Rearing Leave Sample Clauses

Rearing Leave. A. Child rearing leave shall be given in accordance with FMLA. If the Board grants leave beyond what is required by FMLA, not more than twenty (20) bargaining unit members at any given time during the term of this contract shall be entitled to an unpaid leave of absence for child-rearing purposes for either one-half (1/2) or all of a given school year or, in cases of leaves which commence half way through a school year, for two (2) consecutive half (1/2) years, subject to full compliance with all the following terms and conditions:
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Rearing Leave. The Board shall grant a professional staff member’s request for a non-paid, child-rearing leave, not to exceed the balance of the school year plus one additional school year (but in no event shall such leave exceed 3 semesters), provided the request complies with this policy. Nothing in this section shall prohibit a professional staff member from using paid sick days as provided in this policy. A teacher must request, if possible, a child-rearing leave by notifying the Director in writing no later than 90 days before the requested leave’s beginning date. The request should include the proposed leave dates. The leave shall end before a new school year begins or before the first day of school after winter recess. Subject to the insurance carrier’s approval, the teacher may maintain insurance benefits at his or her own expense during a child-rearing leave. A professional staff member desiring to return before the leave’s expiration will be assigned to an available vacancy for which the teacher is qualified, subject to scheduling efficiency and instruction continuity. Leaves for Service in the Military Leaves for service in the U.S. Armed Services or any of its reserve components and the National Guard, as well as re-employment rights, will be granted in accordance with State and federal law. A professional staff member hired to replace one in military service does not acquire tenure. General Assembly Leave Leaves for service in the General Assembly, as well as re-employment rights, will be granted in accordance with State and federal law. A professional staff member hired to replace one in the General Assembly does not acquire tenure.
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Rearing Leave. Eligibility All teachers All teachers employed at least one year Teachers with at least one year of continuous employment Maximum Length Length of Illinois or until permitted to return to work or until sick leave is exhausted May be used in addition to or concurrently with FMLA. 12 Weeks During Any 12- month Rolling Period May be used in addition to or concurrently with sick leave. Not to exceed the remainder of school year plus one additional school year (but in no event shall the leave exceed three semesters) Application Date As soon as need for sick leave is known Foreseeable: As soon as need for leave is known – notice is required no later than 60 days prior to date leave is to begin Unforeseeable: As soon as practical after leave begins If possible, the leave request shall be given in writing to the Superintendent no later than 90 days before the requested leave’s beginning date. The teacher shall include the proposed leave dates Return to Work When sick leave exhausted or need for leave is removed Notify district in writing of intent to return 30 days prior to end of leave The leave shall end before a new school year begins or before the first day of school after winter recess A teacher desiring to return before the leave’s expiration will be assigned to an available vacancy for which the teacher is qualified, subject to scheduling efficiency and instruction continuity Insurance Premiums paid as though teacher was working Premiums paid as though teacher was working Subject to the insurance carrier’s approval, a teacher may maintain insurance benefits at his/her own expense during the leave Salary Paid Paid if teacher elects to use sick leave available and leave would qualify for use of sick leave Otherwise, unpaid The leave shall be unpaid; however, a teacher may use paid sick days as provided in this policy Introduction to Memoranda and Letters of Understanding
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Rearing Leave. In addition to temporary disability leave, a 6 teacher, at her option, shall be granted a leave of absence without pay, not to 7 exceed six semesters, commencing at any time during pregnancy.
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Rearing Leave. Please refer to the following current agreement: “Professional Agreement between the Flossmoor Education Association and the Board of Education, School District 161.” The Board shall grant a professional staff member’s request for a non-paid, child-rearing leave, not to exceed the balance of the school year plus one additional school year (but in no event shall such leave exceed three semesters), provided the request complies with this policy. Nothing in this section shall prohibit a professional staff member from using paid sick days as provided in this policy. A teacher should request, if possible, a child-rearing leave by notifying the Superintendent in writing no later than 90 days before the requested leave’s beginning date. The request should include the school after winter recess. Subject to the insurance carrier’s approval, the teacher may maintain insurance benefits at his or her own expense during a child-rearing leave. A professional staff member desiring to return before the leave’s expiration will be assigned to an available vacancy for which the teacher is qualified, subject to scheduling efficiency and instruction continuity. Leaves for Service in the Military Leaves for service in the U.S. Armed Services or any of its reserve components and the National Guard, as well as re-employment rights, will be granted in accordance with State and federal law. A professional staff member hired to replace one in military service does not acquire tenure. General Assembly Leave Leaves for service in the General Assembly, as well as re-employment rights, will be granted in accordance with State and federal law. A professional staff member hired to replace one in the General Assembly does not acquire tenure.
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Rearing Leave. In conjunction with a birth or adoption, a unit member will be entitled to an unpaid leave of absence for up to one (1) year.
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Rearing Leave. (A)A teacher may apply to the Superintendent for a leave of absence without pay for child rearing purposes.
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Rearing Leave. Any full-time, non-probationary employee may be entitled to maternity/child rearing leave without pay or other benefits subject to the general conditions of 2 below. The employee and the Superintendent or designee shall determine the effective dates of the leave. An employee not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of medical disability related to her pregnancy and/or to the delivery of the child. If such employee shall have exhausted accumulated sick leave, she may be granted a leave of absence without pay or other benefits during such period of disability subject to Section B below.
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Rearing Leave. Maternity/paternity/child rearing leave shall be granted without pay to tenured teachers who apply therefore in full compliance with the following:
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Related to Rearing Leave

