California Family Rights Act (CFRA. To be eligible for unpaid CFRA leave, an employee must have more than 12 months of service with the employer and have worked at least 1,250 hours for that employer in the 12-month period before the leave begins. Leave may be taken for the following reasons: • For the birth and care of the newborn child of the employee; • For placement with the employee of a son or daughter for adoption or xxxxxx care; • To care for an immediate family member (spouse, child, or parent) with a serious health condition; or to take medical leave when the employee is unable to work because of a serious health condition. In addition to the family care and medical leave requirements of the CFRA, employers of five or more persons have additional obligations to provide Pregnancy Disability Leave (PDL). An employee disabled by pregnancy is entitled to up to four months disability leave. For example, an employee could take four months pregnancy disability leave for her disability, and 12 weeks CFRA leave to care for and bond with the baby. In general FMLA and CFRA leaves run concurrently from first day of absence with paid leaves. If PDL leave is involved, PDL and FMLA leave would run concurrently from first day of absence. CFRA leave would run consecutively, after the birth of the child.
California Family Rights Act (CFRA. ● An employee who is pregnant shall report her condition immediately after diagnosis is made, to an on-duty B/C. If a physician has not certified the diagnosis, the employee has 30 days to provide the department with a medical diagnosis. In the interim, the employee shall be placed on light duty. ● In the instance that the pregnancy is confirmed, the department considers the employee to be unable to perform normal duty. With this the employee has several options:
California Family Rights Act (CFRA. CFRA was established to ensure secure leave rights for the following: (a) Birth of a child for purposes of bonding, (b) Placement of a child in the employee's family for adoption or xxxxxx care, (c) For the serious health condition of the employee's child, parent or spouse and (d) For the employee's own serious health condition.
California Family Rights Act (CFRA after the exhaustion of all paid leave, the 28 employee will be entitled to differential pay as specified in Section 1.3. A certificate 29 of good health from the attending physician shall be submitted prior to reinstatement 30 from maternity leave. 31
California Family Rights Act (CFRA. Under the California Family Rights Act of 1993 (CFRA), unit members shall be granted up to 12 workweeks in a 12-month period for the birth, adoption, or xxxxxx care placement of their child or for their own serious health condition or that of their child, parent or spouse. CFRA runs concurrently with FMLA and Parental Leave (Child-Bonding Leave).
California Family Rights Act (CFRA. To be eligible for unpaid CFRA leave, a Unit Member must have more than 12 months of service with the employer and have worked at least 1,250 hours for that employer in the 12-month period before the leave begins. Leave may be taken for the following reasons: ● For the birth and care of the newborn child of the Unit Member; ● For placement with the Unit Member of a son or daughter for adoption or xxxxxx care; ● To care for an immediate family member (spouse, child, or parent) with a serious health condition; or to take medical leave when the Unit Member is unable to work because of a serious health condition. In addition to the family care and medical leave requirements of the CFRA, employers of five or more persons have additional obligations to provide Pregnancy Disability Leave (PDL). A Unit Member disabled by pregnancy is entitled to up to four months disability leave. For example, a Unit Member could take four months pregnancy disability leave for her disability, and 12 weeks CFRA leave to care for and bond with the baby. In general FMLA and CFRA leaves run concurrently from the first day of absence with paid leaves. If PDL leave is involved, PDL and FMLA leave would run concurrently from the first day of absence. CFRA leave would run consecutively, after the birth of the child.
California Family Rights Act (CFRA. To be eligible for unpaid CFRA leave, a unit member must have more than 12 months of service with the employer and have worked at least 1,250 hours for that employer in the 12-month period before the leave begins. Leave may be taken for the following reasons: In addition to the family care and medical leave requirements of the CFRA, employers of five or more persons have additional obligations to provide Pregnancy Disability Leave (PDL). A unit member disabled by pregnancy is entitled to up to four months disability leave. For example, a unit member could take four months pregnancy disability leave for her disability, and 12 weeks CFRA leave to care for and bond with the baby. In general FMLA and CFRA leaves run concurrently from the first day of absence with paid leaves. If PDL leave is involved, PDL and FMLA leave would run concurrently from the first day of absence. CFRA leave would run consecutively, after the birth of the child.
