Common use of Child Rearing Clause in Contracts

Child Rearing. 11.4.1 A member who has entered upon contractual continued service shall be granted child rearing leave of absence without pay or other benefits if a written request for such leave is submitted. Requests for child rearing leave shall be administered without regard to gender. Such requests shall be made in writing to the Executive Director of Human Resources or designee at least ninety (90) calendar days prior to the anticipated birth of the child. The member shall supply a statement from the attending physician indicating anticipated date of birth. The date of the commencement of the leave shall be a date mutually agreeable to the member and the Executive Director of Human Resources, or actual date of delivery, whichever occurs first. The mutually agreed upon date shall be consistent with maximizing continuity of instruction. The leave shall not exceed the balance of the school year in which it commences and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a child rearing leave who had completed ninety (90) days of the school term prior to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary schedule. 11.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedings. Child rearing leave shall be granted upon written notification to the Executive Director of Human Resources or designee of the date the child is to be received. It shall be the responsibility of the applying member to keep the Executive Director of Human Resources or designee informed of the proceedings as soon as known, and the expected date of the delivery of the child. The length of this leave shall be consistent with child rearing timelines. 11.4.3 Child rearing leave may be granted to a non-tenured member by action of the Board of Education, subject to all the conditions applicable to the tenured member, and provided the term of such leave shall not be considered in computing full-time employment for purposes of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the member upon return to employment in the District. A member not eligible for or not desiring child rearing leave may utilize accumulated sick leave during any period of illness related to the pregnancy and/or to the delivery of the child. If such member has exhausted accumulated sick leave and is not eligible to draw from the sick leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement on the salary schedule will take place. 11.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the member has returned to full time employment in the District for at least one (1) year.

Child Rearing. 11.4.1 A member who has entered upon contractual continued service The Board of Education shall be granted child grant child-rearing leave of absence without pay in accordance with the following procedure: 1. All initial applications for and applications for extensions or other benefits if a written request for such leave is submitted. Requests for child reductions of child- rearing leave shall be administered without regard to gender. Such requests shall be made in writing to the Executive Director superintendent. 2. Any teacher intending to apply for child-rearing leave shall advise the Superintendent of Human Resources or designee the fact of her pregnancy and/or of her/his prospective plans for taking childrearing leave and the best estimate of when the child-rearing leave will commence and terminate. The teacher shall request child-rearing leave of the Superintendent in writing at least ninety sixty (9060) calendar days prior to the anticipated birth of date the childleave is to commence. 3. The member request for child-rearing leave shall supply a statement from specify the attending physician indicating anticipated date of birthwhen the teacher wishes the leave to commence and terminate. 4. The date of the commencement of the Child-rearing leave shall be granted for a date mutually agreeable period of up to the member end of the academic school year in which the child-rearing leave commenced and the Executive Director of Human Resources, or actual date of delivery, whichever occurs first. The mutually agreed upon date an additional year shall be consistent with maximizing continuity granted upon request of instructiona teacher under tenure or who has received a tenure year contract. The A teacher on child-rearing leave shall not exceed notify the balance Board in writing of the intention to return to the district by March 15th of the school year preceding the school year in which it commences and one additional school yearthe teacher wishes to return to the district. Every effort Failure by a tenured teacher to properly notify the Board shall be made an indication that the employee does not plan to have return for the following year. 5. Any teacher who has applied for and received child-rearing leave may reapply for permission to return to employment during any academic school year for which such leave terminate immediately prior to was granted, and such leave may thereupon be terminated by the start of a new school termBoard, at its sole discretion. 6. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a child No teacher on child-rearing leave who had completed ninety (90) days shall, on the basis of said leave, be denied the opportunity to substitute in the school term prior to hisdistrict in the area of her/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary schedulehis certification or competence. 11.4.2 A member desiring child 7. Time spent on child-rearing leave as a result of becoming an adoptive parent absence shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedingsnot count towards salary guide placement experience, seniority, sick leave accumulation, etc. 8. Child A teacher receiving child-rearing leave shall be granted upon written notification to the Executive Director of Human Resources or designee of the date the child is to be received. It shall be the responsibility of the applying member to keep the Executive Director of Human Resources or designee informed of the proceedings as soon as known, and the expected date of the delivery of the child. The length of this leave shall be consistent with child rearing timelines. 