  • Childrearing Leave 1. Any certified professional employee shall be entitled, upon written request submitted to the Superintendent of Schools, to an extended leave of absence without pay for purposes of childrearing, apart from any period of maternity disability leave with pay.

  • Child Rearing Leave 12.7 If a teacher does not desire to return to her position as soon as she is physically able to do so, following the birth of a child, or a father wishes to remain home to rear a newborn child, he/she may apply for a child rearing leave of absence under the following conditions:

  • Taking Leave An Employee may take leave to deal with family and domestic violence in accordance with clause 48.3 if the Employee:

  • Mentoring Leave A. Eligible employees may receive up to forty (40) hours of "mentoring leave" per calendar year to participate in mentoring activities once they have used an equal amount of their personal time for these activities. "Mentoring leave" is paid leave time which may only be used by an employee to mentor. This leave does not count as time worked for purposes of overtime. "Mentoring leave" may not be used for travel to and from the mentoring location.

  • Donor Leave An employee shall be granted the necessary leave of absence with pay for the purpose of donating bone marrow or an organ.

  • FMLA Leave FMLA leave may be used for:

  • Reinstatement from Leave Upon completion of a leave of absence, the employee is to be returned to the position formerly occupied, or to a similar position if the employee's former position no longer exists. Any replacement in the position while an employee is on leave is to be on a temporary basis.

  • Parental Leave/Adoption Leave An employee will be granted unpaid parental leave for a period up to and including thirty-five (35) weeks, upon request and verification of:

  • Training Leave An employee appointed or elected as an accredited representative of the union shall, upon application in writing to the employer, be granted up to 5 days leave with pay each calendar year (non-cumulative) to attend appropriate courses: • Such courses shall be designed and structured with the objective of promoting good industrial relations within the building and construction industry. • Consultation may take place between the parties in the furtherance of this objective Accredited representative of the union shall mean a job xxxxxxx recognised by the employer. The following shall apply: Employees covered by Agreement Max. No. of employees to attend per year Xxx. No. of days per year Up to l5 1 5 31-50 3 15 51-100 4 20 101 and over 5 25 The application for leave shall be given to the employer at least 6 weeks in advance of the commencement of the course. The application shall contain the following details: • The name of the employee seeking leave • The period of time for which the leave is sought (including dates and daily commencing and finishing times) and • The title, general description and structure of the course to be attended and the location of where the course is to be conducted. The employer shall advise the union within seven clear working days (Monday to Friday) of receiving the application as to whether or not the application for leave has been approved. The time of taking leave shall be arranged so as to minimise any adverse effect on the employer’s operations. The onus shall rest with the employer to demonstrate an inability to grant leave when an eligible employee is otherwise entitled. An employer shall not be liable for any additional expenses associated with an employee’s attendance at a course, other than the payment of ordinary time earnings for such absence. For the purposes of this clause ordinary time earnings shall be defined as the relevant award classification rate, shift work loadings plus over-award payments. Leave rights granted in accordance with this clause will not result in additional payment for alternative time off to the extent that the course coincides with an employee’s day off in the 19 day month work cycle. An employee on request by their employer shall provide proof of their attendance at any course within 7 days. If an employee fails to provide such proof the employer may deduct any amount already paid for attendance from the week’s pay or any monies due to the employee. Where an employee is sick during a period when leave under this provision has been granted proof of attendance at the course is not required for that period and the employee shall receive payment in accordance with personal leave provisions. Leave of absence granted in accordance with this clause shall count for all purposes of employment.

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