Common use of Child Care Leave Clause in Contracts

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.

Child Care Leave. The Employer shall, upon her request, grant an employee: (ia) Who An employee who is the natural or adoptive parent of a newborn or unborn childshall be granted upon request in writing, or (ii) Who is adopting or has adopted a child, a child care leave of absence without pay of for a period up to 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 shallweeks. (iiib) 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 week child care leave thirty-seven (37referred to in 25.17(a) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave above shall begin not commence no earlier than the date on which the newborn or adopted adoptive child came comes into the employee’s care and custody of the employee and shall end not no later than fifty-two weeks after this date. (52c) The employee who is the natural mother of the child must commence the child care leave immediately upon expiry of maternity leave unless the employee and the Employer agree otherwise, and shall give the Employer a minimum of six (6) weeks’ notice of her intent to take the child care leave. If the newborn child is hospitalized when maternity leave expires, the taking of the leave may be delayed. (d) If the natural father intends to take child care leave, he shall give a minimum of six (6) weeks’ written notice to the Employer of a commencement date and duration of the leave. (e) For the adoptive parents, such leave shall be requested as soon as possible to the commencement of the leave. (f) If both parents are employees, the thirty-seven (37) week child care leave may be taken by one parent or shared by the two parents, provided the combined leave period does not exceed thirty-seven (37) weeks. (g) An employee returning to work from child care leave shall be reinstated to his/her previously held position at a rate of pay that is equivalent to or greater than the rate of pay he/she was receiving immediately prior to the departure on child care leave. If the employee’s previously held position has been affected by lay-off, the provisions of Article 17 shall apply. (h) During the period of child care leave up to thirty-seven (37) weeks after only specified in clause 25.17 (a) thereto: (i) an employee continues to earn seniority and continuous service credits based on what his/her regular hours of work would have been; (ii) when an employee participates in group insurance plans of the Employer, such employee may, if permissible under the relevant plan, continue contributions including that dateof the Employer to such group insurance plans. The employee shall provide the Employer with post-dated cheques covering the amount of such premiums. (iii) an employee maintains but does not accrue sick leave or vacation leave benefits for any calendar month in which he/she is absent on child care leave for more than one-half (½) of the number of working days in that month. (i) The Employer may, upon request in writing from the employee, grant leave of absence without pay following completion of the child care leave requested in clause 25.17(a) above. An employee granted such leave of absence without pay may, where permissible under the relevant insurance plans continue contributions including those of the Employer during such extended leave period. The employee shall provide the Employer with post- dated cheques covering the amount of such premiums.

Child Care Leave. The Employer shallChild rearing leave of absences shall be available to employees for a period of time, upon her requestnot to exceed one calendar year, grant an employee: (i) Who is for the natural parent purpose of caring for a newborn infant for which the applicant has the legal responsibility for the care and/or support. Such leave is to be subsequent to the birth of the child or unborn in the case of adoption, when the child is physically released to employee-parent. Subd. 1 At least two (2) calendar months prior to the estimated delivery date of the 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 shall be required to enable notify the Employer in writing whether or not the employee to care for the child An employee who is or will be a natural parent intending intends 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 child- rearing leave. An This election may be changed at any time before the employee who is a parent of no longer disabled from working due to childbirth or pregnancy related disability or before the newborn, other than the birth mother, shall be granted three fifteenth (315th) days leave without loss of pay within a reasonable period of time surrounding the occasion of day after the birth of the child, whichever is sooner. While The estimated commencement date shall be the physician's projected date the employee will no longer be disabled from working due to childbirth or pregnancy related disability. Subd. 2 Upon filing an application for adoption of a child, the employee shall be required to notify the Employer in writing of the intention to take a child-rearing leave. Such notice is to include the estimated date when such leave shall become effective. The actual commencement date of child-rearing leave shall be the date following the birth of the child on which the employee is no longer disabled due to childbirth and pregnancy related disability; or, in the case of adoption, the date when the child care is physically released to the employee-parent. The return date shall be one (1) year following the actual commencement of the leave, except as may be provided for in Section 5. If an employee complies with all the provisions of this section a child-rearing leave will be granted by the Employer. The Employer will notify the employee in writing of its action. By mutual agreement, the length of a child-rearing leave may be altered. An employee returning from child-rearing leave will be reemployed in the employee's former position or in a position of comparable level and hours, at the employer’s discretion. Employees on child-rearing leave shall retain her full notify the Employer in writing at least thirty (30) calendar days prior to the specified return date of said leave of their intention to either: (1) return to employment status and continue as scheduled in accordance with the return date of the leave or, (2) resign. The employee shall lose all re-employment rights if the employee fails or refuses to accumulate senioritycomply with Section 7. An employee who is an adoptive parent intending to take returns from child-rearing leave within the provisions of this Article, shall retain all previous experience credit and any unused leave shall: (v) Provide time accumulated under the Employer with provisions of this agreement at the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer beginning 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 employee shall not accrue additional experience credit for leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by time during the period of absence for 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 daterearing leave.

Child Care Leave. The Employer shallA. Childcare leave shall be defined as a leave granted for maternity, upon her requestpaternity, grant an employee:xxxxxx, or adoptive parenthood. It is understood that xxxxxx parenthood will apply to cases involving children under the age of ten (10) years. (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, B. An employee covered by this Agreement shall be permitted a leave of absence without pay compensation and without loss of thirty-seven seniority accrued at the time the leave commences. If the employee has worked ninety (3790) consecutive weeks or days during the school year in which the leave is taken, the employee shall accrue seniority for that school year. C. Maternity/Paternity Leave Request for maternity/paternity leave shall be made to the Director of Human Resources as soon as it is determined that there is a need for such a shorter period as request. The date at which the leave is expected to commence and indication of intent to return should be included. D. In maternity leave, sick leave may be used during the time that the employee requests so as is unable to enable work, to the extent that it has been accumulated. The balance of the leave shall be without pay. E. In the case of xxxxxx or adoptive parenthood, notification of anticipation of a leave shall be given to the building Principal at the time the employee to care has been notified of eligibility. Such notification of anticipated leave shall be placed on file with Human Resources for the child An employee who is or will be a natural parent intending to take this period of one year and renewable each succeeding year. F. A childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date shall not exceed one year, unless mutually extended. A request for extension of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice childcare leave shall be submitted to the Employer Superintendent of Schools, or his/her designee, at least sixty (60) calendar days prior to the commencement expiration date and duration of the leave. An . G. The employee who is a parent may continue fringe benefits during unpaid leave by paying 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 their own premiums. H. Upon returning from childcare 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 comparable position for 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 datehe/she is qualified.

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 childcare 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 childcare 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 ’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 childcare leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care Childcare 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.

Child Care Leave. Subd. 1 A child care leave shall be granted by the school district subject to the provisions of this Section. Child care leave may be granted because of the need to prepare and/or provide parental care for a child or children of the principal for an extended period of time. Subd. 2 A principal making application for unpaid child care leave shall inform the superintendent in writing with intention to take the leave at least two calendar months before commencement of the intended leave, except in unusual circumstances. The Employer shall, upon her request, grant an employee:superintendent and the principal will attempt to work out a satisfactory plan for the leave. (i) Who is Subd. 3 If 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 reason for the child An employee who care leave is or will be occasioned by pregnancy, the principal shall also provide at the time of the leave application, a natural parent intending to take this childcare leave shall (iii) Provide statement indicating the Employer with a medical doctor’s certificate specifying the probable expected date of delivery the delivery. Sick leave under Section 1 is available for the disabilities of pregnancy prior to the commencement of the child care leave. Subd. 4 The school district may adjust the proposed beginning or ending date of a child care leave so that the dates of the leave are coincident with some natural break in the school year - e.g., winter vacation, spring vacation, semester break or quarter break, end of reporting period, end of the school year, or the date upon which like. The availability of a suitable replacement may also be considered by the birth has occurred and,school district in both the granting of a child care leave or the duration of such leave. (iv) Subd. 5 In absence of an emergency, give four (4) weeks written notice to the Employer of making a determination concerning 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 the School Board shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shallnot, unless otherwise agreed, be required to: (v1) Provide grant any leave more than six (6) months in length or at the Employer with beginning of the proof that a child has been or will be placed with the employee for the purpose of adoption,school year following such six (6) month period. (vi2) Notify permit the Employer of the commencement date and duration of the leave on being made aware of principal to return to his or her employment prior to 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 designated in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parentrequest for child care leave. Subd. Where a natural mother intends to take a 6 A principal returning from child care leave shall have a right to return to his or her original position as specified in addition to a maternity leave, except if the newborn is hospitalized when an employeeprincipal’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of plan if the maternity principal’s leave unless is commenced and concluded within the Employer and same school year. If the employee otherwise agree. The principal’s child care leave may be taken by either natural plan does not call for his or adoptive parents. Where both parents are employees it may be shared by her return within the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how year it is dividedcommenced, and it must a principal shall have the right to be taken in a consecutive manner. The combined maternity returned to an equivalent contractual position, unless such principal has been previously terminated pursuant to the provision of M.S. 125.12 or such principal has been placed on unrequested leave pursuant to the provisions 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 dateM.S. 125.12.

