: An employee who has been on a Family and Medical Leave of Absence for his/her own serious health condition shall provide to his or her manager a medical certification fitness for duty report that he or Docusign Envelope ID: 177AA06A-30B4-42FF-A85A-78B5A7C51DBE