Common use of Child Care Leave Clause in Contracts

Child Care Leave. Faculty members who have been employed for at least one (1) calendar year (two [2] full semesters) shall be eligible for Child Care Leave without pay following the birth or adoption of a child. 8.11.1.1 Eligible faculty members must exhaust leave available under the provisions of the FMLA prior to being eligible for a Child Care Leave. Such FMLA Leave will be deducted from the period allowed under the Child Care Leave provisions. Faculty members shall have a right to a Child Care Leave extending for a period of three (3) months or one (1) academic semester (with the department head having the discretion of final approval of the period of three [3] months or one [1] academic semester). Child Care Leaves may be renewed, at the discretion of the department head, for a period up to a maximum of one (1) year for twelve (12) month appointments or two (2) regular academic semesters for less than twelve (12) month appointments. 8.11.1.2 Child Care Leave time exceeding one (1) semester shall not be counted toward tenure or promotion, but the taking of Child Care Leave shall not otherwise prejudice future tenure or promotion consideration. 8.11.1.3 During the period of Child Care Leave, group medical, dental, optical, and life insurance coverage may be continued at the faculty member’s expense in accordance with the University’s regulations. 8.11.1.4 During the period of a Child Care Leave, a faculty member does not earn annual leave or sick leave, and is not eligible for holiday pay. 8.11.1.5 In order to be eligible for Child Care Leave benefits, the faculty member shall notify the department head in writing and comply with the following requirements: a. The faculty member shall notify in writing, the faculty member’s department head, of the expected date of Child Care Leave, as early as possible, in order that the search for a suitable replacement may begin. Such notice shall include a statement as to whether the faculty member intends to return to a position after termination of the Child Care Leave. Child Care Leave will begin for a faculty member at the date the doctor determines they are unable to continue their duties or sooner at their request. b. Requests for extension of the initial three (3) month or academic semester Child Care Leave shall be submitted in writing to the department head within thirty (30) days prior to the expiration of the leave.

Child Care Leave. Faculty members who have been employed for at least one (1) calendar year (two [2] full semesters) shall be eligible for Child Care Leave without pay following the birth or adoption of a child. 8.11.1.1 8.3.1.1 Eligible faculty members must exhaust leave available under the provisions of the FMLA prior to being eligible for a Child Care Leave. Such FMLA Leave will be deducted from the period allowed under the Child Care Leave provisions. Faculty members shall have a right to a Child Care Leave extending for a period of three (3) months or one (1) academic semester (with the department head having the discretion of final approval of the period of three [3] months or one [1] academic semester). Child Care Leaves may be renewed, at the discretion of the department head, for a period up to a maximum of one (1) year for twelve (12) month appointments or two (2) regular academic semesters for less than twelve (12) month appointments. 8.11.1.2 8.3.1.2 Child Care Leave time exceeding one (1) semester shall not be counted toward tenure or promotion, but the taking of Child Care Leave shall not otherwise prejudice future tenure or promotion consideration. 8.11.1.3 8.3.1.3 During the period of Child Care Leave, group medical, dental, optical, and life insurance coverage may be continued at the faculty member’s expense in accordance with the University’s regulations. 8.11.1.4 8.3.1.4 During the period of a Child Care Leave, a faculty member does not earn annual leave or sick leave, and is not eligible for holiday pay. 8.11.1.5 8.3.1.5 In order to be eligible for Child Care Leave benefits, the faculty member shall notify the department head in writing and comply with the following requirements: a. The faculty member shall notify in writing, the faculty member’s department head, of the expected date of Child Care Leave, as early as possible, in order that the search for a suitable replacement may begin. Such notice shall include a statement as to whether the faculty member intends to return to a position after termination of the Child Care Leave. Child Care Leave will begin for a female faculty member at the date the her doctor determines they are she is unable to continue their her duties or sooner at their her request. b. Requests for extension of the initial three (3) month or academic semester Child Care Leave shall be submitted in writing to the department head within thirty (30) days prior to the expiration of the leave.

Child Care Leave. Faculty members who have been employed for at least one (1) calendar academic year (two [2] full semesters) shall be eligible for Child Care Leave without pay following the birth or adoption of a child. 8.11.1.1 8.3.1.1 Eligible faculty members must exhaust leave available under the provisions of the FMLA prior to being eligible for a Child Care Leave. Such FMLA Leave will be deducted from the period allowed under the Child Care Leave provisions. Faculty members shall have a right to a Child Care Leave extending for a period of three (3) months or one (1) academic semester (with the department head having the discretion of final approval of the period of three [3] months or one [1] academic semester). Child Care Leaves may be renewed, at the discretion of the department head, for a period up to a maximum of one (1) year for twelve (12) month appointments or two (2) regular academic semesters for less than twelve (12) month appointments. 8.11.1.2 8.3.1.2 Child Care Leave time exceeding one (1) semester shall not be counted toward tenure or promotion, but the taking of Child Care Leave shall not otherwise prejudice future tenure or promotion consideration. 8.11.1.3 8.3.1.3 During the period of Child Care Leave, group medical, dental, optical, and life insurance coverage may be continued at the faculty member’s expense in accordance with the University’s regulations. 8.11.1.4 8.3.1.4 During the period of a Child Care Leave, a faculty member does not earn annual leave or sick leave, and is not eligible for holiday pay. 8.11.1.5 8.3.1.5 In order to be eligible for Child Care Leave benefits, the faculty member shall notify the department head in writing and comply with the following requirements: a. The faculty member shall notify in writing, the faculty member’s department head, of the expected date of Child Care Leave, as early as possible, in order that the search for a suitable replacement may begin. Such notice shall include a statement as to whether the faculty member intends to return to a position after termination of the Child Care Leave. Child Care Leave will begin for a female faculty member at the date the her doctor determines they are she is unable to continue their her duties or sooner at their her request. b. Requests for extension of the initial three (3) month or academic semester Child Care Leave shall be submitted in writing to the department head within thirty (30) days prior to the expiration of the leave.