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, An employee may request and shall be granted a leave of absence without pay of thirty-seven or benefits (37) consecutive weeks except as otherwise provided under Article V, GROUP INSURANCE FOR EMPLOYEES ON APPROVED UNPAID OR PARTIALLY PAID LEAVES OR RECALL LIST, 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 and Medical Leave Act) for the purpose of early child care leave in addition to of 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 son or daughter (including adopted children) of the maternity leave unless the Employer employee. Both birth and the employee otherwise agree. The child care leave may non-birth parents shall 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 dateeligible. Child care leave shall must also meet the following conditions: 1. Leave may begin not earlier than on the date of the child’s birth; on the date paid parental leave as outlined in Paid Leaves of Absence Section H. above expires; or on the date when the mother who has been on sick leave for pregnancy disability is no longer eligible for sick leave because she has recovered from the physical effects of pregnancy and childbirth which necessitated her absence. 2. The leave of absence shall be for the newborn or adopted child came into balance of the care and custody school year in which delivery is expected unless such leave is earlier terminated as hereinafter provided. 3. The leave may be extended for one (1) additional school year upon request of the employee to the Board of Education, made no later than March 1 preceding the year for which such leave is requested. However, those who start their child care leave after January 15th, shall have until June 15th to notify. 4. Members who take unpaid child care leave will be permitted to return to work following the use of child care leave at a natural break in the school year, including but not limited to the beginning of a new quarter, trimester, or semester, or following winter or spring break. If a member wishes to return to work on a date which does not align with a natural break, the member may do so upon mutual agreement with the Superintendent. 5. Upon return from approved leave, the employee shall be entitled to reinstatement to the same position with the same contractual status which the employee held prior to the leave, or, if that position is no longer available, to a substantially equivalent position for which the employee holds valid unexpired certification. If said leave is extended, the same provision shall apply. 6. Members who start their child care leave prior to January 15th, and end who wish to return to employment from child care leave for the start of following school year, must notify the Superintendent/designee in writing of their intent to return by March 1st of the current year. However, those who start their parental leave after January 15th, shall have until June 15th to notify. If the employee fails to comply with the notification deadlines outlined above, the leave shall become a resignation. The Superintendent shall notify the employee, in writing, of this obligation at the time the leave is approved by the Board of Education. This notification shall include the fact that failure to comply shall result in resignation. The Superintendent shall also send notice of this requirement to the employee, in writing, at his/her last known address, with a copy to the CFEA President, on or after January 1, but not later than fifty-two (52) weeks January 31, of the leave year for those members subject to the March 1 deadline. For those members subject to the June 15th deadline, said notice shall be sent on or after that dateMay 1, but not later than May 31, of the leave year.

Child Care Leave. The Employer shall, upon her request, grant an employee: (ia) 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 the natural or will be a natural adoptive 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 upon request 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 writing child care leave in addition without pay for a period of up 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 agreethirty-five (35) consecutive weeks. 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 parents or taken wholly by one (1) parent’s but the leave is only . (b) The thirty-seven five (3735) 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 week child care leave thirty-seven period referred to in 28.09 (37a) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave above shall begin not commence no earlier than the date on which the newborn or adopted child came comes into the employee's care and custody of the employee and shall end not no later than fifty-two (52) weeks after that date. (c) The employee who is the natural mother of a child must commence the child care leave immediately on the expiry of the maternity leave, unless the Hospital and employee agree otherwise, and shall give the Hospital a minimum of six (6) weeks’ notice of her intent to take the child care leave. If the newborn child is hospitalized when the maternity leave expires, the taking of the leave may be delayed. (d) If the natural father intends to take child care leave, he shall give a minimum of six (6) weeks’ written notice to the Hospital of the commencement date and duration of the leave. (e) For adoptive parents, such leave shall be requested as soon as possible prior to the commencement of the leave. (f) If both parents are employees, the thirty-five (35) week child care leave may be taken by one parent or shared by the two parents, provided the combined leave period does not exceed thirty-five (35) weeks. (g) An employee returning to work from child care leave shall be reinstated to his or her previously held position. (h) If both adopting parents are employees, the parent other than the parent requesting a leave under (a) shall be granted upon request two (2) days leave with pay. This leave shall be deducted from the employee's accumulated sick leave. Such leave shall be extended on request up to a maximum of an additional four (4) days without pay. (i) During the period of child care leave of up to thirty-five (35) weeks only specified in clause 28.09 (a) thereto: (i) an employee continues to earn seniority and continuous service credits based on what her regular hours of work would have been; (ii) an employee maintains but does not accrue sick leave or vacation leave credits for any calendar month in which he/she is absent on child care leave exceeding eleven working days in that month. (j) An employee granted child care leave pursuant to Article 28.09 above may, where permissible under the relevant benefit plans, continue contributions, including those of the Hospital, during such leave.

Child Care Leave. The Employer shall, upon her request, grant an employee: (ia) Who An employee who is the natural or adoptive parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a shall be granted upon request in writing child care leave of absence without pay for a period of up to thirty-seven (37) consecutive weeks. (b) The thirty-seven (37) week child care leave period referred to in 18.15(a) above shall commence no earlier than the date on which the newborn or adoptive child comes into the employee’s care and shall end no later than fifty-two (52) weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An after this date. (c) The employee who is or will be the natural mother of a natural parent intending child must commence the child care leave immediately upon expiry of maternity leave unless the Employer and employee agree otherwise, and shall give the Employer a minimum of six weeks notice of her intent to take this childcare the child care leave. If the newborn child is hospitalized when maternity leave shallexpires, the taking of the leave may be delayed. (iiid) Provide If the Employer with natural father intends to take child care leave, he shall give a medical doctor’s certificate specifying the probable date minimum of delivery or the date upon which the birth has occurred and, six (iv) In absence of an emergency, give four (46) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent . (e) For adoptive parents, such leave shall be requested as soon as possible prior to the commencement 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:. (vf) 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 expiresIf both parents are employees, 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 thirty-seven (37) week child care leave may be taken by either natural one parent or adoptive shared by the two parents, provided the combined leave period does not exceed thirty-seven (37) weeks. Where If both parents are employees it may be shared employed by the childEmployer, only one request for such leave shall be granted. (g) An employee returning to work from child care leave shall be reinstated to his/her previously held position and shall receive a rate of pay that is equivalent to or greater than the rate of pay he/she was receiving immediately prior to departure on child care leave. If the employee’s parent’s but previously held position has been affected by layoff, the provisions of Article 11 shall apply. (h) During the period of child care leave is only of up to thirty-seven (37) weeks only specified in TOTAL, regardless clause 18.15 (a) thereto: (i) an employee continues to earn seniority and continuous service credits based on what her regular hours of how it is divided, and it must be taken work would have been; (ii) when an employee participates 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 group insurance plans of the Employer, such employee may, if permissible under the relevant plan, continue contributions, including that of the Employer to such group insurance plans; (iii) an employee maintains previously accumulated sick leave and end vacation leave credits but does not later accrue sick leave or vacation leave benefits while on maternity leave. Period of less than fifty-two one (521) weeks after that datemonth shall not be counted in this calculation.

Child Care Leave. The Employer shall, upon her request, grant an employee: (ia) 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 the natural or will be a natural adoptive 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 upon request 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 writing child care leave in addition without pay for a period of up 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 agreesixty-two (62) consecutive weeks. 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 parents or taken wholly by one (1) parent’s but the leave is only thirty. (b) The sixty-seven two (3762) 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 week child care leave thirty-seven period referred to in 28.09 (37a) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave above shall begin not commence no earlier than the date on which the newborn or adopted child came comes into the employee's care and custody of the employee and shall end not no later than fiftyseventy-two eight (5278) weeks after that date. (c) The employee who is the natural mother of a child must commence the child care leave immediately on the expiry of the maternity leave, unless the Hospital and employee agree otherwise, and shall give the Hospital a minimum of six (6) weeks’ notice of her intent to take the child care leave. If the newborn child is hospitalized when the maternity leave expires, the taking of the leave may be delayed. (d) If the natural father intends to take child care leave, he shall give a minimum of six (6) weeks’ written notice to the Hospital of the commencement date and duration of the leave. (e) For adoptive parents, such leave shall be requested as soon as possible prior to the commencement of the leave. (f) If both parents are employees, the sixty-two (62) week child care leave may be taken by one parent or shared by the two parents, provided the combined leave period does not exceed sixty-two (62) weeks. (g) An employee returning to work from child care leave shall be reinstated to his or her previously held position. (h) If both adopting parents are employees, the parent other than the parent requesting a leave under (a) shall be granted upon request two (2) days leave with pay. This leave shall be deducted from the employee's accumulated sick leave. Such leave shall be extended on request up to a maximum of an additional four (4) days without pay. (i) During the period of child care leave of up to sixty-two (62) weeks only specified in clause 28.09 (a) thereto: (i) an employee continues to earn seniority and continuous service credits based on what her regular hours of work would have been; (ii) an employee maintains but does not accrue sick leave or vacation leave credits for any calendar month in which he/she is absent on child care leave exceeding eleven working days in that month. (j) An employee granted child care leave pursuant to Article 28.09 above may, where permissible under the relevant benefit plans, continue contributions, including those of the Hospital, during such leave.

