Fmla Forms For Citi Bank: Fill & Download for Free

The answer to this question depends on the country that you live in as different have different labor law standards. I live in Canada and so my answer will naturally hinge on Canadian standards. However, I will do my best to touch on some other countries. But, let's begin with Canada:The intent of the casual leave is to enable an employee to take time off from his/her duty to meet an unforeseen, urgent or important need. However, this should not be frequently taken leave. It should not be misconstrued either as a matter of right or allowed as an excuse for absence without notice repeatedly. Employees are entitled to up to three full days of job-protected unpaid sick leave every calendar year, whether they are employed on a full or part-time basis. There is no pro-rating of the three-day entitlement. Employees can take the leave in part days, full days or in periods of more than one dayMost employees have the right to take up to three days of unpaid job-protected leave each calendar year due to personal illness, injury or medical emergency. This is known as sick leave. Special rules apply to some occupations.Employees are entitled to up to three sick leave days per year once they have worked for an employer for at least two consecutive weeks. An employee who missed part of a day to take the leave would be entitled to any wages they actually earned while working.Illness, injury or medical emergencyAn employee can take sick leave for illnesses, injuries and medical emergencies for themselves. It does not matter whether the illness, injury or medical emergency was caused by the employee or by external factors beyond their control. For example, an employee who sprained their ankle while showing off to friends when waterskiing would still be entitled to sick leave, even though the injury may have been a result of their own carelessness.Generally, employees are entitled to take the leave for pre-planned (elective) surgery if it is for an illness or injury, even though it is scheduled ahead of time and not a medical “emergency.”Employees cannot take the leave for cosmetic surgery that isn’t medically necessary or is unrelated to an illness or injury.Contracts that provide paid or unpaid sick leaveIf an employment contract, including a collective agreement, provides a greater right or benefit than the sick leave standard under theEmployment Standards ActESA), then the terms of the contract apply instead of the standard.If the contract does not provide a greater right or benefit, then the sick leave standard in theESAapplies to the employee. However, if an employment contract provides for something similar to sick leave (for example, paid “sick days”), and if the employee takes the leave under the employment contract, the employee is considered to have also taken sick leave under theESA.ExampleA contract only provides for one paid personal sick day per year. It does not include job-protected time off for any other reason. This contract does not provide a greater right or benefit than the sick leave provisions. This means that the employee is entitled to three days of job-protected sick leave per the calendar year.If the employee takes one paid sick day off under the employment contract, the employee has also taken one sick leave day under theESA. That means the employee would have two sick leave days left in the calendar year under theESA, and no more paid sick days under the employment contract. The paid sick day counts against both the employment contract entitlements and against theESAit's sick leave entitlement. This is true whether the leave under the contract of employment is paid or unpaid.Interaction with other leavesSick leave, family responsibility leave, bereavement leave, family caregiver leave, family medical leave, domestic or sexual violence leave, critical illness leave, child death leave, and crime-related child disappearance leave are different types of leaves. The purposes of the leaves, their length and eligibility criteria are different. See the other chapters of this Guide for more information on each leave.An employee may be entitled to more than one leave for the same event. Each leave is separate and the right to each leave is independent of any right an employee may have to the other leave(s). This means that a single absence can only count against one statutory leave, even if the event that triggered it is a qualifying event under more than one leave.Length of sick leaveEmployees are entitled to up to three full days of job-protected unpaid sick leave every calendar year, whether they are employed on a full or part-time basis.There is no pro-rating of the three-day entitlement. An employee who begins work partway through a calendar year is still entitled to three days of leave for the rest of that year.Employees cannot carry over unused sick leave days to the next calendar year. The three days of leave do not have to be taken consecutively. Employees can take leave in part days, full days or in periods of more than one day. If an employee takes only part of a day as sick leave, the