Child Care Leave (Unpaid) Sample Clauses

Child Care Leave (Unpaid). An unpaid leave may be granted to a permanent employee to care for such employee's own (including adopted) child of under three (3) years of age. The leave, together with any renewal thereof, shall not exceed thirty-nine (39) calendar months in duration.
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Child Care Leave (Unpaid). A. A regular employee may request and shall be entitled to a leave of absence without pay for childcare (normally after recovery) or when adopting a child under six (6) years of age. In the case of adoption or xxxxxx care, leave would begin upon receipt of custody. Leave may be granted for the remainder of the employee's term of appointment and may be extended for one additional year provided that the total time away from the job is not more that eighteen (18) months. Granting of a leave which extends to the end of the employee's work year does not denote rehire for the ensuing school year. B. It is the responsibility of the employee to keep the principal/department director informed so that appropriate administrative arrangements can be made prior to return to duty. Upon return from extended leave, an employee may be returned to the same or similar position.
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Child Care Leave (Unpaid). ‌ A regular employee may request and shall be entitled to a leave of absence without pay for childcare (normally after recovery) or when adopting a child. In the case of adoption, or xxxxxx care, leave would begin upon receipt of custody. Leave may be granted for the remainder of the employee's term of appointment and may be extended for one additional year provided that the total time away from the job is not more than eighteen (18) months. Granting of a leave that extends to the end of the employee's work year does not denote rehire for the ensuing school year. It is the responsibility of the employee to keep the Principal/Department Head informed so that appropriate administrative arrangements can be made prior to return to duty. Upon return from extended leave, an employee may be returned to the same or similar position.
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Child Care Leave (Unpaid). 1. A regular employee may request and shall be entitled to a leave of absence without pay for child care (normally after recovery) or when adopting a child or xxxxxx care. In the case of adoption, leave would begin upon receipt of custody. Leave may be granted for the remainder of the employee’s term of appointment and may be extended for one additional year provided that the total time away from the job is not more than eighteen (18) months. 2. It is the responsibility of the employee to keep the supervisor informed so that appropriate administrative arrangements can be made prior to return to duty. Upon return from extended leave, an employee may be returned to the same or similar position.
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Child Care Leave (Unpaid). 1. A bargaining unit member may be granted an unpaid leave of absence, not to exceed three (3) months in duration, for the purposes of caring for a newborn child, a seriously ill child or for adoption of a child. The employee may request and the Board may grant a leave extension for this purpose, not to exceed a total of twelve (12) months from the original commencement of leave. 2. An employee requesting this leave shall give at least thirty (30) days advance notice, except in the case of emergency where shorter notice may be acceptable.
Sample 1
Child Care Leave (Unpaid). 1. An unpaid child care leave of absence shall be granted to any unit member for the purpose of providing care to his/her child who is less than one year old, or who is more than one year old and has special medical problems requiring full-time care of the unit member, or who is newly adopted by the unit member. This leave may be scheduled following a pregnancy leave taken pursuant to Part D of this Article. 2. Child Care Leave may be extended for not more than two consecutive additional years. 3. It is the responsibility of the unit member to provide the immediate administrator with a written request for such leave at least 5 working days in advance of the intended last day of service of the District. The request shall indicate beginning and ending dates, and may, in the instance of an infant child, include a time span from the date of birth or adoption through the August 31st following the first birthday of the child. In the case of adoption the request shall be supported by appropriate evidence of adoption and the birth date of the child. The District shall in its reasonable discretion determine the term of this leave, so as to minimize disruption of the educational program.
Sample 1
Child Care Leave (Unpaid). 1. A regular employee may request and shall be entitled to a leave of absence without pay for child care (normally after recovery) or when adopting a child or xxxxxx care. In the case of adoption, leave would begin upon receipt of custody. Leave may be granted for the remainder of the employee’s term of appointment and may be extended for one additional year provided that the total time away from the job is not more than eighteen (18) months.
Sample 1
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Child Care Leave (Unpaid). A regular employee may request and shall be entitled to a leave of absence without pay for child care (normally after recovery) or when adopting a child. In the case of adoption, or xxxxxx care, leave would begin upon receipt of custody. Leave may be granted for the remainder of the employee's term of appointment and may be extended for one additional year provided that the total time away from the job is not more than eighteen (18) months. Granting of a leave that extends to the end of the employee's work year does not denote rehire for the ensuing school year. It is the responsibility of the employee to keep the Principal/Department Head informed so that appropriate administrative arrangements can be made prior to return to duty. Upon return from extended leave, an employee may be returned to the same or similar position. Leave for Military Duty shall be granted, in accordance with Florida Statutes and such rules and regulations pertaining thereto, and shall be approved by the District.
Sample 1
Child Care Leave (Unpaid). 1. A bargaining unit member will be granted a childcare leave upon written application to the Superintendent. This application shall be submitted as soon as possible, but not less than four (4) months (in the case of a birth) or one (1) month (in the case of an adoption) prior to the requested beginning date of the leave. The application will contain both the beginning and ending dates of the leave. The leave shall begin at a mutually agreed upon time, based upon the written medical advice of the bargaining unit member’s physician. 2. The maximum duration of the childcare leave shall be two (2) years. The first year shall be granted upon written application. The second year may be granted by the Board of Education after the bargaining unit member makes a separate written application. Both applications may be made at the same time. Return from this unpaid leave will coincide with the beginning of a semester or grading period unless otherwise approved by the Superintendent. When a bargaining unit member desires to return to duty prior to the scheduled conclusion of the leave, the bargaining unit member shall submit a written request to the Superintendent at least two (2) months prior to the desired return date. The Superintendent shall have the right to waive the two (2) month advanced notice at his/her discretion. 3. The bargaining unit member will return to the same salary step. If the unit member has worked five (5) or more months in the year, he or she shall be moved to the next step on the salary schedule upon return from the leave of absence.
Sample 1