Child Care Leave. 1. A child care leave may be granted by the School District subject to the provisions of this section. Child care leave may be granted because of the need to prepare and provide parental care for a child or children of the employee for an extended period of time. 2. An employee making application for child care leave shall inform the superintendent in writing of intention to take the leave at least three calendar months before commencement of the intended leave. 3. If the reason for the child care leave is occasioned by pregnancy, an employee may utilize sick leave pursuant to the sick leave provisions of the Agreement during a period of physical disability. However, an employee shall not be eligible for sick leave during a period of time covered by a child care leave. A pregnant employee will also provide at the leave application, a statement from a physician indicating the expected date of delivery. 4. The Employer shallSchool District may adjust the proposed beginning and ending date of a child care leave so that the dates of the leave are coincident with some natural break in the school year i.e., upon her requestwinter vacation, grant an employeespring vacation, semester break or quarter break, end of a grading period, end of the school year, or the like. 5. In making a determination concerning the commencement and duration of a child care leave, the School District shall not, in any event, be required to: x. Xxxxx any leave more than twelve (i12) Who is the natural parent of a newborn or unborn child, ormonths in duration. (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 b. Permit the employee to return to employment prior to the date designated in the request for child care leave. 6. Employees returning from child care leave shall be re-employed in a position for which they are licensed unless previously discharged or placed on unrequested leave. 7. Failure of the employee to return pursuant to the date determined under this section shall constitute grounds for termination unless the School District and the employee mutually agree to an extension in the leave. 8. Application for return must be made at least two (2) weeks prior to the anticipated return date and be accompanied by a physician’s statement attesting to the good health of the employee if the child care leave was for maternity. 9. Employees on child care leave shall be permitted to pay the contributions required or permitted by law to be made by the employee and the School District into the employee’s pension or retirement fund to insure full credit for retirement purposes. 10. An employee who is or will be a natural parent intending to take this childcare returning from child care leave shall (iii) Provide shall retain all benefits that 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 employee possessed prior to the Employer of the commencement date and duration of leave but shall accrue no additional benefits during the leave. An employee who is a parent The parties agree that the applicable periods of probation as set forth in Minnesota Statutes are intended to be periods of actual service enabling the newborn, other than School District to have an opportunity to evaluate the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable employee’s performance. Employees agree that the period of time surrounding for which the occasion employee is on child care leave shall not be counted in determining the completion of a probationary period. 11. An employee on child care leave is eligible to participate in group health insurance and life insurance programs but shall pay the entire cost of the birth of the childpremium. 12. While Employees on child care leave shall be permitted to perform per diem service. 13. Pregnancy shall be considered a temporary disability and as such an employee shall be allowed to use sick leave, unless 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 for the Employer with the proof period of time 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, licensed physician reasonably determines that the employee is required unable to commence work. 14. A full-time employee shall be granted up to ten (10) days, charged against sick leave, for reason of establishing bonding with an adoptive or xxxxxx child. 15. Should a spouse of a full-time employee deliver a child, the child care leave immediately on expiration full-time employee shall be granted up to ten (10) days leave, charged against sick leave, for reasons of establishing bonding with the maternity leave unless child. 16. Employees will notify the Employer and School District by May 1 of their intentions whether or not to return to the employee otherwise agreedistrict. The child care leave May 1 date may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by waived upon mutual agreement between the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, School District 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 datefaculty member.

Child Care Leave. The Employer shall, upon her request, grant Child care leave shall be granted to an employee: (i) Who employee who is the natural parent of a newborn or unborn child, or (ii) Who child or 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 wishing to take this childcare child care leave shall shall provide the Employer with four (iii4) Provide weeks written notice of the commencement date and duration of the leave. Where the mother is not an employee, the father shall 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 seniorityoccurred. An employee who is an adoptive parent intending to take this child care leave shall: (v) Provide a. provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption,adopting. (vi) Notify b. 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 c. in the absence of an emergency, give provide the Employer with four (4) months notice to the Employer before the anticipated day on which a the child will come into the employees employee’s care and custody. Child care leave shall cover a period of up to sixty-three (63) consecutive weeks or such shorter period as the employee requests so as to enable the employee to care for the child. This leave shall be unpaid, with the exception of the last week of the child care leave. It shall begin not earlier than the date on which the newborn or adopted child comes into the care and custody of the employee and end no later than either seventy- eight (78) weeks (if taken in conjunction with maternity leave benefits) or sixty-three (63) weeks (if childcare leave is solely taken) after that date. Where both parents are employees, child care leave may be shared by the case parents but the leave may not exceed sixty-three (63) weeks in total, regardless of private adoption or upon approval how it is divided. Each parent’s child care leave must be taken in accordance with the Family Services Act as a prospective adopting parentconsecutive manner. 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 thirtyof sixty-seven three (3763) weeks taken by one or both parents cannot total exceed more than fiftyseventy-two eight (5278) weeks after that dateweeks. Child During a period of child care leave leave, the Employer shall begin not earlier than the date on which the newborn or adopted continue to pay its share of health, dental and life insurance premiums. On return from child came into the care and custody of leave, the employee and end not later than fifty-two (52) weeks after that dateshall be placed at least in their former position. If the former position no longer exists, the employee shall be placed in an equivalent position in their department.

Child Care Leave. (a) Child care leave without pay is available to teachers. The Employer shalllength of the leave shall not exceed one (1) year, upon her request, grant an employee:renewable in the discretion of the Board if requested by the teacher in writing at least three (3) months prior to the expiration of the leave. (ib) Who is In order to provide for continuity within the natural parent classroom between pupil and teacher, the teacher shall notify the Superintendent's Office in writing at least three (3) months prior to the requested beginning date of the leave so that necessary arrangements can be made to procure the teacher's replacement. Said notification shall request a newborn or unborn childbeginning and ending date of the leave to be agreed upon by the teacher and the administration. In cases of emergency, orthe three (3) month notification period prescribed herein may be waived by the Superintendent. (iic) Who The agreed-upon date and request shall be referred to the Board of Education for approval. It is adopting or has adopted a child, a understood that each request for child care 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 shallconsidered on an individual basis. (iiid) Provide The teacher shall notify the Employer with a medical doctor’s certificate specifying Board in writing of his/her intent to return, not later than 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 midpoint of the commencement date and duration of the leave, which shall be determined when the leave is granted by the Board. An employee who Re-employment will commence upon the date set when the leave (or any renewal thereof) was granted. It is a parent understood that the foregoing shall not supersede provisions for layoff or other provisions of law or this contract. (e) A teacher may make written application to the Superintendent for reinstatement prior to expiration of the newbornleave granted by the Board. However, other than the birth mother, Board reserves the right in its sole discretion to approve accelerated termination of child care leaves on the basis of each individual case. (f) Failure to return from a child care leave on the date specified in said leave shall be deemed a resignation unless mutually agreed upon by the Board and the teacher prior to said date. (g) Child care leave will be granted three (3) days without pay and without experience credit and without sick leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the childaccumulation. While on Upon return from child care leave, an employee the teacher 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 restored to the Employer before same position on the anticipated day on which a child will come into salary schedule as when the employees care teacher left and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parentbe entitled to other accrued benefits prior to said leave. Where a natural mother intends to take a child care leave in addition The teacher shall be returned 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 position for which the newborn or adopted child came into the care teacher is certified and custody of the employee and end not later than fifty-two (52) weeks after that datequalified.

Child Care Leave. (a) Child care leave without pay is available to teachers. The Employer shalllength of the leave shall not exceed one (1) year, renewable at the discretion of the Board. (b) In order to provide for continuity within the classroom between pupil and teacher, the teacher shall notify the Superintendent's Office in writing at least three (3) months prior to the expected date of leave so necessary arrangements can be made to procure the teacher’s replacement. (c) Approximately thirty (30) days thereafter, the teacher shall submit a written request for child care leave to the Board of Education. The request shall specify the beginning date of the leave, be accompanied by a physician's statement that there is no medical reason why the teacher cannot continue to perform services until the beginning date of the leave, and a statement by the administration that the date requested by the teacher will not unduly interrupt the pupil-teacher continuity. (1) In the event of a dispute concerning the beginning date of the child care leave, the teacher shall be entitled to a private hearing before the Board prior to the Board setting the beginning date of the leave of absence. (2) Once the beginning date has been approved by the Board, it shall not thereafter be changed, except in cases of emergency to be determined on an individual basis. (3) Any medical reports requested by the Board shall be paid for by the Board. (d) The member shall be eligible to return from child care leave upon her requestfiling of a physician’s statement that they are physically fit for full-time employment. The member may request a prospective termination date of leave of absence at the time of leave. (e) Reemployment will commence upon the date set by the Board which shall not be later than the beginning of the first day of the school year following the date the teacher was declared eligible for reemployment. Extension of the leave shall be at the discretion of the Board. It is understood that the foregoing shall not supersede provisions for layoff or other provisions of law or this contract. (f) A member may make written application to the Superintendent for reinstatement prior to expiration of the leave granted by the Board of Education. However, grant an employee:the Board of Education reserves the right in its sole discretion to approve accelerated termination of maternity leave on the basis of each individual case. (g) Failure to return from a child care leave on the date specified in said leave shall be conclusively deemed a resignation unless mutually agreed upon by the Board and the teacher prior to said date. (h) Child Care leave will be granted without pay and without experience credit and without sick leave accumulation. Upon return from child care leave, the member shall be restored to their same position on the salary schedule as when they left and be entitled to other accrued benefits prior to said leave. (i) Who is Should the natural parent provisions 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 be in addition to a maternity leaveviolation of State or Federal Law, 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 then such provisions of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may this article shall 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 renegotiated. (37j) weeks in TOTAL, regardless FMLA – Family Medical Leave Act – all provisions 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 FMLA 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 dateapply.

