Common use of CARE-GIVER LEAVE Clause in Contracts

CARE-GIVER LEAVE. An employee who is pregnant, whose spouse is pregnant, whose qualified domestic partner is pregnant, or who is adopting a child, or an employee who is responsible for care of a family member, may request and shall be granted a care-giver leave of absence without pay or benefits. However, if care-giver leave also qualifies for FMLA, benefits will continue in accordance with FMLA. Care-giver leave shall be granted on the conditions set forth below: 1. Family members are defined as: spouse, qualified domestic partner, child, step-child, parent, step-parent, sibling, parent-in-law, grandparent, aunt, uncle, sister-in-law, brother-in-law, or member of the immediate household. 2. A request for care-giver leave should be made sixty (60) calendar days prior to the commencement of the leave, if possible. 3. A meeting with the Director of Human Resources will be arranged to discuss a mutually convenient separation date as well as the anticipated date of return to full- time employment. 4. When the leave is related to the birth or adoption of a child, at the election of the employee, the leave of absence shall be granted for the balance of the semester or school year during which delivery or adoption or care is anticipated. When the leave is for the care of a family member, the leave shall be limited to twelve weeks. 5. The employee who has taken the leave for the remainder of the school year shall have such leave extended for one (1) additional school year upon request of the employee to the Director of Human Resources, made not later than the April 1st preceding the year for which such leave is requested. The employee who has taken the leave for the remainder of a semester shall have such leave extended for up to three (3) additional semesters upon request of the employee to the Director of Human Resources, provided the employee’s leave ends at the end of a school year and the request for leave is made not later than 30 calendar days prior to the expiration of the original leave. 6. Failure of a limited contract employee on leave of absence to return a signed contract for the successive school year on or before July 10 shall be treated as a voluntary resignation. Failure of a continuing contract employee on leave of absence to return a signed letter of intent to fulfill his/her contractual obligation during the successive school year on or before July 10 shall be treated as a voluntary resignation. 7. Upon return, the employee shall be entitled to a position similar to that which was held prior to the leave.

CARE-GIVER LEAVE. An employee who is pregnant, whose spouse is pregnant, whose qualified domestic partner is pregnant, or who is adopting a child, or an employee who is responsible for care of a family member, may request and shall be granted a care-giver leave of absence without pay or benefits. However, if care-giver leave also qualifies for FMLA, benefits will continue in accordance with FMLA. Care-giver leave shall be granted on the conditions set forth below: 1. Family members are defined as: spouse, qualified domestic partner, child, step-child, parent, step-parent, sibling, parent-in-law, grandparent, aunt, uncle, sister-in-law, brother-in-law, or member of the immediate household. 2. A request for care-giver leave should be made sixty (60) calendar days prior to the commencement of the leave, if possible. 3. A meeting with the Director of Human Resources Director will be arranged to discuss a mutually convenient separation date as well as the anticipated date of return to full- time employment. 4. When the leave is related to the birth or adoption of a child, at the election of the employee, the leave of absence shall be granted for the balance of the semester or school year during which delivery or adoption or care is anticipated. When the leave is for the care of a family member, the leave shall be limited to twelve weeks. 5. The employee who has taken the leave for the remainder of the school year shall have such leave extended for one (1) additional school year upon request of the employee to the Director of Human ResourcesResources Director, made not later than the April 1st preceding the year for which such leave is requested. The employee who has taken the leave for the remainder of a semester shall have such leave extended for up to three (3) additional semesters upon request of the employee to the Director of Human ResourcesResources Director, provided the employee’s leave ends at the end of a school year and the request for leave is made not later than 30 calendar days prior to the expiration of the original leave. 6. Failure of a limited contract employee on leave of absence to return a signed contract for the successive school year on or before July 10 shall be treated as a voluntary resignation. Failure of a continuing contract employee on leave of absence to return a signed letter of intent to fulfill his/her contractual obligation during the successive school year on or before July 10 shall be treated as a voluntary resignation. 7. Upon return, the employee shall be entitled to a position similar to that which was held prior to the leave.