Related to Child Care Leave (Unpaid)

  • Childcare Leave 3.1 An employee shall be entitled to use ten (10) days of sick leave per year for childcare. 3.2 An employee who is adopting a child shall be entitled to use ten (10) days of sick leave per year for the purpose of caring for the needs of the adopted child.

  • Child Care Leave The Employer shall, upon her request, grant an employee: (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An employee who is or will be a natural parent intending to take this childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent of the newborn, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While on child care leave, an employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: (v) Provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee for adoption, and (vii) In the absence of an emergency, give four (4) months notice to the Employer before the anticipated day on which a child will come into the employees care and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parent. Where a natural mother intends to take a child care leave in addition to a maternity leave, except if the newborn is hospitalized when an employee’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and child care leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave shall begin not earlier than the date on which the newborn or adopted child came into the care and custody of the employee and end not later than fifty-two (52) weeks after that date.

  • Family Care Leave In accordance with RCW 49.12 and WAC 296-130, employees shall be allowed to use any or all of their choice of sick leave or other paid time off to care for a family member (as defined above) who has a serious health condition or an emergency condition. Employees shall not be disciplined or otherwise discriminated against because of their exercise of these rights.

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

  • Extended Child Care Leave Upon written notification, no later than four weeks prior to the expiration of the aggregate leave taken pursuant to Clauses 21.1 (Maternity Leave) and 21.2 (Parental Leave), an employee will be granted a further unpaid leave of absence not to exceed one year. An employee wishing continued coverage under any applicable benefit plans will pay the total premium costs while on extended child care leave. An employee on extended child care leave will provide the Employer with at least one month's written notice of return from such leave. Upon return from extended child care leave, an employee will be placed in their former position.

  • Unpaid Carer’s Leave 17.1 This clause applies to permanent and casual Employees. 17.2 Permanent and casual Employees are entitled to a period of up to 2 days unpaid carer's leave for each permissible occasion. A permissible occasion occurs when a member of the Employee's immediate family, as defined in clause 15.2.4, or household requires care or support because of a personal illness or injury or an unexpected emergency. 17.3 An Employee is expected to comply with the notice and documentation requirements under clause 15.3, to the extent to which they apply to the Employee. 17.4 A permanent Employee is only entitled to unpaid carer's leave if the Employee has exhausted all of their paid sick and paid xxxxx's leave entitlement.

  • Employment During Unpaid Maternity Leave (a) Special Temporary Employment (i) For the purposes of this subclause, “temporary” means employment of an intermittent nature; for a limited, specified period; and undertaken during unpaid Maternity Leave or extended unpaid Maternity Leave.

  • Compassionate Care Leave 1. For the purposes of this article “family member” means:

  • Unpaid Parental Leave (a) An employee is entitled to a period of up to 52 weeks unpaid parental leave in respect of the: (i) birth of a child to the employee or employee’s partner; or (ii) adoption of a child who is not the natural child or step child of the employee or employee’s partner; is under the age of sixteen; and has not lived continuously with the employee for six months or longer.

  • Unpaid Leave of Absence If an employee is on an unpaid leave of absence, then vacation leave, compensatory time, or sick leave cannot be used for the purpose of maintaining eligibility for an Employer Contribution by keeping the employee on a State payroll for one (1) working day per pay period.

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