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 leaveSubd. 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 child1. 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 A child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared granted by the child’s parent’s but School District subject to the leave is only thirty-seven (37) weeks in TOTAL, regardless provisions 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 datethis section. Child care leave shall begin not earlier than may be granted because of the date on which the newborn need to prepare and provide parental care for a child or adopted child came into the care and custody children of the employee for an extended period of time. Subd. 2. If the reason for the child care is occasioned by pregnancy, an employee may elect to utilize sick leave pursuant to the sick leave provisions of this Agreement and seek a child care leave pursuant to this Section. An employee shall be eligible for both of the options provided herein. A pregnant employee will also provide at the time of the leave application, a statement from the employee's physician indicating the expected date of delivery. Subd. 3. An employee making application for child care leave shall inform the Superintendent in writing of intention to take the leave at least three calendar months before commencement of the intended leave. Subd. 4. The School District may adjust the proposed beginning or ending date of a child care leave so that the dates of the leave are coincident with some natural break in the school year - i.e. winter vacation, spring vacation, semester break or quarter break, end of the grading period, end of the school year, or the like. In making a determination concerning the commencement and duration of a child care leave, the School Board shall not, in any event, be required to: 1. Grant any leave more than twelve (12) months in duration. 2. Permit the employee to return to the employee's employment prior to the date designated in the request for child care leave. Subd. 5. An employee returning from child care leave shall be re-employed in the employee's own position or in a position of like status for which they are qualified unless previously discharged or laid off. An employee who returns from child care leave within the provisions of this section shall retain all previous seniority for pay purposes and any unused leave time accumulated under the provisions of this Agreement at the commencement of the beginning of the leave. The employee shall not later than fifty-two (52) weeks after that dateaccrue additional experience credit for pay purposes or leave time during the period of absence for child care leave. An employee on child care leave is eligible to participate in group insurance programs if permitted under the insurance policy provisions, but shall pay the entire premium for such programs as the employee wishes to retain, commencing with the beginning of the child care leave. The right to continue participation in such group insurance programs, however, will terminate if the employee does not return to the District pursuant to this Section. Leave under this Section shall be without pay or fringe benefits.

Child Care Leave. Note: A leave for childbirth is not contained in the Agreement either under paid or unpaid leaves. Such absence is covered by the “Family Medical Leave Act” (FMLA). The Employer shallperiod the birth mother must be absent from duty is considered the period of “disability” for the mother. During that time of disability, 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 childbirth mother may use accumulated sick days. For further details please refer to FMLA, a copy of which can be found on the ISD270 website. 1. A child-care leave may be granted by the Employer subject to the provisions of absence without pay this section. Child-care leave may be granted because of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as need to enable the employee to prepare for and provide parental care for a child or children of the child An employee who is or will Teacher for an extended period of time. 2. Application for child-care leave shall be a natural parent intending submitted, in writing, 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 Assistant Superintendent at least four (4) weeks written notice calendar months before commencement of the intended leave. The parties recognize that adoption and catastrophic illness of a child may, on occasion, preclude four (4) months’ notice. In such an event, the parties shall act reasonably. 3. The Employer may adjust the proposed beginning date of a child-care leave so that the date of the leave coincides with some natural break in the school year, such as winter vacation, spring vacation, semester break, quarter break, end of a grading period, or end of the school year. The beginning date of a child-care leave may also be a date mutually agreed upon by the Teacher and the Employer. The ending date of a child-care leave shall coincide with the first duty day of the school year, the first duty day following winter vacation, the beginning of the second semester, or any other time mutually agreeable to the Teacher and the Employer. 4. In making a determination concerning the commencement and duration of a child-care leave, the Employer shall not, in any event, be required to do any of the following: x. xxxxx any leave more than fifteen (15) months in duration. b. accept the Teacher’s return to employment prior to the date designated in the request for child-care leave, unless the Teacher and the Employer mutually agree to a return date. 5. A Teacher returning from child-care leave shall be reemployed in the position which the Teacher held prior to taking the leave or to a position for which the Teacher is licensed, unless said Teacher had been previously discharged or placed on unrequested leave. 6. A Teacher on child-care leave, desiring to return to employment within the fifteen-month limit, shall provide the Employer with notice of the Teacher’s intent, in writing. Failure to provide such notice or failure to return on the date determined, pursuant to this section, shall constitute a waiver and forfeiture of any right to return to employment, unless the parties mutually agree, in writing, to extend the leave. 7. The parties agree that the applicable periods of probation for Teachers, as set forth in Minnesota Statutes, are intended to be periods of actual service enabling the Employer to have opportunity to evaluate a Teacher's performance. The parties agree, therefore, that periods of time, for which the Teacher is on child-care leave, shall not be counted in determining the completion of the probationary period. 8. A Teacher who returns from child-care leave, pursuant to this section, shall retain all previous experience credit for pay purposes and shall retain unused leave time, accumulated pursuant to the provisions of this Agreement, as of the commencement date and duration of the leave. An employee who is a parent of The Teacher shall not accrue additional experience credit for pay purposes or leave time during 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 absence for child-care leave. 9. A Teacher on child-care leave is eligible to participate in group-insurance programs, if permitted under the occasion of insurance-policy provisions, but shall pay the birth entire, applicable premium for the period of the child. While on child -care leave. The Employer shall provide a statement of cost due for all insurance benefits. The right to continue participation in such group-insurance programs, 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 however, 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 terminate if the newborn is hospitalized when an employee’s maternity leave expiresTeacher does not return to employment, the employee is required pursuant to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agreethis section. 10. The child care leave may Leave under this section shall be taken by either natural without pay 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 datefringe benefits.

Child Care Leave. Note: A leave for childbirth is not contained in the Agreement either under paid or unpaid leaves. Such absence is covered by the “Family Medical Leave Act” (FMLA). The Employer shallperiod the birth mother must be absent from duty is considered the period of “disability” for the mother. During that time of disability, 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 childbirth mother may use accumulated sick days. For further details please refer to FMLA, a copy of which can be found on the ISD270 website. 1. A child-care leave may be granted by the Employer subject to the provisions of absence without pay this section. Child-care leave may be granted because of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as need to enable the employee to prepare for and provide parental care for a child or children of the child An employee who is or will Teacher for an extended period of time. 2. Application for child-care leave shall be a natural parent intending submitted, in writing, 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 Assistant Superintendent at least four (4) weeks written notice calendar months before commencement of the intended leave. The parties recognize that adoption and catastrophic illness of a child may, on occasion, preclude four (4) months’ notice. In such an event, the parties shall act reasonably. 3. The Employer may adjust the proposed beginning date of a child-care leave so that the date of the leave coincides with some natural break in the school year, such as winter vacation, spring vacation, semester break, quarter break, end of a grading period, or end of the school year. The beginning date of a child-care leave may also be a date mutually agreed upon by the Teacher and the Employer. The ending date of a child-care leave shall coincide with the first duty day of the school year, the first duty day following winter vacation, the beginning of the second semester, or any other time mutually agreeable to the Teacher and the Employer. 4. In making a determination concerning the commencement and duration of a child-care leave, the Employer shall not, in any event, be required to do any of the following: x. xxxxx any leave more than fifteen (15) months in duration. b. accept the Teacher’s return to employment prior to the date designated in the request for child-care leave, unless the Teacher and the Employer mutually agree to a return date. 5. A Teacher returning from child-care leave shall be reemployed in the position which the Teacher held prior to taking the leave or to a position for which the Teacher is licensed, unless said Teacher had been previously discharged or placed on unrequested leave. 6. A Teacher on child-care leave, desiring to return to employment within the fifteen-month limit, shall provide the Employer with notice of the Teacher’s intent, in writing. Failure to provide such notice or failure to return on the date determined, pursuant to this section, shall constitute a waiver and forfeiture of any right to return to employment, unless the parties mutually agree, in writing, to extend the leave. 7. The parties agree that the applicable periods of probation for Teachers, as set forth in Minnesota’s Statutes, are intended to be periods of actual service enabling the Employer to have opportunity to evaluate a Teacher's performance. The parties agree, therefore, that periods of time, for which the Teacher is on child-care leave, shall not be counted in determining the completion of the probationary period. 8. A Teacher who returns from child-care leave, pursuant to this section, shall retain all previous experience credit for pay purposes and shall retain unused leave time, accumulated pursuant to the provisions of this Agreement, as of the commencement date and duration of the leave. An employee who is a parent of The Teacher shall not accrue additional experience credit for pay purposes or leave time during 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 absence for child-care leave. 9. A Teacher on child-care leave is eligible to participate in group-insurance programs, if permitted under the occasion of insurance policy’s provisions, but shall pay the birth entire, applicable premium for the period of the child. While on child -care leave. The Employer shall provide a statement of cost due for all insurance benefits. The right to continue participation in such group-insurance programs, 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 however, 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 terminate if the newborn is hospitalized when an employee’s maternity leave expiresTeacher does not return to employment, the employee is required pursuant to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agreethis section. 10. The child care leave may Leave under this section shall be taken by either natural without pay 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 datefringe benefits.