employer can count it as a full day of leave.Example: Part-day sick leaveVal comes to work as usual but develops a severe migraine in the early afternoon. She leaves work to go home, rest and take medication.Val has the right to be on sick leave for the half-day. Her employer does not have to count the absence as a full day of leave, but can if they want.The employer is only allowed to count the half-day absence as a full day of leave when determining if Val’s three-day entitlement has been used up. The employer, for example, still must pay Val for the half day that she worked, and has to include the hours worked to determine whether she worked overtime, or reached her daily or weekly limit on hours of work.Notice requirementsGenerally, an employee must inform the employer before starting the leave that he or she will be taking a sick leave of absence.If an employee has to begin the leave before notifying the employer, the employee must inform the employer as soon as possible after starting it. The notice does not have to be given in writing. Oral notice is sufficient.While an employee is required to tell the employer in advance before starting a leave (or, if this is not feasible, as soon as possible after starting the leave), the employee will not lose the right to take the leave if they fail to do so.Proof of entitlementAn employer may require an employee to provide evidence “reasonable in the circumstances” that they are eligible for sick leave.What will be reasonable in the circumstances will depend on all of the facts of the situation, such as the duration of the leave, whether there is a pattern of absences, whether any evidence is available and the cost of the evidence.Medical notesAn employer may require an employee to provide a medical note from a health practitioner such as a doctor, nurse practitioner or psychologist when the employee is taking the leave because of personal illness, injury or medical emergency if it is “reasonable in the circumstances”.However, the employer can ask only for the following information:the duration or expected duration of the absencethe date the employee was seen by a health care professionalwhether the patient was examined in person by the health care professional issuing the noteEmployers cannot ask for information about the diagnosis or treatment of the employee’s medical condition.Rights during leaveEmployees who take sick leave are entitled to the same rights as employees who take pregnancy or parental leave. For example, employers cannot threaten, fire or penalize in any way an employee who takes or plans on taking sick leave. See “Rights for employees taking pregnancy and parental leaves” in the “Pregnancy and parental leave” chapter of this guide.Special rules regarding sick leaveProfessional employeesCertain professionals may not take sick leave where it would constitute an act of professional misconduct or a dereliction of professional duty (e.g. health practitioners). For a list of professions to which this special rule applies, please refer to the guide to special rules and exemptions.Now let’s look at a country like India. If you live there, it is important to know that:Casual Leave, Earned Leave, Sick Leave: Leaves in IndiaEmployees, across all industries in India, are entitled to a certain number of leaves per year aside from the holidays and days off. The number and type of leave depend on the industry, employer and state you are in under the Factories Act and State’s shop and establishment act. Every state has different leave entitlement and leave policies which are the basis for leave policy of your company. In India, three types of leaves are generally followed namely earned leave, sick leave and casual leave which an employee can avail without loss of pay.Casual leave is provided to take care of urgent and unseen matters like a child has fallen down in school and you get a call from the school.Sick leave is provided in case an employee gets sick.Privilege leave or Earned Leave is provided for planned long leaves for the purpose of travel, vacation, etc.General Overview of LeavesCommencement of Leave Period is calendar year i.e 1st January to 31st December every year. All regular employees are entitled to around 27 days leave in a year. Holiday List is provided at the beginning of the calendar year. Generally, all State Legislations has common provision for leaves usually at least seven holidays for national and other festivals. Republic day, Independence Day and Mahatma Gandhi’s birthday are compulsory holidays. Employer and Employees can decide the remaining national and festival holidays. Hence Diwali holiday in Karnataka is usually on Narak-Chaturdashi(second day) while in Delhi it is on Laxmi Pooja day. Minimum 7 days casual leave and 14 days sick leave is provided to employeesAn employee needs to apply for each leave and take approval except in cases where approval could not be taken in advance usually for casual or sick leaves. Grant of leave shall depend upon the policies of the workplace and is at the discretion of the manager/management. There is no set rule for which leave