11.4.3 Child rearing leave may be granted to a non-tenured member by action of the Board of Education, subject to all the conditions applicable to the tenured member, and provided the term of such leave shall not be considered in computing accept full-time employment for purposes of in the continuous employment necessary teaching field. This provision shall cease to obtain contractual continued service status. Upon return from be operative at such leave the member shall be considered to have commenced their first, second, third or fourth probationary year time as the case may be. The granting of child rearing leave to any non-tenured member teacher shall not constitute a precedent for the granting or withholding of leave to any other member. Each have been denied her/his request shall be judged on its own merits and shall be within the sole discretion of the Boardunder Paragraph 5. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the member upon return to employment in the District. A member not eligible for or not desiring child rearing leave may utilize accumulated sick leave during any period of illness related to the pregnancy and/or to the delivery of the child. If such member has exhausted accumulated sick leave and is not eligible to draw from the sick leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement on the salary schedule will take place. 11.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the member has returned to full time employment in the District for at least one (1) year.

Child Rearing. 11.4.1 A member who has entered upon contractual continued service The Board of Education shall be granted child grant child-rearing leave of absence without pay in accordance with the following procedure: 1. All initial applications for and applications for extensions or other benefits if a written request for such leave is submitted. Requests for child reductions of child-rearing leave shall be administered without regard to gender. Such requests shall be made in writing to the Executive Director Superintendent. 2. Any teacher intending to apply for child-rearing leave shall advise the Superintendent of Human Resources or designee the fact of her pregnancy and/or of her/his prospective plans for taking child-rearing leave and the best estimate of when the child-rearing leave shall commence and terminate. The teacher shall request child-rearing leave of the Superintendent of Schools in writing at least ninety sixty (9060) calendar days prior to the anticipated birth of date the childleave is to commence. 3. The member request for child-rearing leave shall supply a statement from specify the attending physician indicating anticipated date of birthwhen the teacher wishes the leave to commence and terminate. 4. The date of the commencement of the Child-rearing leave shall be granted for a date mutually agreeable period of up to the member end of the academic school year in which the child-rearing leave commenced and an additional school year may be granted upon request of a teacher under tenure or who has received a tenure-year contract for such teacher. A teacher on child-rearing leave shall notify the Executive Director Board in writing of Human Resources, the intention to return to the district by March 1 of the school year preceding the school year in which the teacher wishes to return to the district or actual date of deliverysixty (60) days prior to said intended return date, whichever occurs firstis sooner. 5. The mutually agreed upon date shall be consistent with maximizing continuity of instruction. The leave shall not exceed A teacher returning on the balance first day of the school year in which it commences and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a child rearing leave who had completed ninety (90) days of the school term prior to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary schedule. 11.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedings. Child September from child-rearing leave shall be granted upon written notification to the Executive Director of Human Resources or designee of the date the child is to be received. It shall be the responsibility of the applying member to keep the Executive Director of Human Resources or designee informed of the proceedings as soon as known, placed in her/his previously held position if available and the expected date of the delivery of the child. The length of this leave shall be consistent with child rearing timelinesadministratively feasible. 11.4.3 Child 6. Any teacher who has applied for and received child-rearing leave may reapply for permission to return to employment during any academic school year for which such leave was granted, and such leave may thereupon be granted terminated by the Board, at its sole discretion. 7. No teacher on child-rearing leave shall, on the basis of said leave, be denied the opportunity to substitute in the school district in the area of her/his certification or competence. 8. Time spent on child-rearing leave of absence shall not count towards salary guide placement experience, seniority, sick leave accumulation, etc., except as otherwise provided by law. 9. Anyone who accepts child-rearing leave after January 31 in any given year is given credit on the salary guide for a non-tenured member by action of the Board of Education, subject to all the conditions applicable full year upon returning to the tenured member, and provided the term of such district. 10. A teacher receiving child-rearing leave shall not be considered in computing full-time employment for purposes of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the member upon return to employment in the District. A member not eligible for or not desiring child rearing leave may utilize accumulated sick leave during any period of illness related to the pregnancy and/or to the delivery of the child. If such member has exhausted accumulated sick leave and is not eligible to draw from the sick leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement on the salary schedule will take place. 11.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the member has returned to accept full time employment in the District for teaching field or undertake full time graduate study during all or part of the period of the child-rearing leave. This provision shall cease to be operative at least one (1) yearsuch time as the teacher shall have been denied her/his request under Paragraph 6 to return to employment.