Child Care Leave. (1) A Child Care Leave, without pay or fringe benefits unless required by law, will be granted to an Employee for a period of up to one (1) year. The Employer shallEmployee requesting the leave shall notify the Personnel Office, upon in writ- ing, of his/her request, grant an employee:intent at least thirty (30) days before the beginning date of the leave. (ia) Who is An Employee beginning a Child Care Leave on or after July 1, but prior to January 1, shall terminate the natural parent leave at the beginning of a newborn or unborn child, orthe next work year. (iib) Who is adopting An Employee beginning a Child Care Leave on or has adopted a childafter January 1, a leave but before July 1, shall receive the balance of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as that work year in addition to 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 shallfollowing work year. (iii2) Provide the Employer with Employees on 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, Child Care Leave must give four (4) weeks written notice to the Employer Superintendent, or his/her designee, by April 1, of the commencement date year the leave ex- xxxxx, of their intention to return. The notice of intention to return is the responsibility of the individual. In the event such notice is not received, it will constitute the Employee’s resig- nation and duration automatic termination of his/her employment with the District. If an Employee wishes to return to work before the expiration of the leave. An employee who is a parent of , he/she shall notify the newbornSuperintendent, other than the birth motheror his/her designee, shall be granted three by April 1. (3) days leave without loss The Child Care Leave may be extended for one (1) additional work year, upon application and approval by the Board of pay within a reasonable period of time surrounding the occasion Education. The request must be made by April 1 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 year the leave on being made aware of the date of placement with the employee for adoption, andexpires. (vii) In the absence of an emergency, give four (4) months notice Upon request to return to work, the Employer before the anticipated day on which a child Employee will come into the employees care and custody be reinstated in the case of private adoption same, or upon approval in accordance with the Family Services Act as equivalent, position for which he/she is qualified, provided there is a prospective adopting parent. Where po- sition available. (5) Upon return from 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 expiresChild Care Leave without pay, the employee is required to commence Employee shall be placed on the Hourly Wage Rate Schedule (Appendix B) step and retain the seniority status for which he/she was eligible when he/she left for the leave. (6) An Employee who suffers a still-birth, miscarriage, or the death of any child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave for whom he/she received a Child Care Leave, may be taken returned to service after appropriate medial certification, if necessary, by either natural or adoptive parents. Where both parents are employees it may be shared by his/her attending and/or 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 dateDistrict physician.

Child Care Leave. The Employer shall, upon her request, grant Child care leave shall be granted to an employee: (i) Who employee who is the natural parent of a newborn or unborn child, or (ii) Who child or 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 wishing to take this childcare child care leave shall shall provide the Employer with four (iii4) Provide weeks written notice of the commencement date and duration of the leave. Where the mother is not an employee, the father shall 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 seniorityoccurred. An employee who is an adoptive parent intending to take this child care leave shall: (v) Provide : 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 adopting; 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 ; in the absence of an emergency, give provide the Employer with four (4) months notice to the Employer before the anticipated day on which a the child will come into the employees employee's care and custody. Child care leave shall cover a period of up to sixty-three (63) consecutive weeks or such shorter period as the employee requests so as to enable the employee to care for the child. Except as noted below, this leave shall be unpaid. It shall begin not earlier than the date on which the newborn or adopted child comes into the care and custody of the employee and end no later than either seventy-eight (78) weeks (if taken in conjunction with maternity leave benefits) or sixty-three (63) weeks (if child care leave is solely taken) after that date. Where both parents are employees, child care leave may be shared by the case parents but the leave may not exceed sixty-three (63) weeks in total, regardless of private adoption or upon approval how it is divided. Each parent's child care leave must be taken in accordance with the Family Services Act as a prospective adopting parentconsecutive manner. 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 '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 up to seventeen (17) weeks and child care leave thirtyof up to sixty-seven three (3763) weeks taken by one or both parents cannot total exceed more than fiftyseventy-two eight (5278) weeks after that dateweeks. Child During a period of child care leave shall begin not earlier than leave, the date on which Employer will supplement Employment Insurance (EI) parental benefits as follows: i) the newborn or adopted child came into the care and custody Employer will pay 95% of the employee and end not later than fifty-two (52) weeks after that date.employee’s salary for the waiting period

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, An employee may request and shall be granted a leave of absence without pay of thirty-seven or benefits (37) consecutive weeks except as otherwise provided under Article V, GROUP INSURANCE FOR EMPLOYEES ON APPROVED UNPAID OR PARTIALLY PAID LEAVES OR RECALL LIST, 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 and Medical Leave Act) for the purpose of early child care leave in addition to of 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 son or daughter (including adopted children) of the maternity leave unless the Employer employee. Both birth and the employee otherwise agree. The child care leave may non-birth parents shall 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 dateeligible. Child care leave shall must also meet the following conditions: 1. Leave may begin not earlier than on the date of the child’s birth; on the date paid parental leave as outlined in Paid Leaves of Absence Section H. above expires; or on the date when the mother who has been on sick leave for pregnancy disability is no longer eligible for sick leave because she has recovered from the physical effects of pregnancy and childbirth which necessitated her absence. 2. The leave of absence shall be for the newborn or adopted child came into balance of the care and custody school year in which delivery is expected unless such leave is earlier terminated as hereinafter provided. 3. The leave may be extended for one (1) additional school year upon request of the employee to the Board of Education, made no later than March 1 preceding the year for which such leave is requested. However, those who start their child care leave after January 15th, shall have until June 15th to notify. 4. Members who take unpaid child care leave will be permitted to return to work following the use of child care leave with thirty (30) day written notice to the Superintendent/designee. Regardless of the 30-day notice period, any member seeking to return from such leave must do so prior to the last ten (10) school days that students are in session; otherwise, the member will be eligible to return for the first workday of the subsequent contractual year. 5. Upon return from approved leave, the employee shall be entitled to reinstatement to the same position with the same contractual status which the employee held prior to the leave, or, if that position is no longer available, to a substantially equivalent position for which the employee holds valid unexpired certification. If said leave is extended, the same provision shall apply. 6. Members who start their child care leave prior to January 15th, and end who wish to return to employment from child care leave for the start of following school year, must notify the Superintendent/designee in writing of their intent to return by March 1st of the current year. However, those who start their parental leave after January 15th, shall have until June 15th to notify. If the employee fails to comply with the notification deadlines outlined above, the leave shall become a resignation. The Superintendent shall notify the employee, in writing, of this obligation at the time the leave is approved by the Board of Education. This notification shall include the fact that failure to comply shall result in resignation. The Superintendent shall also send notice of this requirement to the employee, in writing, at his/her last known address, with a copy to the CFEA President, on or after January 1, but not later than fifty-two (52) weeks January 31, of the leave year for those members subject to the March 1 deadline. For those members subject to the June 15th deadline, said notice shall be sent on or after that dateMay 1, but not later than May 31, of the leave year.

Child Care Leave. The Employer shall, upon her request, grant an employee: (ia) 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 the natural or will be a natural adoptive 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 upon request 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 writing child care leave in addition without pay for a period of up 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 agreethirty-five (35) consecutive weeks. 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 parents or taken wholly by one (1) parent’s but the leave is only . (b) The thirty-seven five (3735) 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 week child care leave thirty-seven period referred to in 28.09 (37a) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave above shall begin not commence no earlier than the date on which the newborn or adopted child came comes into the employee's care and custody of the employee and shall end not no later than fifty-two (52) weeks after that date. (c) The employee who is the natural mother of a child must commence the child care leave immediately on the expiry of the maternity leave, unless the Hospital and employee agree otherwise, and shall give the Hospital a minimum of six (6) weeks‟ notice of her intent to take the child care leave. If the newborn child is hospitalized when the maternity leave expires, the taking of the leave may be delayed. (d) If the natural father intends to take child care leave, he shall give a minimum of six (6) weeks‟ written notice to the Hospital of the commencement date and duration of the leave. (e) For adoptive parents, such leave shall be requested as soon as possible prior to the commencement of the leave. (f) If both parents are employees, the thirty-five (35) week child care leave may be taken by one parent or shared by the two parents, provided the combined leave period does not exceed thirty-five (35) weeks. (g) An employee returning to work from child care leave shall be reinstated to his or her previously held position. (h) If both adopting parents are employees, the parent other than the parent requesting a leave under (a) shall be granted upon request two (2) days leave with pay. This leave shall be deducted from the employee's accumulated sick leave. Such leave shall be extended on request up to a maximum of an additional four (4) days without pay. (i) During the period of child care leave of up to thirty-five (35) weeks only specified in clause 28.09 (a) thereto: (i) an employee continues to earn seniority and continuous service credits based on what her regular hours of work would have been; (ii) an employee maintains but does not accrue sick leave or vacation leave credits for any calendar month in which he/she is absent on child care leave exceeding eleven working days in that month. (j) An employee granted child care leave pursuant to Article 28.09 above may, where permissible under the relevant benefit plans, continue contributions, including those of the Hospital, during such leave.

