Unpaid Child Rearing Leave. 23.3.3.1. Leave without pay or benefits may be granted to a unit member for child rearing.
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
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.
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.
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.
Unpaid Child Rearing Leave. In addition to the leave granted in 11.4 (A), a employee 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
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.
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.
Unpaid Child Rearing Leave a. Subject to the following terms and conditions, Child Rearing Leave shall be granted upon request to:
Unpaid Child Rearing Leave. An employee who is the natural or adoptive parent of a child may request an unpaid leave of absence for the purpose of rearing his/her child. The District shall grant such request for leave for a maximum period of one year, and may be renewable for a one year period.