to be approved and not approved. The employer can refuse the leave application, if not satisfied with the reason for leave. It depends from reason to reason, manager to manager.Prorate means in proportion. For new joiners & resigned employees, one gets pro-rated leaves. So if one works half a year, one is entitled to just half of the leaves.Usually, All leaves with pay are excluding weekly off and holidays. For example, if an employee takes leave from Saturday to Monday where Sunday is weekly off then Sunday should not be counted as leave. Hence only 2 leaves should be counted. If an employee is on leave for the whole month (30 days) which includes 4 weekly off and 1 holiday then the employee should be considered on leave for 25 days only. But then it depends on the Shop and Establishment Act of the state.Service conditions to get better for bank staff; coming, leave policyTOPICSpublic sector bankRELATEDBank employees to get a 15% increase in salaryEmployees will also get a 15% hike in salary under the new wage agreementBank employees, especially from the public sector, are likely to see service conditions improve substantially. A host of service condition improvements are being considered by management, including a “Leave Bank” system, privilege leaves four times a year (against three times now), six months maternity leave for adoption of a child (two months now), and paternity leave. This is in addition to getting a 15 percent hike in salary under the industry-wide wage settlement agreement signed recently.Under the ‘Leave Bank’ system, employees can voluntarily donate a part of their entitled leave to a common pool. The “Leave Bank” will sanction leave with salary to employees who are compelled to be on prolonged leave due to the treatment of major diseases or accidents and other contingencies beyond their control and where such employees have exhausted all their leave.Management approvalIf the proposed improvement in service conditions are approved by bank management under the aegis of the Indian Banks’ Association, then to avail privilege leave (PL), 15 days notice would be sufficient (against 30 days now). PL could be accumulated up to 270 days against the existing ceiling of 240 days.Extraordinary leave for male employees (without pay) could be sanctioned up to a maximum of 720 days during the entire service as against the existing ceiling of 12 months. Employees could be granted special sick leave with salary for a maximum period of 30 days while on hospitalization for a donation of a kidney or any other organ.Maternity leave facility will be available to a biological mother in cases where the child is born through surrogacy. Employees can also get special leave for sports activities, trekking, and mountaineering, among others.According to Vishwas Utagi, General Secretary, Maharashtra State Bank Employees Federation, the bank unions and the Indian Banks’ Association want to ensure that employees have a proper work-life balance and can comfortably attend to personal exigencies.Additional holidays Under a deal cobbled together by bank trade unions and bank management on February 23, employees, mostly from the public sector, will get a 15 percent wage hike and two additional holidays a month as part of an industry-wide wage settlement.The proposed hike will amount to a collective outgo of ₹4,725 crore a year for the 45 banks that are part of the 10th industry-wide bipartite five-year wage (2012-17) settlement exercise. Almost 8.50 lakh employees – all in public sector banks, some old generation private sector banks and a few foreign banks – are expected to benefit from the wage settlement. The revised salary will be implemented with retrospective effect from November 1, 2012.:The United States has a bit of difference to the countries above. Currently, there are no federal legal requirements for paid sick leave. For companies subject to the Family and Medical Leave Act (FMLA), the Act does require unpaid sick leave. FMLA provides for up to 12 weeks of unpaid leave for certain medical situations for either the employee or a member of the employee's immediate family. In many instances paid leave may be substituted for unpaid FMLA leave.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. However, I am going to provide an article of what seems to be available in some states:ArizonaAs of July 1, 2017, Arizona employees gain eligibility or accrue hours for paid sick leave. The Fair Wages and Health Families Act mandates that full-time, part-time, and seasonal employees be granted paid sick leave. Workers will earn one hour of leave for every 30 hours worked. Employers with 15 or fewer employees must provide 24 hours of paid sick leave each year. Those with more than 15 employees must provide 40 hours each year.Paid time off may be used for medical care related to mental or physical illnesses, injuries, and health conditions. It may also be granted to those caring for ill family members, who are defined by the law to be blood-related. An array of other health-related conditions and related court appearances are covered as well.If time is not