Child Bearing/Child Rearing Leave Sample Clauses

Child Bearing/Child Rearing Leave. 10.12.1 Female employees may be granted a leave of absence without pay during the child bearing period prior to being temporarily disabled as a result of the pregnancy. Female employees and male employees may be granted a leave of absence without pay during the child- rearing period, and/or during the child-rearing period following the temporary disability resulting from childbirth.
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Child Bearing/Child Rearing Leave. An employee may elect to treat a pregnancy as a medical condition subject to the provisions for the use of sick leave. An employee shall, upon request and with one
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Child Bearing/Child Rearing Leave. In addition to the period of time an employee is disabled as a result of childbirth, employees in the Dunbarton School District under individual contract shall be entitled to leave of absence without pay. The employee, except in the case of an emergency, shall give the Superintendent no less than one hundred twenty (120) days prior written notice of (1) a specific date for the commencement of the leave, and (2) a specific date when the employee intends to return to work. In the event the anticipated delivery or adoption falls within the first month of a new school year, leave requested pursuant to this Section shall commence at the beginning of that new school year.
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Child Bearing/Child Rearing Leave. An employee may elect to treat a pregnancy as a medical condition subject to the provisions for the use of sick leave. An employee shall, upon request and with one (1) month notice, receive an unpaid leave of absence for maternity, paternity or adoption purposes, not to exceed six (6) months. In no case shall the Employer be required to approve child rearing leave which, when combined for both parents, would result in more than six (6) months relating to an individual child birth or adoption. An employee requesting leave shall be required to give evidence of other leaves requested or taken by either the employee or a spouse. The child bearing/child rearing leave may be extended by mutual consent between the employee and the Employer, but if it is extended beyond six (6) months, the Employer is not required to hold the position of the employee pending return. Such an employee shall receive preferred consideration and primary consideration for return to any position for which qualified in the department from which the leave was taken whenever a vacancy occurs. Such preference shall be limited to six (6) months following the end of the leave period.
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Child Bearing/Child Rearing Leave a. The Superintendent shall be notified by the unit member, as soon as practicable, of impending periods of physical disability such as scheduled surgery, pregnancy, or other predictable disability. The Superintendent shall be furnished, in writing, best estimates of the onset and termination of the anticipated period of disability, such estimates to be made by unit member and the unit member’s physician. The physician’s certificate of onset or actual physical disability and termination of same shall be required for payment of sick leave benefits. In the case of pregnancy, the unit member will have available three options. The unit member shall choose one of the options and shall do so before the commencement of any leave. The three options are:
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Child Bearing/Child Rearing Leave. In addition to the period of time an employee is disabled as a result of childbirth, employees in the Dunbarton School District under individual contract shall be entitled to Child Rearing leave of absence without pay. The employee, except in the case of an emergency, shall give the Superintendent written notice of (1) an estimated date for the commencement of the leave based on the recommendation of the employee’s medical professional, and (2) an estimated date when the employee intends to return to work based on the recommendation of the employee’s medical professional. In the event the anticipated delivery or adoption falls within the first month of a new school year, leave requested pursuant to this Section shall commence at the beginning of that new school year.
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Child Bearing/Child Rearing Leave. A maternity leave of absence shall become effective not later than the date when it has been determined on the advice of a physician that continued employment would be detrimental to her health or her expected child or at the request of the staff member. A staff member may return from maternity leave as soon as a physician has certified her fit to perform her duties. However, a maternity leave shall not extend more than twelve months following the birth of the child. A unit member shall be entitled to leave without pay for purposes of child rearing because of adoption. Such leave shall not exceed 12 months beyond the date of adoption. Any unit member, choosing to utilize sick leave benefits for any pregnancy related disability, shall follow the provisions of Article VI Section 1. Section 2 - Other Leaves of absence for personal reasons other than sickness or maternity may be granted to permanent staff members at the discretion of the Board of Education upon the recommendation of the Superintendent of Schools.
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Child Bearing/Child Rearing Leave 
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Related to Child Bearing/Child Rearing Leave

  • Child Rearing Leave 7.9.1 A permanent employee, who is the natural or adoptive parent of a child, shall be entitled to an unpaid leave of absence for the purpose of rearing his/her child for a specified period immediately after convalescence from maternity or immediately after completion of appropriate adoption papers. Such leave shall be for a maximum period of nine (9) months and shall be granted upon giving the District at least four (4) weeks notice prior to the anticipated date on which the leave is to commence.

  • Childrearing Leave 1. Any teacher who has acquired tenure and is expecting a child, or whose spouse is expecting a child, or who has documented plans in the immediate future to adopt or xxxxxx a child of preschool age or a preteen child with special needs or who is non-English speaking, may be granted a long-term leave without pay for child-rearing purposes up to two (2) full semesters or a reasonably requested portion thereof within the same school year.

  • Child Rearing Teachers shall be granted a leave for child rearing purposes of up to one (1) year without pay or increment. This includes both adoption and birth. Upon written request, such leave may be extended up to one (1) year without pay or increment.

  • Volunteer Firefighting Leave Leave without pay will be granted when an employee who is a volunteer firefighter is called to duty to respond to a fire, natural disaster or medical emergency.

  • CHILD BONDING LEAVE A prospective father, spouse, domestic partner or adoptive parent is entitled to child bonding leave of up to six (6) months. Child bonding leave must be taken within one (1) year of the qualifying event. Child bonding leave runs concurrent with FMLA/CFRA. The scheduling of child bonding leave (either on FMLA or CFRA) on an intermittent basis and/or requests for a reduced work schedule are subject to mutual agreement by the employee and the Agency/Department Head as allowed by law. Such an employee may elect to take accrued vacation or compensating time off during the period of child bonding leave except that in the case of an employee who is regularly scheduled to work less than the normal full-time workweek for the classification, paid leave shall be granted only for those days, or fractions thereof, on which such an employee would have worked but for child bonding leave. The use of sick leave during child bonding leave shall not be permitted to fathers, domestic partners or adoptive parents unless they are otherwise eligible to use it as provided in Administrative Code Chapter 3-20. Reinstatement subsequent to child bonding leave of absence shall be to the same classification from which leave was taken and the Department Head shall make his/her best effort to return such employee to the same geographical location, shift, and where there is specialization within a classification, to the same specialization. Questions as to whether or not the Department Head has made his/her best effort herein, shall not be subject to the grievance procedure.

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • Family Death Leave a. The County shall authorize family death leave with pay, for a regular employee, when needed, due to the death of his/her:

  • Maternity/Child Care Leave A. The Board agrees to provide employees with a child care leave of absence, without pay, as set forth below:

  • CHILD AND DEPENDENT ADULT/ELDER ABUSE REPORTING CONTRACTOR shall establish a procedure acceptable to ADMINISTRATOR to ensure that all employees, agents, subcontractors, and all other individuals performing services under this Agreement report child abuse or neglect to one of the agencies specified in Penal Code Section 11165.9 and dependent adult or elder abuse as defined in Section 15610.07 of the WIC to one of the agencies specified in WIC Section 15630. CONTRACTOR shall require such employees, agents, subcontractors, and all other individuals performing services under this Agreement to sign a statement acknowledging the child abuse reporting requirements set forth in Sections 11166 and 11166.05 of the Penal Code and the dependent adult and elder abuse reporting requirements, as set forth in Section 15630 of the WIC, and shall comply with the provisions of these code sections, as they now exist or as they may hereafter be amended.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent Teacher or long-term Occasional Teacher under this Article shall be in accordance with the provisions of the Employment Standards Act, 2000, as amended.

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