Child Rearing. 11.4.1 A member who has entered upon contractual continued service The Board of Education shall be granted child grant child-rearing leave of absence without pay in accordance with the following procedure: a. All initial applications for and applications for extensions or other benefits if a written request for such leave is submitted. Requests for child reductions of child-rearing leave shall be administered without regard to gender. Such requests shall be made in writing to the Executive Director Superintendent. b. Any employee intending to apply for child-rearing leave shall advise the Superintendent of Human Resources or designee the fact of her pregnancy and/or of her/his prospective plans for taking child-rearing leave and the best estimate of when the child-rearing leave will commence and terminate. The employee shall request child-rearing leave of the Superintendent of Schools in writing at least ninety sixty (9060) calendar days prior to the anticipated birth of the child. The member shall supply a statement from the attending physician indicating anticipated date of birth. The date of the commencement of the leave shall be a date mutually agreeable is to the member and the Executive Director of Human Resources, or actual date of delivery, whichever occurs first. commence. c. The mutually agreed upon date shall be consistent with maximizing continuity of instruction. The request for child-rearing leave shall not exceed specify the balance of date when the school year in which it commences employee wishes to leave to commence and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a child rearing leave who had completed ninety (90) days of the school term prior to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary scheduleterminate. 11.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedings. Child d. Child-rearing leave shall be granted upon written notification for a period of up to the Executive Director of Human Resources or designee end of the date the child is to be received. It shall be the responsibility of the applying member to keep the Executive Director of Human Resources or designee informed of the proceedings as soon as known, and the expected date of the delivery of work year in which the child. The length -rearing leave commenced and an additional year may or may not be granted upon the request of this leave shall be consistent with child rearing timelinesan employee upon the completion of three (3) consecutive years of employment. 11.4.3 Child e. An employee returning from a child rearing leave may be granted placed in his/her previously held position if available and administratively feasible. f. Any employee who has applied for and received child-rearing leave may reapply for permission to return to employment during any work year for which such leave was granted, and such leave may thereupon be terminated by the Board, at its sole discretion. g. An employee on child-rearing leave shall, on the basis of said leave, be provided the opportunity to substitute in the school district in the area of her/his employment. h. Time spent on child-rearing leave of absence shall not count towards salary guide placement experience, seniority, sick leave accumulation, etc., except as otherwise provided by law. i. Anyone who accepts child-rearing leave after January 31 in any given year is given credit on the salary guide for a non-tenured member by action of the Board of Education, subject to all the conditions applicable full year upon returning to the tenured member, and provided the term of such district. j. An employee receiving child-rearing leave shall not be considered in computing accept full time school employment or enroll as a full-time employment for purposes college student during all or part of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child child-rearing leave. Any accumulated sick leave available This provision shall cease to be in effect at such time as the commencement of the leave employee shall be available have been denied her/his request under Paragraph F to the member upon return to employment in the District. A member not eligible for or not desiring child rearing leave may utilize accumulated sick leave during any period of illness related to the pregnancy and/or to the delivery of the child. If such member has exhausted accumulated sick leave and is not eligible to draw from the sick leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement on the salary schedule will take placeemployment. 11.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the member has returned to full time employment in the District for at least one (1) year.

