Maternity and Paternity. Any member of the bargaining unit who is pregnant, husband of a pregnant woman, or an adopting parent may request and shall be granted a maternity or paternity leave of absence without pay or benefits on the conditions set forth as follows:
Maternity and Paternity a. An employee who wishes to leave his/her position prior to the period of disability associated with childbirth and/or does not wish to return to his/her position after such period of disability shall normally be granted, upon request, a leave of absence without pay. Said employee shall notify the Superintendent in writing of his/her desire to take such leave and, except in case of emergency, shall give such notice at least 30 days prior to the date on which he/she wishes his/her leave to begin. A physician's statement verifying pregnancy shall be included with such notice. In case of interrupted pregnancy (maternity), the employee on said leave may return to active duty when her health will permit, as attested to in writing by her physician. An employee may be granted, upon written request to the Superintendent or designee, a leave of absence without pay in connection with the adoption of a child in accordance with the provisions of Article VIII, Paragraph D.2. Such leave may commence at any time during the first year after taking custody of said child, or prior to taking such custody if necessary in order to fulfill the requirements for adoption.
Maternity and Paternity. D. Other reasons acceptable to the Board which will improve the educational program in District 122. Employees on such leave may continue benefits if they reimburse the District for any prorated costs of benefits for which they apply. Employees will not advance vertically on the salary schedule while on any approved leaves of absences without pay, unless they actually teach more than 120 days during the school year. This provision does not preclude eligible teachers from taking FMLA leave based upon FMLA- qualifying events in accordance with the District’s FMLA policy.
Maternity and Paternity. Maternity and Paternity leaves shall be governed by the applicable provisions of the New Jersey and Federal Law including the Family Leave Act, N.J.S.A. 34:11B-1 et. seq. and the Family Leave Act, 29 U.S.C. 2601 et. seq., as each may be applicable.
Maternity and Paternity. An employee who wishes to leave his/her position prior to the period of disability associated with childbirth and/or does not wish to return to his/her position after such period of disability shall normally be granted, upon request, a leave of absence without pay. Said employee shall notify the Superintendent in writing of his/her desire to take such leave and, except in case of emergency, shall give such notice at least 30 days prior to the date on which he/she wishes his/her leave to begin. A physician's statement verifying pregnancy shall be included with such notice. In case of interrupted pregnancy (maternity), the employee on said leave may return to active duty when her health will permit, as attested to by her physician.
Maternity and Paternity. If you become a parent, whether through childbirth or adoption, you may be entitled to leave of absence and payment of statutory maternity pay, statutory paternity pay or statutory adoption pay. This will be paid in accordance with the rules of the scheme.
Maternity and Paternity. Maternity and paternity arrangements will be in accordance with the statutory requirements from time to time in force.
Maternity and Paternity. Maternity and Paternity leave shall be governed by the applicable provisions of New Jersey and Federal law including the Family Leave Act. N.J.
Maternity and Paternity. While there is no special benefit known as maternity or paternity leave, as provided in Federal Law, no pregnant female employee shall be deprived of the ability to utilize accumulated leaves such as Sick Leave, Vacation, Comp. Time, or Personal Time for which she would otherwise be eligible. Male employees who are expectant fathers may use Vacation, Comp. Time or Personal Time in connection with a newborn in their family. In addition, both parents are eligible for FMLA as provided below. Leave - FMLA All employees determined to be eligible under the guidelines set forth by the federal Family and Medical Leave Act of 1993 (FMLA) will be provided the option of taking up to twelve (12) weeks of unpaid, job-protected leave within a twelve (12) month period for certain family and medical reasons defined as follows: to care for the employee’s child after birth, or placement for adoption/xxxxxx care; to care for the employee’s spouse, son or daughter, or parent, who has a serious health condition or for a serious health condition that makes the employee unable to perform the employee’s job. The twelve (12) month period used to determine eligibility and amount of FMLA leave available is measured backward from the date an employee requests FMLA leave to begin. Intermittent or reduced-schedule FMLA leave will be allowed when medically necessary; intermittent or reduced-schedule FMLA leave for the birth or adoption/xxxxxx placement may be granted by the City at its discretion. Such leave will be figured to the nearest quarter hour. During intermittent or reduced schedule FMLA leave, the City continues to reserve the right to temporarily transfer the employee to an available alternative position with equivalent pay and benefits. All FMLA leave will be unpaid. All earned City benefits will cease to accrue upon commencement of FMLA leave. Employees returning from FMA leave on an intermittent or reduced schedule will have said benefits restored on a prorated basis. The City will continue its contribution toward group health insurance and dental insurance as defined herein. Any dollar amount and/or percentage employee contribution required will apply. The employee must give advance written notice or intent to use FMLA leave to his/her supervisor (30 days, if foreseeable); and the employee must provide the City with written medical certification of serious health condition. The employee must provide the City with a fitness for duty report in order to report back to work a...
Maternity and Paternity. A teacher or surrogate who has given birth to a baby or teacher whose significant other has given birth to a baby is entitled to be absent from work for five (5) days for the birth baby, if it occurs on a regularly scheduled school day or if needed.