Child Care Leave. The Employer shall, upon her request, grant Child care leave shall be granted to an employee: (i) Who employee who is the natural parent of a newborn or unborn child, or (ii) Who child or 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 wishing to take this childcare child care leave shall shall provide the Employer with four (iii4) Provide weeks written notice of the commencement date and duration of the leave. Where the mother is not an employee, the father shall 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 seniorityoccurred. An employee who is an adoptive parent intending to take this child care leave shall: (vi) Provide provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption,adopting; (viii) Notify 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; (viiiii) In in the absence of an emergency, give provide the Employer with four (4) months notice to the Employer before the anticipated day on which a the child will come into the employees employee’s care and custody. Child care leave shall cover a period of up to thirty-seven (37) consecutive weeks or such shorter period as the employee requests so as to enable the employee to care for the child. Except as noted below, this leave shall be unpaid. It shall begin not earlier than the date on which the newborn or adopted child comes into the care and custody of the employee and end no later than fifty-two (52) weeks after that date. Where both parents are employees, child care leave may be shared by the parents but the leave may not exceed thirty-seven (37) weeks in the case total, regardless of private adoption or upon approval how it is divided. Each parent’s child care leave must be taken in accordance with the Family Services Act as a prospective adopting parentconsecutive manner. 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.seventeen

Child Care Leave. The Employer shall(1) A child care leave of not more than twelve (12) months in duration, upon her requestincluding leave ensured by the Family Medical Leave Act (FMLA), grant an employee: may be granted by the School District, subject to the provisions of this section, to one (i1) Who is the natural parent of a newborn or unborn an infant child, or (ii) Who provided such parent 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 caring for the child An employee who is or on a full-time basis. For leaves beyond the FMLA minimum, teacher may be asked to participate in recruitment of a substitute teacher, but will not be a natural parent intending required to locate and select this person on his/her own. (2) A teacher making application for child care leave shall inform the superintendent in writing of his/her intention to take this childcare the leave shallat least three calendar months before commencement of the intended leave. In cases of adoption, the three calendar months notice shall be waived when necessary. (iii3) Provide If the Employer with reason for the child care leave is occasioned by pregnancy, a medical doctor’s certificate specifying teacher may utilize sick leave pursuant to the probable sick leave provisions of the Agreement during a period of physical disability. However, a teacher shall not be eligible for sick leave during a period of time covered by a childcare leave. A pregnant teacher will also provide, at the time of the leave application, a statement from her physician indicating the expected date of delivery or the date upon which the birth has occurred and,delivery. (iv) In absence of an emergency, give four (4) weeks written notice The School District may adjust the proposed beginning or ending date of a child care leave so that the dates of the leave are coincident with some natural break in the school year - i.e., winter break, spring break, trimester break, semester break, quarter break, end of grading period, end of the school year, or the like. (5) The School District recognizes that circumstances may arise that make childcare leave unnecessary. In such cases, the teacher may be, with mutual agreement, permitted to return from leave at a natural education break as defined in 8.4(a)(4). (6) A teacher returning from child care leave shall be reemployed in a position for which licensed unless previously discharged or placed on unrequested leave. (7) Failure of the teacher to return pursuant to the Employer date determined under this section shall constitute grounds for termination unless the School District and the teacher mutually agree to an extension of the leave. (8) A teacher who returns from child care leave within the provisions of this section shall retain all previous experience credit for pay purposes and any unused leave time accumulated under the provisions of this Agreement at the commencement date and duration of the beginning of the leave. An employee who is a parent The teacher shall not accrue additional experience credit for pay purposes or leave time during the period of the newborn, other than the birth mother, absence or childcare leave. Salary credit for teachers returning from an unpaid leave of absence shall be granted three determined by following the procedures set forth in Section 5.4 of this Agreement. (39) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While A teacher on child care leaveleave is eligible to participate in group insurance programs if permitted under the insurance policy provisions, an employee but shall pay the entire premium for such programs as the teacher wishes to retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: except as set forth in Section 8.3 (v) Provide the Employer a)(10), commencing with the proof that a child has been or will be placed with the employee for the purpose beginning 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 agreeleave. The child care leave may right to continue participation in such group insurance programs, however, will terminate if the teacher does not return to the School District pursuant to this section. (10) Leave under this section shall be taken without pay or School District paid fringe benefits, except as required 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 datefederal and/or state statutes.

Child Care Leave. The Employer shallIt is the purpose of this provision that all disabilities caused by, or attributed to pregnancy, miscarriage, childbirth and recovery therefrom are to be dealt with on the same basis with regard to employment practices and sick leave as all other temporary disabilities. 1. In addition to disability leave as set forth above, the District shall grant child care leave without pay to any employee upon her written request, grant subject to the following stipulations and limitations: a. Employees requesting leave without pay for child-rearing shall submit a written request to the State District Superintendent of Schools sixty (60) calendar days prior to the date he/she desires to commence the leave. Such leave shall extend to the end of the school year for childbirth or adoption. b. A tenured employee on child-rearing leave without pay shall be granted an employeeextension of one (1) full year, provided this request is received in writing at least ninety (90) days prior to the start of the next school year. A non-tenured employee shall not be granted child-rearing leave beyond the duration of his/her contract. c. Employees utilizing this provision will be subject to the following conditions: (i1) Who is No seniority time will accrue during such leave or any extension thereof; (2) This leave may only be taken simultaneously with the natural parent birth and/or adoption of a newborn child (defined as within one month of said birth or unborn child, oradoption); (ii3) 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 This provision shall be interpreted so as not to enable restrict any employee from the employee benefits provided by applicable provisions of both the Federal Family and Medical Leave Act ("FMLA") and the New Jersey Family Leave Act ("NJFLA"). All leaves of absences under this provision that that qualify under either the FMLA or the NJFLA, or both, shall be deemed to care for have been designated as leave under the child An employee who is FMLA and/or NJFLA as of the first day of leave and continuing through the earlier of the employee's return to work or exhaustion of FMLA/NJFLA leave. Any leave continuing beyond the periods provided under the FMLA and/or NJFLA will be a natural parent intending to take governed solely by the provisions of this childcare leave shallArticle. (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 Salary increments will be placed with the employee for the purpose earned only if leave commences after January 1 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 dateeach such school year.

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 leaveSubd. 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 child1. 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 A child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared granted by the School District subject to the provision of this section, to one (1) parent of an infant child’s parent’s but , provided such parent is caring for the leave is only thirtychild on a full-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive mannertime basis. Subd. The combined maternity leave of seventeen (17) weeks and 2. An employee making application for child care leave thirty-seven shall notify the Superintendent or designee in writing of the request to take the leave at least three (373) weeks taken by one or both parents cannot total calendar months before commencement of the intended leave. The employee shall include in the application for child care leave, the requested commencement date and return date of the leave request. The employee shall also supply a physician’s statement indicating the estimated delivery of the child. Subd. 3. In making a determination concerning the commencement and duration of a child care leave, the School Board shall not, in any event be required to: x. Xxxxx any leave more than fifty-two (52) weeks after that date12 months in duration, or; b. Permit the employee to return to employment prior to the dated designated in the request for a child care leave. Subd. Child 4. If the employee complies with all provisions of this section and a child care leave is granted by the School Board, the School Board shall begin not earlier than notify the date on employee in writing of its action. Subd. 5. An employee returning from childcare leave shall be reinstated in a position for which the newborn employee is qualified unless previously discharged or adopted child came into the care and custody laid off. Subd. 6. Failure of the employee to return at the date determined in this sectional shall constitute grounds for termination of employment, unless the School District and end the employee mutually agree in writing to an extension in the leave. Subd. 7. An employee who returns from child care leave within the provisions of this section shall retain all previously earned experience credit and unused sick, personal and vacation time that was accrued prior to the beginning of the leave. The employee will not later than fifty-two (52) weeks after earn any additional experience credit or time off while out on child care leave. Subd. 8. An employee on child care leave is eligible to participate in group insurance programs if permitted under the insurance policy provisions, but shall pay the entire premium for such programs as they wish to retain, commencing with the beginning of the child care leave. The right to continue participation in such group insurance programs will terminate if the employee does not return to the District pursuant to this section. Subd. 9. The parties further agree that datea child care leave of absence shall be granted within one of the following conditions: a. Child Birth Leave: Child birth leave with pay utilizing sick leave for a part or all of an employee’s leave per FMLA.

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 newbornIn addition, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding on the occasion of the birth of the his child, a male employee shall be granted on request one (1) working day leave with pay. 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 childcare 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.

