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9 <br />SLMO 2023-2028 Memorandum of Understanding <br />4.4 Funeral Leave: In the event of death in the immediate family of a full-time <br />management employee, the employee shall, upon request to the supervisor, be <br />granted such time off with pay as is necessary to make arrangements for the <br />funeral and attend same, not to exceed a total of five (5) working days. This <br />provision does not apply if the death and/or funeral occurs during the employee's <br />paid vacation, or while the employee is on leave of absence, layoff, sick leave, or <br />any other leave status. <br /> <br /> The immediate family of an employee includes wife, husband, child, stepchild, <br />father, mother, sister, brother, grandchildren, grandparents, mother-in-law, father- <br />in-law, or step-parent where there is a child-rearing relationship. <br /> <br /> Funeral leave applies only in instances in which the employee attends the funeral <br />or is required to make funeral arrangements, but is not applicable for other <br />purposes such as settling the estate of the deceased. It is understood, however, <br />that leave as provided in the preceding paragraph may be granted to commence <br />prior to the death of a member of the employee’s immediate family or where death <br />appears imminent. <br /> <br />4.5 Family Medical Leave Act/California Family Rights Act (FMLA/CFRA): <br />Employees may be eligible for leave under the Family Medical Leave Act (FMLA) <br />and/or the California Family Rights Act (CFRA). The administration of any FMLA <br />or CFRA leave provided for under this provision shall be in accordance with the <br />provisions of the FMLA and the CFRA. Leave provided under this provision may <br />run concurrently with other leaves provided under this agreement, as designated <br />by Human Resources. Additional information regarding available leave benefits is <br />set forth in City Administrative Procedure 1600, Family and Medical Leave <br />Request Process and applicable State and/or Federal law. <br /> <br />4.6 Pregnancy Disability: Employees may be eligible for leave under the California <br />Pregnancy Disability Leave Law (PDLL). The administration of any leave given <br />under the PDLL shall be in accordance with the provisions of the PDLL. Leave <br />provided under this provision may run concurrently with other leaves provided <br />under this agreement. Additional information regarding available leave benefits is <br />set forth in City Administrative Procedure 1630, Pregnancy Disability Leave <br />Process. <br /> <br />4.7 Parental Leave: A full-time employee who becomes a parent upon the birth of a <br />child or when a child begins residence with an employee who has commenced <br />adoption proceedings or placement of a foster child shall be granted forty (40) <br />hours leave with pay at the employee’s straight time rate. In addition, a parent may <br />use one hundred twenty (120) hours of earned sick leave upon the birth of a child <br />or when a child begins residence with an employee who has commenced adoption <br />proceedings or foster care placement. Any leave granted under this provision shall <br />run concurrently with FMLA/CFRA leave and must be used within the first 12- <br />months of birth or placement with the employee. In no case will an employee be <br />eligible for more than forty (40) hours of Parental Leave in a rolling 12-month