California Family Rights Act (CFRA. Employees with at least one year of service are eligible for 12 weeks of job-protected leave with benefits for a family member with a serious health condition. Eligible family members are the employee's parent, spouse/domestic partner or dependent child. FMLA is limited to 12 weeks in a one-year period, for purposes of your own serious health condition, bonding with a newborn or Family Care. Employees with at least two years of service are eligible for 12 weeks of family care for a family member with a serious health condition, for up to 12 weeks. A family member is defined as the employee or spouse's children, parents, grandparents, grandchildren, siblings or household member. Once sick is exhausted, sub-differential pay is allowed during the leave for any PLFC event in a two year period, not to exceed 12 weeks. Once sick is exhausted, sub-differential pay is allowed during the leave for any PLFC event in a two year period, not to exceed 12 weeks. weeks 1 2 3 4 5 6 7 8 9 10 11 12
California Family Rights Act (CFRA. Employees with at least one year of service are eligible for 12 weeks of job-protected leave with benefits to bond with a newborn. Normally runs concurrently with FMLA for non-pregnancy leave. For a pregnancy leave, CFRA begins after the pregnancy disability ends and can be used solely to bond with a newborn. Only requires employer to cover total of 12 weeks of benefits during leave so no benefits are required if 12 weeks have been paid during FMLA EXHIBIT E CONTRACT GRIEVANCE FORM To: Date: Level of Grievance: Name of Grievant: Position: School: SPECIFIC SECTION OF AGREEMENT ALLEGEDLY VIOLATED AND DATE OF ALLEGED VIOLATION: CIRCUMSTANCES INVOLVED (NAMES, PLACES, TIMES): DECISION RENDERED AT INFORMAL CONFERENCE: FURTHER COMMENTS: Employee’s Signature Administrator’s Signature Date Position Date This level of grievance must be responded to by the District on or before (date). This level of grievance must be responded to by the grievant on or before (date). Introduction 84 Procedures 85 Timelines 86 Setting Goals and Objectives 86 Scheduled First Observations 87 Scheduled Second Observations 88 Final Evaluations 89 Forms 90 Goal Setting 90 Pre-Observation 94 Post-Observation 97 Observation 98 Final Evaluation 104 California Standards for the Teaching Profession 105 Developing Continuum of Teacher Abilities 107 The purpose of Xxxxxxxx Valley Unified School District’s evaluation system is to improve the delivery of education services and to provide constructive assistance to unit members. We also hope to acknowledge, recognize, and celebrate the outstanding teaching and learning that occurs in our classrooms every day. We continue to strive to be a champion for children, schools and the community. AVUSD’s evaluation system is based on, and aligned with, the California Standards for the Teaching Profession (CSTP). For reference see Article 13 of the AVUSD-AVTA contract. We sincerely hope that this document brings clarity to the evaluation process including timelines, standards, and performance criterion. Our evaluation process is specifically designed to: ❖ Support and provide constructive feedback to teachers ❖ Promote collaboration and reflection on best practices ❖ Incorporate a rubric that provides for common language and defines effective teaching practices ❖ Clearly delineate timelines ❖ Pre-interns, interns, and probationary teachers in their first year at AVUSD ➢ Meeting with supervisor to review evaluation process, discuss the Developmental Continuum o...
California Family Rights Act (CFRA. Leave
1. Employees shall be eligible for unpaid leave up to 12 weeks per year. For an ill or injured service member, the leave period shall be up to 26 weeks within a 12-month period.
2. An employee may substitute paid sick leave or PTO leave during the CFRA leave.
3. During the CFRA leave, the employee will continue to receive applicable health benefits paid for by APILO Management to the same extent the employee would have received had the employee not taken CFRA leave.
4. Following the CFRA leave, the employee shall be reinstated to the same or comparable position, but shall not accrue any non-health benefits afforded full-time staff (such as PTO accrual) during the CFRA leave period.
5. An employee may be eligible for Paid Family Leave in accordance with federal and state disability law.