Child Care Leave. The Employer shall1. Any employee who becomes pregnant shall have the right to utilize accrued sick leave during the period of disability due to pregnancy, upon her requestdelivery and recovery. In order to qualify for sick leave pay, grant an employee: (i) Who is verification of the natural parent beginning of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave the period of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as disability by the employee requests so as to enable attending physician shall be provided by the employee to the Supervisor of Human Resources. A postnatal statement of fitness from the attending physician establishing the end of disability shall be provided to the Supervisor of Human Resources by the employee prior to return to duty. 2. Any employee shall have the right to receive a child care leave of absence, without pay, for the child An employee who is remainder of the calendar year for the purpose of maternity or will adoption. This leave may also be a natural taken following the utilization of the disability provisions provided in paragraph 1 above. 3. Up to five (5) days of sick leave may be used by the non-child-bearing 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,or adoption of a child. Leave must be used within eight weeks of birth or adoption. 4. The employee shall submit a written request indicating the proposed beginning and ending dates of the child care leave not less than forty-five (iv45) In absence working days in advance of an emergency, give four (4) weeks written notice the intended commencement of such a leave to the Employer Human Resources Office. The forty-five (45) working day requirement may be waived by the Supervisor of Human Resources if factors beyond the control of the commencement date employee are present. 5. The proposed beginning and/or ending dates may be adjusted by the Supervisor of Human Resources to natural breaks in the calendar year after consultation with the employee and duration the supervising administrator. 6. Child care leave may be extended by mutual agreement between the employee and the school district for the calendar year immediately following a child care leave period which ran to the end of the leavea calendar year as described in paragraph 2 above. 7. An employee who is a parent returns from child care leave within the provisions of this section shall retain all previously recognized experience credit and any unused leave time accumulated prior to the commencement 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 . The employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this not accrue experience credit for salary advancement or leave shall: (v) Provide time during the Employer with the proof that a child has been or will be placed with the employee period of absence 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 . 8. Employees 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 continue to participate in the child’s parent’s insurance plans, but must pay the leave is only thirty-seven (37entire premium for such program(s) weeks in TOTALas the employee wishes to retain, regardless commencing with the beginning of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and the 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 dateleave.

Child Care Leave. The Employer shall(1) A child care leave of not more than twelve (12) months in duration, upon her requestincluding leave ensured by the Family Medical Leave Act (FMLA), grant an employee: may be granted by the School District, subject to the provisions of this section, to one (i1) Who is the natural teacher-parent of a newborn or unborn an infant child, or (ii) Who provided such parent 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 caring for the child An employee who is or on a full-time basis. For leaves beyond the FMLA minimum, the teacher may be asked to participate in recruitment of a substitute teacher, but will not be a natural parent intending required to locate and select this person on his/her own. (2) A teacher making application for child care leave shall inform the Superintendent in writing of his/her intention to take this childcare the leave shallat least three (3) calendar months before commencement of the intended leave. In cases of adoption, the three (3) calendar months’ notice shall be waived. (iii3) Provide If the Employer with reason for the child care leave is occasioned by pregnancy, a medical doctor’s certificate specifying teacher may utilize sick leave pursuant to the probable sick leave provisions of the Agreement during a period of physical disability. However, a teacher shall not be eligible for sick leave during a period of time covered by a childcare leave. A pregnant teacher will also provide, at the time of the leave application, a statement from her physician indicating the expected date of delivery or the date upon which the birth has occurred and,delivery. (iv) In absence of an emergency, give four (4) weeks written notice The School District may adjust the proposed beginning or ending date of a child care leave so that the dates of the leave are coincident with some natural break in the school year - i.e., winter break, spring break, trimester break, semester break, quarter break, end of grading period, end of the school year, or the like. (5) The School District recognizes that circumstances may arise that make childcare leave unnecessary. In such cases, the teacher may be, with mutual agreement, permitted to return from leave at a natural education break as defined above. (6) A teacher returning from child care leave shall be reemployed in a position for which licensed unless previously discharged or placed on unrequested leave. (7) Failure of the teacher to return pursuant to the Employer date determined under this section shall constitute grounds for termination unless the School District and the teacher mutually agree to an extension of the leave. (8) A teacher who returns from child care leave within the provisions of this section shall retain all previous experience credit for pay purposes and any unused leave time accumulated under the provisions of this Agreement at the commencement date and duration of the beginning of the leave. An employee who is a parent The teacher shall not accrue additional experience credit for pay purposes or leave time during the period of the newborn, other than the birth mother, absence or childcare leave. Salary credit for teachers returning from an unpaid leave of absence shall be granted three determined by following the procedures set forth in Section 5.4 of this Agreement. (39) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While A teacher on child care leaveleave is eligible to participate in group insurance programs if permitted under the insurance policy provisions, an employee but shall pay the entire premium for such programs as the teacher wishes to retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: except as set forth in Section 8.3 (v) Provide the Employer a)(10), commencing with the proof that a child has been or will be placed with the employee for the purpose beginning 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 agreeleave. The child care leave may right to continue participation in such group insurance programs, however, will terminate if the teacher does not return to the School District pursuant to this section. (10) Leave under this section shall be taken without pay or School District paid fringe benefits, except as required 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 datefederal and/or state statutes.

Child Care Leave. The Employer shall, upon her request, grant Child care leave shall be granted to an employee: (i) Who employee who is the natural parent of a newborn or unborn child, or (ii) Who child or 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 wishing to take this childcare child care leave shall shall provide the Employer with four (iii4) Provide weeks written notice of the commencement date and duration of the leave. Where the mother is not an employee, the father shall 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 seniorityoccurred. An employee who is an adoptive parent intending to take this child care leave shall: (v) Provide : 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 adopting; 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 ; in the absence of an emergency, give provide the Employer with four (4) months notice to the Employer before the anticipated day on which a the child will come into the employees employee's care and custody. Child care leave shall cover a period of up to thirty-seven (37) consecutive weeks or such shorter period as the employee requests so as to enable the employee to care for the child. Except as noted below, this leave shall be unpaid. It shall begin not earlier than the date on which the newborn or adopted child comes into the care and custody of the employee and end no later than fifty-two (52) weeks after that date. Where both parents are employees, child care leave may be shared by the parents but the leave may not exceed thirty-seven (37) weeks in the case total, regardless of private adoption or upon approval how it is divided. Each parent's child care leave must be taken in accordance with the Family Services Act as a prospective adopting parentconsecutive manner. 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 '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.seventeen

Child Care Leave. The Employer shall, upon her request, grant Child care leave shall be granted to an employee: (i) Who Employee who is the natural parent of a newborn or unborn child, or (ii) Who child or 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 Employee wishing to take this childcare child care leave shall shall provide the Employer with four (iii4) Provide weeks written notice of the commencement date and duration of the leave. Where the birth parent is not an Employee, the Employee shall 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 leaveoccurred. 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 Employee who is an adoptive parent intending to take this child care leave shall: (vi) Provide provide the Employer with the proof that a child has been or will be placed with the employee Employee for the purpose of adoption,adopting; (viii) Notify notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee Employee for adoption, and; (viiiii) In in the absence of an emergency, give provide the Employer with four (4) months notice to the Employer before the anticipated day on which a the child will come into the employees Employee’s 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 datecustody. Child care leave shall cover a period of up to sixty-three (63) consecutive weeks or such shorter period as the Employee requests so as to enable the Employee to care for the child. Except as noted below, this leave shall be unpaid. It shall begin not earlier than the date on which the newborn or adopted child came comes into the care and custody of the employee Employee and end not no later than fiftyeither seventy-two (52) weeks after that date.eight

Child Care Leave. The Employer shallChildcare leave shall be defined as a leave granted for maternity, upon her requestpaternity, grant an employee: xxxxxx, or adoptive parenthood. It is understood that xxxxxx parenthood will apply to cases involving children under the age of ten (i10) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, years. An employee covered by this Agreement shall be permitted a leave of absence without pay compensation, without loss of thirty-seven (37) consecutive weeks seniority, or such position on the salary schedule under the following conditions: 1. If a shorter period as child care leave is desired, the employee requests so as shall arrange for a meeting with his/her supervisor at least 120 calendar days prior to enable the anticipated leave. The purpose of this meeting shall be to work out the period of such leave subject to the provisions of this section. In the case of xxxxxx or adoptive parenthood, notification of anticipation of a leave shall be given to his/her supervisor at the time the employee has been notified of eligibility. Such notification of anticipated leave shall be placed on file with the Personnel Office for a period of one year and renewable each succeeding year. 2. Notification of an employee's intent to care for return shall be given to the child An employee who is Superintendent of Schools, or will be a natural parent intending his/her designee, at least sixty (60) calendar days prior to take this the date his/her leave expires. 3. A childcare leave shall (iii) Provide the Employer with shall not exceed one year, unless mutually extended. A request for extension of 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 child care leave shall be submitted to the Employer Superintendent of Schools, or his/her designee, at least sixty (60) calendar days prior to the commencement expiration date and duration of the leave. 4. 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 Upon returning from child care leave, an employee shall retain her full employment status and continue to accumulate senioritybe placed in the position he/she held at the time the leave commenced, if such position still exists, or a position for which he/she is qualified, if such is available. 5. An employee who is becomes pregnant and who wishes to continue their employment on an adoptive parent intending active basis, will provide the Superintendent, or his/her designee, with documentation issued by a licensed physician, certifying her medical capacity to take this continue with active employment. 6. All insurances may be kept in effect by the employee making premium payments to the district during the leave shall: (v) Provide the Employer period. Nothing contained herein shall be inconsistent with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer provisions of the commencement date Family 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 dateMedical Leave Act.