CARE-GIVER LEAVE. An employee who is pregnant, whose spouse is pregnant, whose qualified domestic partner is pregnant, or who is adopting a child, or an employee who is responsible for care of a family member, may request and shall be granted a care-giver leave of absence without pay or benefits. However, if care-giver leave also qualifies for FMLA, benefits will continue in accordance with FMLA. Care-giver leave shall be granted on the conditions set forth below: 1. Family members are defined as: spouse, qualified domestic partner, child, step-child, parent, step-parent, sibling, parent-in-law, grandparent, aunt, uncle, sister-in-law, brother-in-law, or member of the immediate household. 2. A request for care-giver leave should be made sixty (60) calendar days prior to the commencement of the leave, if possible. 3. A meeting with the Director administrator in charge of Human Resources personnel will be arranged to discuss a mutually convenient separation date as well as the anticipated date of return to full- time employment. 4. When the leave is related to the birth or adoption of a child, at the election of the employee, the leave of absence shall be granted for the balance of the semester or school year during which delivery or adoption or care is anticipated. When the leave is for the care of a family member, the leave shall be limited to twelve weeks. 5. The employee who has taken the leave for the remainder of the school year shall have such leave extended for one (1) additional school year upon request of the employee to the Director administrator in charge of Human Resourcespersonnel, made not later than the April 1st preceding the year for which such leave is requested. The employee who has taken the leave for the remainder of a semester shall have such leave extended for up to three (3) additional semesters upon request of the employee to the Director administrator in charge of Human Resourcespersonnel, provided the employee’s leave ends at the end of a school year and the request for leave is made not later than 30 calendar days prior to the expiration of the original leave. 6. Failure of a limited contract employee on leave of absence to return a signed contract for the successive school year on or before July 10 shall be treated as a voluntary resignation. Failure of a continuing contract employee on leave of absence to return a signed letter of intent to fulfill his/her contractual obligation during the successive school year on or before July 10 shall be treated as a voluntary resignation. 7. Upon return, the employee shall be entitled to a position similar to that which was held prior to the leave.

CARE-GIVER LEAVE. An employee who is pregnant, whose spouse is pregnant, whose qualified domestic partner is pregnant, or who is adopting a child, or an employee who is responsible for care of a family member, may request and shall be granted a care-giver leave of absence without pay or benefits. However, if care-giver leave also qualifies for FMLA, benefits will continue in accordance with FMLA. Care-giver leave shall be granted on the conditions set forth below: 1. Family members are defined as: spouse, qualified domestic partner, child, step-child, parent, step-parent, sibling, parent-in-law, grandparent, aunt, uncle, sister-in-law, brother-in-law, or member of the immediate householdimmediatehousehold. 2. A request for care-giver leave should be made sixty (60) calendar days prior to the commencement of the leave, if possible. 3. A meeting with the Director of Human Resources will be arranged to discuss a mutually convenient separation date as well as the anticipated date of return to full- time employment. 4. When the leave is related to the birth or adoption of a child, at the election of the employee, the leave of absence shall be granted for the balance of the semester or school year during which delivery or adoption or care is anticipated. When the leave is for the care of a family member, the leave shall be limited to twelve weeks. 5. The employee who has taken the leave for the remainder of the school year shall have such leave extended for one (1) additional school year upon request of the employee to the Director of Human Resources, made not later than the April 1st preceding the year for which such leave is requested. The employee who has taken the leave for the remainder of a semester shall have such leave extended for up to three (3) additional semesters upon request of the employee to the Director of Human Resources, provided the employee’s leave ends at the end of a school year and the request for leave is made not later than 30 calendar days prior to the expiration of the original leave. 6. Failure of a limited contract employee on leave of absence to return a signed contract for the successive school year on or before July 10 shall be treated as a voluntary resignation. Failure of a continuing contract employee on leave of absence to return a signed letter of intent to fulfill his/her their contractual obligation during the successive school year on or before July 10 shall be treated as a voluntary resignation. 7. Upon return, the employee shall be entitled to a position similar to that which was held prior to the leave.