Common use of Banking Units for Baby Bonding Clause in Contracts

Banking Units for Baby Bonding. Family and Medical Care Leave is unpaid. In advance of pregnancy or adoption, a full-time faculty member may request to bank workload from overload teaching be banked under Article 23 for use during a baby bonding Family and Medical Care Leave to bond with a newborn or newly adopted child. See Article 23 for banking provisions. A full-time faculty member must request in writing a baby-bonding leave of absence and the use of the banked units at least 90 days in advance of taking a baby-bonding leave to ensure District operations are not impacted, except in situations where the faculty member can demonstrate the need for the leave was not anticipated. A full-time faculty member must be approved in writing for a leave of absence for baby bonding purposes by the faculty member’s supervisor and the appropriate Vice President before the banked units can be used for a baby-bonding leave. For faculty members disabled by pregnancy, the FMLA leave typically runs concurrently with the Pregnancy Disability leave, but the CFRA leave typically does not run concurrently with Pregnancy Disability leave and typically begins when the Pregnancy Disability leave has ended (except in situations where the pregnancy disability is for more than four months). A faculty member with an extended pregnancy disability should discuss the specific situation with a Human Resources Department representative.

Banking Units for Baby Bonding. Family and Medical Care Leave is unpaid. In advance of pregnancy or adoption, a full-time faculty member may request to bank workload that units from overload teaching be banked under Article 23 17 for use during a baby bonding Family and Medical Care Leave to bond with a newborn or newly adopted child. See Article 23 17 for banking provisions. A full-time faculty member must request in writing a baby-bonding leave of absence and the use of the banked units at least 90 days in advance of taking a baby-bonding leave to ensure District operations are not impacted, except in situations where the faculty member can demonstrate the need for the leave was not anticipated. A full-time faculty member must be approved in writing for a leave of absence for baby bonding purposes by the faculty member’s supervisor and the appropriate Vice President VP of Academic Affairs before the banked units can be used for a baby-baby- bonding leave. For faculty members disabled by pregnancy, the FMLA leave typically runs concurrently with the Pregnancy Disability leave, but the CFRA leave typically does not run concurrently with Pregnancy Disability leave and typically begins when the Pregnancy Disability leave has ended (except in situations where the pregnancy disability is for more than four months). A faculty member with an extended pregnancy disability should discuss the specific situation with a Human Resources Department representative.

Banking Units for Baby Bonding. Family and Medical Care Leave is unpaid. In advance of pregnancy or adoption, a full-time faculty member may request to bank workload from overload teaching be banked under Article 23 17 for use during a baby bonding Family and Medical Care Leave to bond with a newborn or newly adopted child. See Article 23 17 for banking provisions. A full-time faculty member must request in writing a baby-bonding leave of absence and the use of the banked units at least 90 days in advance of taking a baby-bonding leave to ensure District operations are not impacted, except in situations where the faculty member can demonstrate the need for the leave was not anticipated. A full-time faculty member must be approved in writing for a leave of absence for baby bonding purposes by the faculty member’s supervisor and the appropriate Vice President VP of Academic Affairs before the banked units can be used for a baby-baby- bonding leave. For faculty members disabled by pregnancy, the FMLA leave typically runs concurrently with the Pregnancy Disability leave, but the CFRA leave typically does not run concurrently with Pregnancy Disability leave and typically begins when the Pregnancy Disability leave has ended (except in situations where the pregnancy disability is for more than four months). A faculty member with an extended pregnancy disability should discuss the specific situation with a Human Resources Department representative.