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 leaveSubd. 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 10.5.1 A child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared granted by the District, subject to the provisions of this section to one (1) parent of a child’s parent’s but , provided such parent is caring for the child on a full-time basis. Subd. 10.5.2 A Business Manager making application of childcare leave shall inform the Executive Director in writing of intention to take the leave is only thirty-seven at least two (372) weeks in TOTALcalendar months before commencement of the intended leave. In case of adoption, regardless of how it is divided, and it must the two (2) calendar month notification shall be taken in a consecutive mannerwaived. Subd. The combined maternity leave of seventeen (17) weeks and 10.5.3 If the reason for the child care leave thirty-seven (37) weeks taken is occasioned by one or both parents canpregnancy, a Business Manager may elect to utilize sick leave pursuant to the sick leave provision of the Agreement in lieu of seeking childcare pursuant to this Section. A pregnant Business Manager will also provide at the time of the leave of application, a statement from her physician indicating date of delivery. Said Business Manager making application & receiving approval for childcare leave under this Agreement’s terms may also qualify for sick leave based on the terms of this Agreement provided the sick leave shall not total be used between the beginning and ending dates of the childcare leave. Subd. 10.5.4 Three days of the yearly accrued sick leave may be allowed for an adoption of a child by a person covered under this master agreement. Pay shall be allowed for this leave and the days of absence shall be deducted from their sick leave. Subd. 10.5.5 In making a determination concerning the commencement & duration of child care leave, the board shall not, in any event, be required to: 1.Grant any leave more than fifty-two (52) weeks after that date12 months in duration., 2. Child care Permit the Community Ed Director /Business Manager to return to his or her employment prior to the date designated in the request for childcare leave. Subd. 10.5.6 A Business Manager returning from childcare leave shall begin not earlier than be re-employed in a position in which he or she is licensed unless previously discharged or placed on unrequested leave of absence. Subd. 10.5.7 Failure of the Business Manager to return pursuant to the date on which determined under this section shall constitute grounds for termination unless the newborn or adopted child came into District and the care and custody Business Manager mutually agrees to an extension of the employee and end leave. Subd. 10.5.8 A Business Manager on Child Care leave is eligible for District contribution as provided in this Article as long as the Business Manager is employed by the School District. The right to continue participation in such group’s insurance programs, however, will terminate if the Business Manager does not later than fifty-two (52) weeks after that datereturn to the District pursuant to this section.

Child Care Leave. (a) Child care leave without pay is available to teachers. The Employer shalllength of the leave shall not exceed one (1) year, renewable at the discretion of the Board. (b) In order to provide for continuity within the classroom between pupil and teacher, the teacher shall notify the Superintendent's Office in writing at least three (3) months prior to the expected date of leave so necessary arrangements can be made to procure the teacher’s replacement. (c) Approximately thirty (30) days thereafter, the teacher shall submit a written request for child care leave to the Board of Education. The request shall specify the beginning date of the leave, be accompanied by a physician's statement that there is no medical reason why the teacher cannot continue to perform services until the beginning date of the leave, and a statement by the administration that the date requested by the teacher will not unduly interrupt the pupil-teacher continuity. . (1) In the event of a dispute concerning the beginning date of the child care leave, the teacher shall be entitled to a private hearing before the Board prior to the Board setting the beginning date of the leave of absence. . (2) Once the beginning date has been approved by the Board, it shall not thereafter be changed, except in cases of emergency to be determined on an individual basis. (3) Any medical reports requested by the Board shall be paid for by the Board. (d) The member shall be eligible to return from child care leave upon her requestfiling of a physician’s statement that they are physically fit for full-time employment. The member may request a prospective termination date of leave of absence at the time of leave. (e) Reemployment will commence upon the date set by the Board which shall not be later than the beginning of the first day of the school year following the date the teacher was declared eligible for reemployment. Extension of the leave shall be at the discretion of the Board. It is understood that the foregoing shall not supersede provisions for layoff or other provisions of law or this contract. (f) A member may make written application to the Superintendent for reinstatement prior to expiration of the leave granted by the Board of Education. However, grant an employee:the Board of Education reserves the right in its sole discretion to approve accelerated termination of maternity leave on the basis of each individual case. (g) Failure to return from a child care leave on the date specified in said leave shall be conclusively deemed a resignation unless mutually agreed upon by the Board and the teacher prior to said date. (h) Child Care leave will be granted without pay and without experience credit and without sick leave accumulation. Upon return from child care leave, the member shall be restored to their same position on the salary schedule as when they left and be entitled to other accrued benefits prior to said leave. (i) Who is Should the natural parent provisions 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 be in addition to a maternity leaveviolation of State or Federal Law, 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 then such provisions of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may this article shall 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 renegotiated. (37j) weeks in TOTAL, regardless FMLA – Family Medical Leave Act – all provisions 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 FMLA 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 dateapply.

Child Care Leave. The Employer shallChild rearing leave of absences shall be available to employees for a period of time, upon her requestnot to exceed one calendar year, grant an employee: (i) Who is for the natural parent purpose of caring for a newborn infant for which the applicant has the legal responsibility for the care and/or support. Such leave is to be subsequent to the birth of the child or unborn in the case of adoption, when the child is physically released to employee-parent. Subd. 1 At least two (2) calendar months prior to the estimated delivery date of the 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 shall be required to enable notify the Employer in writing whether or not the employee to care for the child An employee who is or will be a natural parent intending intends 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 child- rearing leave. An This election may be changed at any time before the employee who is a parent of no longer disabled from working due to childbirth or pregnancy related disability or before the newborn, other than the birth mother, shall be granted three fifteenth (315th) days leave without loss of pay within a reasonable period of time surrounding the occasion of day after the birth of the child, whichever is sooner. While The estimated commencement date shall be the physician's projected date the employee will no longer be disabled from working due to childbirth or pregnancy related disability. Subd. 2 Upon filing an application for adoption of a child, the employee shall be required to notify the Employer in writing of the intention to take a child-rearing leave. Such notice is to include the estimated date when such leave shall become effective. The actual commencement date of child-rearing leave shall be the date following the birth of the child on which the employee is no longer disabled due to childbirth and pregnancy related disability; or, in the case of adoption, the date when the child care is physically released to the employee-parent. The return date shall be one (1) year following the actual commencement of the leave, except as may be provided for in Section 5. If an employee complies with all the provisions of this section a child-rearing leave will be granted by the Employer. The Employer will notify the employee in writing of its action. By mutual agreement, the length of a child-rearing leave may be altered. An employee returning from child-rearing leave will be reemployed in the employee's former position or in a position of comparable level and hours, at the employer’s discretion. Employees on child-rearing leave shall retain her full notify the Employer in writing at least thirty (30) calendar days prior to the specified return date of said leave of their intention to either: (1) return to employment status and continue as scheduled in accordance with the return date of the leave or, (2) resign. The employee shall lose all re-employment rights if the employee fails or refuses to accumulate senioritycomply with Section 7. An employee who is an adoptive parent intending to take returns from child-rearing leave within the provisions of this Article, shall retain all previous experience credit and any unused leave shall: (v) Provide time accumulated under the Employer with provisions of this agreement at the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer beginning of the commencement date and duration leave. The employee shall not accrue additional experience credit for leave time during the period of the absence for child-rearing leave. A child-rearing 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 granted under this article shall be a child will come into the employees care and custody in the case of private adoption leave without pay or upon approval in accordance with benefits except if required by 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 dateMedical Leave Act.

Child Care Leave. The Employer shall, upon her request, grant Child care leave shall be granted to an employee: (i) Who employee who is the natural parent of a newborn or unborn child, or (ii) Who child or 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 wishing to take this childcare child care leave shall shall provide the Employer with four (iii4) Provide weeks written notice of the commencement date and duration of the leave. Where the mother is not an employee, the father shall 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 seniorityoccurred. An employee who is an adoptive parent intending to take this child care leave shall: (v) Provide a. provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption,adopting. (vi) Notify b. 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 c. in the absence of an emergency, give provide the Employer with four (4) months notice to the Employer before the anticipated day on which a the child will come into the employees employee’s care and custody. Child care leave shall cover a period of up to thirty-seven (37) consecutive weeks or such shorter period as the employee requests so as to enable the employee to care for the child. This leave shall be unpaid. It shall begin not earlier than the date on which the newborn or adopted child comes into the care and custody of the employee and end no later than fifty-two (52) weeks after that date. Where both parents are employees, child care leave may be shared by the parents but the leave may not exceed thirty-seven (37) weeks in the case total, regardless of private adoption or upon approval how it is divided. Each parent’s child care leave must be taken in accordance with the Family Services Act as a prospective adopting parentconsecutive manner. 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 of thirty-seven (37) weeks taken by one or both parents cannot total exceed more than fifty-two (52) weeks after that dateweeks. Child During a period of child care leave leave, the Employer shall begin not earlier than the date on which the newborn or adopted continue to pay its share of health, dental and life insurance premiums. On return from child came into the care and custody of leave, the employee and end not later than fifty-two (52) weeks after that dateshall be placed at least in his/her former position. If the former position no longer exists, the employee shall be placed in an equivalent position in his/her department.