Unpaid Child Rearing Leave Sample Clauses

Unpaid Child Rearing Leave. Upon request, the District may provide a Bargaining Unit Member, who is a natural or adopting parent, unpaid leave of absence for the purpose of rearing the Bargaining Unit Member's infant. An infant is defined as a child under one (1) year of age, or in the case of adoptions, one
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Unpaid Child Rearing Leave. An employee may be granted a leave of absence for child rearing purposes. Such leave is to commence not earlier than the date of the birth or adoption of the employee's child. The leave is to commence not later than one (1) year after the date of the birth or adoption of the employee's child. Such leave shall be granted without pay or pay increment for a period not to exceed one (1) year beyond the date on which it became effective. Except in cases of emergency, the employee shall notify the Board at least thirty (30) days prior to the date the leave is to begin. The leave's start and return dates shall be included in the letter along with a copy of the child's birth certificate or adoption order.
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Unpaid Child Rearing Leave. A leave of absence shall be granted to a teacher for the purpose of child rearing. A child rearing leave shall end one (1) year after the birth or adoption of the child, unless the Board grants an extension of this time limit. Such leave shall be granted without pay or increment for a period not to exceed two (2) semesters beyond the date on which the leave became effective. The teacher shall notify the Assistant Superintendent for Human Resources in writing of the desire to be granted a child rearing leave. The letter requesting leave shall include the date of return and, except in case of emergency, shall give such notice at least thirty (30) days prior to the date on which the leave is requested to begin.
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Unpaid Child Rearing Leave. A unit employee may seek an unpaid child-rearing leave of absence by making application to the Superintendent at least sixty (60) days prior to the requested commencement date of such leave of absence. Said application shall set forth, in writing, the commencement date of the requested leave of absence and the anticipated termination date thereof. The Board shall grant such unpaid leave of absence with the requested commencement date, which commencement date may be any date prior to birth. A unit employee may request to return to work from an unpaid child-rearing leave of absence within the same school year in which his/her leave began, provided that she/he shall have requested to do so in his/her application and shall have specified the month when she/he desires to return. The Board of Education shall be the sole determiner of the specific day on which she/he returns from leave; however, the date determined by the Board of Education shall fall within one (1) pay period of the date requested. Any extension or reduction of the date of return within the same school year shall only be allowed at the discretion of the Board, provided application has been made following the original grant of the unpaid leave of absence, but prior to the announced commencement date thereof. Such extension or reduction may be granted by the Board for an additional reasonable period of time for reasons associated with the pregnancy or birth, or for other proper cause, provided that such extension or reduction will not substantially interfere with the administration of the school system. Since no unit employee has any guaranty of continued employment beyond the current school year, no such unpaid child-rearing leave of absence may extend beyond the termination of the current school year in which such leave was granted and no grant of such unpaid child-rearing leave of absence for the duration of the current school year shall be construed as guaranteeing reemployment in the following school year. However, in the event such employee shall be re-employed for the following school year, she may apply for an extension of such unpaid child-rearing leave of absence beyond the end of the current school year.
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Unpaid Child Rearing Leave. In addition to the leave granted in 11.4 (A), a employee [RH52][ABC53]who has exhausted all paid benefits (i.e., paid child rearing leave, sick leave, etc.) and/or is otherwise ineligible for other disability leave, may take an unpaid leave of absence of up to three (3) full school semesters following the adoption or birth of a child, provided that the total leave does not exceed (3) full school semesters.
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Unpaid Child Rearing Leave. A unit member shall request and be granted leave without pay for child rearing purposes. This leave shall be granted for the remainder of the school year when the request is made and upon request, the following school year.
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Unpaid Child Rearing Leave. 1. Upon request, the District shall provide a bargaining unit member who is a natural or adopting parent an unpaid leave of absence for the purpose of rearing their infant child. A bargaining unit member shall notify the District that they intend to take such leave at least four (4) weeks prior to the anticipated date on which the leave is to commence. Child rearing leave will be expanded to allow a unit member to have the leave extended on a year-to-year basis for bona fide child rearing, not to exceed one year under any circumstances.
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Unpaid Child Rearing Leave a. Subject to the following terms and conditions, Child Rearing Leave shall be granted upon request to:
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Related to Unpaid Child Rearing Leave

  • Child Rearing Leave 7.9.1 A permanent employee, who is the natural or adoptive parent of a child, shall be entitled to an unpaid leave of absence for the purpose of rearing his/her child for a specified period immediately after convalescence from maternity or immediately after completion of appropriate adoption papers. Such leave shall be for a maximum period of nine (9) months and shall be granted upon giving the District at least four (4) weeks notice prior to the anticipated date on which the leave is to commence.

  • Childrearing Leave 1. Any teacher who has acquired tenure and is expecting a child, or whose spouse is expecting a child, or who has documented plans in the immediate future to adopt or xxxxxx a child of preschool age or a preteen child with special needs or who is non-English speaking, may be granted a long-term leave without pay for child-rearing purposes up to two (2) full semesters or a reasonably requested portion thereof within the same school year.

  • Unpaid Carer’s Leave (a) An employee is entitled to a period of up to 2 days unpaid carer’s leave for each occasion when a member of the employee’s immediate family, or a member of the employee’s household, requires care or support during such a period because of:

  • Unpaid Leave 6. Accrued compensatory time off may be used at the employee’s discretion, with management approval, after exhaustion of 100% sick leave (No. 3 above). However, FLSA compensatory time off shall not be counted against the employee’s four (4) month (nine [9] pay period [720 hours]) family or medical leave entitlement. Therefore, any use of FLSA compensatory time off under this Section shall extend the employee’s family or medical leave by the total amount of FLSA compensatory time off used.

  • Employment During Unpaid Maternity Leave (a) Special Temporary Employment

  • Unpaid Leaves Employees on unpaid leaves may not participate in the matching program while on 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. 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.

  • Unpaid Leave of Absence If an employee is on an unpaid leave of absence, then vacation leave, compensatory time, or sick leave cannot be used for the purpose of maintaining eligibility for an Employer Contribution by keeping the employee on a State payroll for one (1) working day per pay period.

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • Unpaid Leaves of Absence A. A department head or designee may grant an unpaid leave of absence for a period not to exceed one (1) year. The employee shall provide substantiation to support the employee's request for an unpaid leave of absence.

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