Child Care Unpaid Leave. Starting in their THIRD year, AFTER completion of the twelve (12) weeks unpaid Family/Medical Leave, teachers who are primary caregivers for new babies may take unpaid Child care leave for the remainder of the semester and also, if desired, for the following semester. Notice of intent to do so must be in writing to the Director prior to the start of the twelve (12) weeks unpaid Family/Medical leave. Normal return to work dates would be at the beginning of a semester, unless the Administration together with the Teacher has previously agreed, in writing, upon a different date. Health benefits continue through the employee's leave. Dependent premiums must be paid to the School. Pension benefits will not continue through the Employee's leave. Leave will not result in the loss of previously accrued seniority of employment benefits, but neither will any benefits accrue during the leave.
Child Care Unpaid Leave. For the purpose of child care, the husband, whose wife has just given birth, may request and shall be granted an unpaid parental leave not to exceed one (1) year, that is 365 days from the day the parental leave begins. The employee is expected to give notification to the Superintendent at least thirty (30) days in advance of the date he anticipates he will begin his leave.
Child Care Unpaid Leave. Starting in their THIRD year, AFTER completion of the twelve (12) weeks unpaid Family/Medical Leave, teachers who are primary caregivers for new babies may take unpaid Child care leave for the remainder of the semester and also, if desired, for the following semester. Notice of intent to do so must be in writing to the Director prior to the start of the twelve (12) weeks unpaid Family/Medical leave. Normal return to work dates would be at the beginning of a semester, unless the Administration together with the Teacher has previously agreed, in writing, upon a different date. Health benefits continue through the employee's leave. Dependent premiums must be paid to the School. Pension benefits will not continue through the Employee's leave. Leave will not result in the loss of previously accrued seniority of employment benefits, but neither will any benefits accrue during the leave. Faculty members whose workload is 50% or greater shall be eligible for the above benefits. Upon application and at the discretion of the Director, these benefits may also be granted to Faculty whose workload is less than 50% that of a full-time faculty member.