used, sick leave can be cashed out or rolled over at the employer’s discretion. Only 40 hours per week are required. This does not apply to employees who are let go.CaliforniaIn California, a state law mandating paid sick leave fully went into effect on July 1, 2015. This new law provides employees who work in California for 30 or more days within a year from the beginning of employment with paid sick leave. Employees, including part-time and temporary employees, will earn at least one hour of paid leave for every 30 hours worked. An employer may limit the amount of paid sick leave an employee can use in one year to 24 hours or three days. Accrued paid sick leave may be carried over to the next year, but it may be capped at 48 hours or six days. However, this law will not apply to employees covered by qualifying collective bargaining agreements, In-Home Supportive Services providers, and certain employees of air carriers.Emeryville, CaliforniaEffective July 1, 2015, Emeryville’s city ordinance requires paid sick leave for most employees working within the city limits. Employees of small businesses (55 or fewer employees) may accrue 48 hours of paid sick leave a year, and employees of large businesses (56 or more employees) may accrue up to 72 hours a year. Employees may use the paid sick leave to care for their own illness or condition, a family member’s illness or condition, or their designated individual. Additionally, the employee can use this leave to care for a service dog.Oakland, CaliforniaOakland employees accrue paid sick leave at the rate of one hour for every hour worked. Small businesses (fewer than ten employees) may cap accrued sick leave at forty hours, and all other businesses may cap accrued sick leave at seventy-two hours. Employees may use their leave to care for themselves or an immediate or extended family member. Additionally, employees who do not have a spouse or registered domestic partner are given a ten-day designation period after accruing the first hour of sick leave in order to designate an individual they would like to be covered under this policy.San Francisco, CaliforniaUnder the San Francisco Paid Sick Leave Ordinance, employers must provide paid sick leave to every employee who performs work either full or part-time in San Francisco. Paid sick time begins to accrue 90 days after the employee’s first day of work. Employees earn 1 hour of paid sick leave for every 30 hours of work. Sick leave is calculated in hour-unit increments, not in fractions of an hour. For employers with less than 10 employees, the required paid sick leave is capped at 40 hours. For employers with 10 or more employees, paid sick leave is capped at 72 hours. Sick leave time earned does not expire and carries over to the next year. However, an employee can use as many sick leave hours in one year as they wish, so long as they have not reached the total cap. Sick leave can be taken for illness, injury or to seek medical treatment or diagnosis for the employee, a family member or other designated person. If the employee does not have a spouse or registered domestic partner, they may designate one person. An employee may change the designated person once per year within 10 days from when the sick leave begins to accrue.ConnecticutIn Connecticut, employers who employ 50 or more people in any one quarter of the previous year must provide 1 hour of paid sick leave for every 40 hours worked by a service worker up to 40 hours per year. Part-time employees are covered by this law. The sick leave only accrues with actual hours worked (sick or other leave and vacation time are not included). Employees can carry over up to 40 unused accrued sick leave hours to the next year, but no employee can use more than 40 hours in any calendar year. Non-profit and certain other employers are except this law. For a list of exempt employers and list of all individuals who are considered service workers go to the Connecticut Department of Labor.MassachusettsEffective July 15, 2015, Massachusetts employers with more than 10 employees must provide 1 hour of guaranteed sick leave for every 30 hours worked, not to exceed 40 hours per year. Employees can use this time if they are ill, injured, or need to attend to a medical condition for themselves, a spouse, a child, or a parent. Employers with 10 or fewer employees are not required to provide paid sick leave, but they must provide unpaid sick leave under the same circumstances.OregonIn Oregon, a state law mandating paid sick leave will go into effect on January 1, 2016. This new law will require most employers with 10 employees or more to provide employees with 1 hour of paid sick leave for every 30 hours worked up to 40 hours a year. It will also require employers with fewer than 10 employees to provide up to 40 hours a year of unpaid sick leave. Employees can use this time if they are ill, injured, or need to attend to a medical condition for themselves, or a family member (as defined by OFLA- the Oregon Family Leave Act); for any purposes allowed under OFLA; for any purpose under the Oregon domestic violence, harassment, sexual