Child Rearing. 11.4.1 10.4.1 A member who has entered upon contractual continued service shall be granted child rearing leave of absence without pay or other benefits if a written request for such leave is submitted. Requests for child rearing leave shall be administered without regard to gender. Such requests shall be made in writing to the Executive Director of Assistant Superintendent for Human Resources or designee at least ninety (90) calendar days prior to the anticipated birth of the child. The member shall supply a statement from the attending physician indicating anticipated date of birth. The date of the commencement of the leave shall be a date mutually agreeable to the member and the Executive Director of Assistant Superintendent for Human Resources, or actual date of delivery, whichever occurs first. The mutually agreed upon date shall be consistent with maximizing continuity of instruction. Leaves which commence during the summer recess shall commence July 1. The leave shall not exceed the balance of the school year in which it commences and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a child rearing leave who had completed ninety (90) days of the school term prior to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary schedule. 11.4.2 10.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Assistant Superintendent for Human Resources or designee in writing upon initiation of such adoption proceedings. Child rearing leave shall be granted upon written notification to the Executive Director of Assistant Superintendent for Human Resources or designee of the date the child is to be received. It shall be the responsibility of the applying member to keep the Executive Director of Assistant Superintendent for Human Resources or designee informed of the proceedings as soon as known, and the expected date of the delivery of the child. The length of this leave shall be consistent with child rearing timelines. 11.4.3 10.4.3 Child rearing leave may be granted to a non-tenured member by action of the Board of Education, subject to all the conditions applicable to the tenured tenure member, and provided the term of such leave shall not be considered in computing full-time employment for purposes of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 10.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article XIX, Section 10.1 9.1 and 10.2, however these 9.2 and provided that such sections shall not be applicable during the period of the child rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the member upon return to employment in the District. A member not eligible for or not desiring child rearing leave may utilize accumulated sick leave during any period of illness related to the pregnancy and/or to the delivery of the child. If such member has shall have exhausted accumulated sick leave and is not eligible to draw from the sick leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is so excused for more than half of the school term, no advancement on the salary schedule will take place. 11.4.5 10.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the such member has returned to full time employment in the District for at least one (1) year.

Child Rearing. 11.4.1 A member who has entered upon contractual continued service The Board of Education shall be granted child grant child-rearing leave of absence without pay in accordance with the following procedure: i. All initial applications for and applications for extensions or other benefits if a written request for such leave is submitted. Requests for child reductions of child- rearing leave shall be administered without regard to gender. Such requests shall be made in writing to the Executive Director Superintendent. ii. Any employee intending to apply for child-rearing leave shall advise the Superintendent of Human Resources or designee the fact of her pregnancy and/or of her/his prospective plans for taking child-rearing leave and the best estimate of when the child-rearing leave will commence and terminate. The employee shall request child-rearing leave of the Superintendent of Schools in writing at least ninety sixty (9060) calendar days prior to the anticipated birth of date the childleave is to commence. iii. The member request for child-rearing leave shall supply a statement from specify the attending physician indicating anticipated date of birthwhen the employee wishes the leave to commence and terminate. iv. The date of the commencement of the Child-rearing leave shall be granted for a date mutually agreeable period of up to the member end of the academic school year in which the child-rearing leave commenced and an additional school year may be granted upon the Executive Director request of Human Resources, an employee upon the completion of three (3) consecutive school years. An employee on child-rearing leave shall notify the Board in writing of the intention to return to the district by March 1 of the school year preceding the school year in which the employee wishes to return to the district or actual date of deliverysixty (60) days prior to said intended return date, whichever occurs first. The mutually agreed upon date shall be consistent with maximizing continuity of instruction. The leave shall not exceed is sooner. v. An employee returning on the balance first day of the school year in which it commences and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a child rearing leave who had completed ninety (90) days of the school term prior to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary schedule. 11.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedings. Child September from child-rearing leave shall be granted upon written notification to the Executive Director of Human Resources or designee of the date the child is to be received. It shall be the responsibility of the applying member to keep the Executive Director of Human Resources or designee informed of the proceedings as soon as known, placed in his/her previously held position if available and the expected date of the delivery of the child. The length of this leave shall be consistent with child rearing timelinesadministratively feasible. 