Child-rearing/Bonding Leave. Employees have the option of requesting additional leave specifically for the purpose of child-rearing/bonding if all FMLA leave is exhausted. This non- paid child-rearing/bonding leave must be seamless with the birth or adoption of the child, which means it must directly follow FMLA leave for the birth or adoption of the child. To be eligible for non-paid child-rearing/bonding leave, an Employee must have completed one
Child-rearing/Bonding Leave. Unit members may elect to utilize 12 workweeks of parental leave in any 12-month period. For purposes of this section, ‘Child-Rearing or Bonding’ means leave for the purpose of the birth of a child of a unit member, or the placement of a child with a unit member in connection with the adoption or xxxxxx care of the child by unit member. Sick leave shall be used during parental leave. If a unit member exhausts all available sick leave, including accumulated sick leave and continues to be absent under Child-Rearing or Bonding’, he/she shall be entitled to a differential pay defined under the Education Code during the remainder of the 12 work weeks. Differential pay of parental leave is in addition to any other differential pay provided under existing law. Where both parents are employees of the District, the two parents are entitled to share a total of 12 workweeks of parental leave.