assault, or stalking law; or in the event of a public health emergency or event where the employer excludes the employee from the workplace for health reasons.Portland, OregonIn Portland, an employer must provide full-time, part-time and temporary employees to accrue 1 hour of protected sick time for every 30 hours worked, not to exceed 40 hours per week. For employers with more than 5 employees, this sick time must be paid. For employers with 5 or fewer employees, the sick time must accrue but does not have to be paid. Sick time can be used to cover all or part of a shift. It can be used to care for health issues of the employer or a family member or domestic and sexual violence issues for the employee or their family members.District of ColumbiaIn. D.C., certain employees qualify for paid sick leave. To qualify, the employee must have worked for the employer for 1 year without a break in service, not including regular holiday, sick or personal leave granted by the employer, and has worked at least 1000 hours immediately preceding the requested sick leave. This law specifically excludes independent contractors, students, health care workers participating in a premium pay program, and wait staff and bartenders who work for a combination of wages and tips. Employers with 100 or more employees must provide eligible employees 1 hour of paid sick leave for every 37 hours worked, not to exceed 7 days per year. Employers with 25-99 employees must give employees 1 hour paid sick leave for every 43 hours worked, not to exceed 5 days a year. Employees with less than 25 employees must provide 1 hour of paid sick leave for every 87 hours worked, not to exceed 3 days per year. The sick leave can be used for physical or mental illness, injury or medical condition, or to obtain medical diagnosis or preventative care for the employee, their child, parent, spouse, domestic partner or another family member. This can also be used for services related to stalking, domestic violence or sexual abuse for any of those individuals. Under this law, a family member includes parents, parents-in-law, foster and grandchildren, children’s spouses, siblings, siblings’ spouses and any person who has shared a residence and committed relationship with the employee for the preceding 12 months or more.VermontOn, February 3, 2016, the Vermont Senate passed a bill requiring most employers to provide paid sick leave to their employees. After consolidating this version of the bill with a similar version passed by the House, Vermont Governor Shumlin signed the legislation into law on March 9the, 2016, making Vermont the fifth state to implement a paid sick leave law. Employees (who work for employers who employ five or more people) will accrue one hour of paid time off for every 52 hours worked. Additionally, the bill provides a compliance grace period for new businesses. Employers may limit the accrual of sick days, but must allow accrual up to at least three paid sick days per year in the first two years, and five paid sick days per year after that. In addition to a small business exception, the paid sick leave requirement will not apply to federal employees, employees under 18, temporary workers scheduled to work up to 20 weeks, and certain state, school, and healthcare employees. For a more detailed description of these exceptions see § 481(5) of the bill. The full text of the bill can be found at the Vermont legislature website.New Jersey cities of Bloomfield, East Orange, Irvington, Montclair, Newark, Passaic, Patterson, and TrentonAll private sector workers employed in these cities are entitled to paid sick leave. Those employees who are covered by the law will accrue paid sick leave at the rate of 1 hour per every 30 hours worked. Generally, employers with fewer than 10 employees may cap accrued sick leave at 24 hours per year, and employers with 10 or more employees may cap accrued sick leave at 40 hours per year. However, child care workers, home health care workers, and food service workers can only be capped at 40 hours per year regardless of their employer’s size. Covered employees may use their accrued leave for their own illness or condition, for a family member’s, or in the case of a public health emergency.Jersey City, New JerseyIn Jersey City, private sector employees who work for employers with more than 10 employees earn 1 hour of paid sick leave for every 30 hours worked, not to exceed 40 hours per year. Employers with less than 10 employees are not required to provide paid sick leave but must allow employees to earn 1 hour of unpaid sick leave for every 30 hours worked, not to exceed 40 hours a year. The right to sick leave is not affected by whether an employer works full or part-time. However, this law does not affect collective bargaining agreements.Seattle, WashingtonIn Seattle, all employers with more than 4 full-time equivalent employees must provide full-time, part-time, and temporary workers with paid sick leave. The paid sick leave can be used to deal with illness, injury or health condition of the employee, or a family member (including domestic