Rights Upon Return From Leave. Upon returning from leave of absence under Articles 16.4 - 16.8, the faculty member is assured of resuming his/her previous position and duties or an equivalent position and duties, subject to the provisions of Article 12.3.
Rights Upon Return From Leave. 1. An employee returning from leave will be placed on the next step of the Salary Schedule if he/she had been actively employed by the Taunton School System for more than ninety-one (91) days in the year during which the leave commenced.
Rights Upon Return From Leave. 1. An employee returning from leave under this Article will be placed on the next step of the Salary Schedule if said employee had been actively employed by the West Bridgewater School System for more than ninety-one (91) days in the year in which the leave commenced.
Rights Upon Return From Leave. Upon return from Family or Medical Leave, you will be returned to the position you held immediately prior to the leave if the position is vacant. Certain exceptions exist for Key Employees as defined by law. If the position is not vacant, you will be placed in an equivalent employment position with equivalent pay, benefits, and other terms and conditions of employment. If you exhaust all leave under this policy and are still unable to return to work, your situation will be reviewed to determine what rights and protections might exist under other District policies. The law provides that an employee has no greater rights upon a return from leave than the employee would have if the employee had continued to work. Therefore, you may be affected by a layoff, termination or other job change if the action would have occurred had you remained actively at work. RELIGIOUS OBSERVANCES Federal and state equal opportunity laws generally require employers to accommodate the religious beliefs of employees, but do not require them to provide paid leave. USD 506 respects your religious beliefs and will consider unpaid leave to employees who, for religious reasons, must be away from the office on days of normal operation. Beyond this, we must reconcile employees’ religious obligations with the requirements of running a school district and serving students. Supervisors will authorize schedule changes and/or additional use of vacation leave or unpaid leave, only where the requested arrangement, in the supervisor’s judgment, neither prevents the requesting employee from meeting the requirements of the job nor unfairly burdens other employees. Employees who need time off for religious observance should request leave from their supervisors at least two weeks in advance. Time off is granted only with prior approval, but will not be unreasonably withheld. GENERAL POLICIES
