Child Bonding Leave. A prospective father, spouse, domestic partner or adoptive parent is entitled to child bonding leave of up to six (6) months. Child bonding leave must be taken within one (1) year of the qualifying event. Child bonding leave runs concurrent with FMLA/CFRA. The scheduling of child bonding leave (either on FMLA or CFRA) on an intermittent basis and/or requests for a reduced work schedule are subject to mutual agreement by the employee and the Agency/Department Head as allowed by law. Such an employee may elect to take accrued vacation or compensating time off during the period of child bonding leave except that in the case of an employee who is regularly scheduled to work less than the normal full-time workweek for the classification, paid leave shall be granted only for those days, or fractions thereof, on which such an employee would have worked but for child bonding leave. The use of sick leave during child bonding leave shall not be permitted to fathers, domestic partners or adoptive parents unless they are otherwise eligible to use it as provided in Administrative Code Chapter 3-20. Reinstatement subsequent to child bonding leave of absence shall be to the same classification from which leave was taken and the Department Head shall make his/her best effort to return such employee to the same geographical location, shift, and where there is specialization within a classification, to the same specialization. Questions as to whether or not the Department Head has made his/her best effort herein, shall not be subject to the grievance procedure.
Child Bonding Leave. 7.7.2.1 Employees may elect to utilize up to twelve (12) weeks of child bonding leave occasioned by the birth of the employee’s child, or the placement of a child with the employee in connection with the employee’s adoption or xxxxxx care of the child as provided by the California Family Rights Act (CFRA).
Child Bonding Leave. Per Education Code section 87784.5, an academic employee may take up to thirty (30) workdays of leave in a school year, less than any days of leave authorized pursuant to Education Code section 87784 (Personal Necessity Leave), for the reasons outlined in Articles 15.6.3.1 and 15.6.3.2. A unit member may use accrued Personal Illness or Injury Leave or unpaid leave for Child Bonding Leave. Leave used under this Article must be designated as Child Bonding Leave on the Request for Leave form.
Child Bonding Leave. 5.9.1 Each bargaining unit member may be allowed up to twelve (12) weeks leave for purposes of child bonding occasioned by the birth of the unit member’s child, or the placement of a child with the unit member in connection with the unit member’s adoption or xxxxxx care of the child as provided by the CFRA.
Child Bonding Leave. Unit members in their first year of employment with the District who not eligible for the Education Code section 44977.5 leave and are not eligible for CFRA leave, may take up to ten (10) consecutive days of sick leave for purposes relating to the birth, adoption, or initiation of legal guardianship of a new child to a family. If sick leave is exhausted, this will revert to differential pay as defined in section 3.1 of this Article. While on leave, unit members shall continue to receive District paid health and welfare benefits, as provided for elsewhere in this Agreement. Such leave must commence as soon as the unit member is medically eligible to return to work or as soon as the adopted child is physically placed in the unit member’s custody or a child’s legal guardianship is changed in accordance with the law. This leave shall not supplant other appropriate leave granted in this article.
Child Bonding Leave. Assembly Bill (AB) 375/2393 allows employees on Maternity/Paternity Leave under CFRA (Calif. Family Rights Act) to receive differential pay (salary minus substitute pay) for up to 12 school weeks for “bonding leave” for the birth or placement of a child in connection with adoption or xxxxxx care. To be eligible for this paid leave, an employee must have worked the previous 12 months (regardless of hours worked) and must first exhaust all available sick leave and comp time. This leave runs concurrently with parental leave granted under CFRA. An employee who elects not to exhaust sick leave or comp time during the bonding leave is ineligible for the differential pay. An employee is only provided one 12-week differential pay period per maternity/paternity leave. If a school year ends before the 12-week period is exhausted, the employee may take the balance of the 12-week period in the subsequent school year. A bonding leave need not be taken in one continuous period. Under CFRA regulations, the minimum duration of leave is two weeks; however, employers must grant requests of less than two weeks on two occasions and may grant additional requests for leaves lasting less than two weeks. Any leave taken must be concluded within one year of the birth or placement of the child.
Child Bonding Leave. The District shall grant child bonding leave without pay to any permanent classified employee upon request. Such leave shall be for a maximum period of what is allowable under FMLA/CFRA law. Prior to such leave, the unit member shall be required to provide four (4) weeks notice prior to the anticipated date upon which the leave is to commence. An employee may elect to utilize accrued vacation or other accrued paid leave other than paid sick leave during child bonding leave.
Child Bonding Leave. A prospective father, spouse, domestic partner or adoptive parent is entitled to child bonding leave of up to six (6) months within one year of the qualifying event. Child bonding leave runs concurrent with FMLA/CFRA. The scheduling of child bonding leave (either on FMLA or CFRA) on an intermittent basis and/or requests for a reduced work schedule are subject to mutual agreement by the employee and the Agency/Department Head as allowed by law. An employee may elect to take accrued vacation or compensating time off during the period of child bonding leave, except that in the case of an employee who is regularly scheduled to work less than the normal full-time work week for the classification, paid leave shall be granted only for those days, or fractions thereof, on which such an employee would have worked but for child bonding leave. The use of sick leave during child bonding leave shall not be permitted unless the employee is otherwise eligible to use it as provided in Section 11. Reinstatement subsequent to child bonding leave of absence shall be to the same classification from which leave was taken and the Agency/Department Head shall make its best effort to return such employee to the same geographical location, shift, and where there is specialization within a classification, to the same specialization. Questions as to whether or not the Agency/Department Head has made its best effort herein, shall not be subject to the grievance procedure.
Child Bonding Leave. 1. Unit members employed by the District may be granted a leave for child bonding reasons. Such leave allows bonding time with a new child and shall be completed within one year of the child’s birth or arrival. Leave in this section and sick leave are separate and distinct.
Child Bonding Leave. A prospective father, domestic partner or adoptive parent is entitled to child bonding leave of up to six (6) consecutive months, the dates of which are to be mutually agreed by the employee and the Agency/Department Head. Such an employee may elect to take accrued vacation or compensating time off during the period of child bonding leave, except that in the case of an employee who is regularly scheduled to work less than the normal full-time work week for the classification, paid leave shall be granted only for those days, or fractions thereof, on which such an employee would have worked but for child bonding leave. The use of sick leave during child bonding leave shall not be permitted to fathers, domestic partners or adoptive parents unless they are otherwise eligible to use it as provided in the Administrative Code. Reinstatement subsequent to child bonding leave of absence shall be to the same classification from which leave was taken and the Agency/Department Head shall make its best effort to return such employee to the same geographical location, shift, and where there is specialization within a classification, to the same specialization. Questions as to whether or not the Agency/Department Head has made its best effort herein, shall not be subject to the grievance procedure.