partners), when their place of business has been closed for public health reasons or for reasons related to domestic or sexual violence or stalking. Employees with more than 4 but less than 50 employees must provide 1 hour paid sick leave for every 40 hours worked, not to exceed 40 hours per year. Up to 40 hours of paid sick leave can be carried over to the next calendar year. Employers with 50-249 employees must provide 1 hour paid sick leave for every 40 hours worked, not to exceed 56 hours per year. Up to 56 hours of paid sick leave can be carried over to the next calendar year. Employers with 250 or more employees must provide 1 hour paid sick leave for every 40 hours worked, not to exceed 72 hours per year. Up to 72 hours of paid sick leave can be carried over to the next calendar year.Tacoma, WashingtonEmployees in Tacoma, Washington accrue paid sick leave at a rate of 1 hour per every 40 hours worked. Up to a total of 24 hours of paid sick leave may be accrued in a calendar year. The ordinance allows employees to carry over up to 24 hours of unused sick leave to the next calendar year and may use a combined total of up to 40 hours in subsequent years. Employees can use paid sick leave to care for an illness (either the employee’s or a family member’s), when their place of employment has been closed by order of a public official or to care for a child whose school has been closed by order of a public official, to seek law enforcement or legal help for domestic violence or sexual assault (either for the employee or a family member), to seek safety from domestic violence, sexual assault or stalking, or for the bereavement of a family member.New York, New YorkEffective April 1, 2014, New York City employers with 5 or more employers must provide employees paid sick leave. New York City’s sick leave law was recently expanded to include siblings, grandchildren, grandparents, children, and parents of the employee.Effective September 11, 2017, New York first responders and other state employees who developed health conditions after working at the World Trade Center site following 9/11 terror attacks are entitled to unlimited sick leave at 100% of their regular salary.MarylandEffective February 11, 2018, Maryland employers with 15 or more employees must provide up to 40 hours of earned, paid sick and safe leave. Employers may offer leave accrual of 1 hour for every 30 hours worked or may offer the entire 40 hours of leave at the beginning of the year. Employers with 14 or fewer employees must offer unpaid sick and safe leave. Employees may carry over up to 40 hours of leave per year under the law. Employers may cap the use of paid leave at 64 hours per year and may also cap the accrual of leave at 64 hours total and 40 hours per year.Under the new law leave must be offered for the following reasons:to care for the physical or mental health of the employee or a family member;to take maternity or paternity leave; orto obtain relief in response to a domestic or sexual assault of the employee or a family member.Maryland's new law does not apply to employees who:Regularly work fewer than 12 hours a week;Are under the age of 18;Are independent contractors;Work in the agricultural sector on an agricultural operation; orWork on an as-needed basis in the health or human services industry.There are additional exceptions for parties to collective bargaining agreements. This law preempts any local paid sick leave law passed from January 1, 2017, forward. The result is that Montgomery County's law, with more requirements for employers, remains in force. The text of the law can be found at the Maryland General Assembly website.Montgomery County, MarylandIn Montgomery County, Maryland, employers must provide employees with paid sick and safe leave beginning October 1, 2016. Employees will accrue leave at the rate of one hour for every 30 hours worked, subject to caps. For employers with five or more employees may earn 56 hours per year of paid sick and safe leave, and may not use more than 80 hours of earned leave a year. For employers with fewer than five employees, employees may accrue up to 32 hours of paid leave and 24 hours of unpaid leave, and may not use more than 80 hours of earned leave a year. Sick and safe leave may be used by employees to treat their own, or a covered individual’s, physical or mental illness, injury, or condition; to obtain preventative medical care for themselves or a covered individual; in the case of a public health emergency that closes the employer’s place of business or an employee’s child’s school or child care center; to Care for a covered individual when a healthcare provider has determined that the family member’s presence in the community would endanger the public; or in order to temporarily relocate the employee/covered individual or to obtain legal or medical services in cases of domestic violence, sexual assault or stalking.So, I have answered the question for three countries, obviously, there are many countries in the world, and we cannot go through all of them, but at least, we can see what it looks like in these countries,