11.4.3 Child vi. Any employee who has applied for and received child-rearing leave may reapply for permission to return to employment during any academic school year for which such leave was granted, and such leave may thereupon be granted terminated by the Board, at its sole discretion. vii. No employee on child-rearing leave shall, on the basis of said leave, be denied the opportunity to substitute in the school district in the area of her/his certification or competence. viii. Time spent on child-rearing leave of absence shall not count towards salary guide placement experience, seniority, sick leave accumulation, etc., except as otherwise provided by law. ix. Anyone who accepts child-rearing leave after January 31 in any given year is given credit on the salary guide for a non-tenured member by action of the Board of Education, subject to all the conditions applicable full year upon returning to the tenured member, and provided the term of such district. x. An employee receiving child-rearing leave shall not be considered in computing accept full time school employment or or enroll as a full-time employment for purposes college student during all or part of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child child-rearing leave. Any accumulated sick leave available This provision shall cease to be operative at such time as the commencement of the leave employee shall be available have been denied her/his request under Paragraph 6 to the member upon return to employment in the District. A member not eligible for or not desiring child rearing leave may utilize accumulated sick leave during any period of illness related to the pregnancy and/or to the delivery of the child. If such member has exhausted accumulated sick leave and is not eligible to draw from the sick leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement on the salary schedule will take placeemployment. 11.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the member has returned to full time employment in the District for at least one (1) year.

Child Rearing. 11.4.1 A member who has entered Bargaining unit members, upon contractual continued service request, and notice as hereinafter required, shall be eligible to receive rearing leave without pay up to one (1) calendar year. Said leave shall be used only for the purpose of rearing a child of a member which is recently born, or for a child adopted by a member provided the adoptive child is under compulsory school age when such leave begins. Child rearing leave must be requested in writing not less than sixty (60) calendar days prior to the expected birth (or in the case of adoption, expected date of receipt) of the child for whom the member wishes to use the child rearing leave. Within thirty (30) calendar days of the birth of the child, the member shall advise the employer in writing of the birth date of the child. Barring an illness or recovery associated with the pregnancy that is documented by a physician, sick leave is not to be used as child rearing leave. In cases where a pregnancy should terminate in a miscarriage or if the child should be stillborn or die shortly after birth, the bargaining unit member requesting leave retains the right to terminate the rearing leave with thirty (30) days notice to the employer. To be entitled to reinstatement following child-rearing leave, the member shall notify the Employer in writing not less than sixty (60) calendar days prior to the date of termination of said leave. Upon termination of child rearing leave, the Employer shall offer the employee the position previously held. If that position is not available the Employer shall offer the employee a similar position (in pay and skill). If the employee's previous position becomes available, the Employer shall offer the employee that position. An employee granted a child rearing leave of absence without pay or other benefits if a written request for such leave is submittedshall not be paid. Requests for A child rearing leave shall be administered without regard counted as “employed time" for purposes of computing pay increases, retirement, etc. Provided, however, an employee who has been employed and worked for one half (½) or more of the contracted school days shall have such school year counted for purposes of longevity as related to genderpay increases. Such requests All leave previously accrued but not utilized will be retained. During child rearing leave, any employee with at least one (1) full year's service in the District shall be made in writing entitled to full medical-hospitalization and other insurance benefits as provided herein at Board expense for ninety (90) calendar days. If the Executive Director of Human Resources or designee at least employee works within the ninety (90) calendar days prior to before the anticipated birth last contracted school day of the child. The member shall supply a statement from current school year the attending physician indicating anticipated date of birth. The date employee will have insurance coverage until the first contracted school day of the commencement next school year at which time the remainder of the leave shall be a date mutually agreeable to the member and the Executive Director of Human Resources, or actual date of delivery, whichever occurs first. The mutually agreed upon date shall be consistent with maximizing continuity of instruction. The leave shall not exceed the balance of the school year in which it commences and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a child rearing leave who had completed ninety (90) calendar days of the school term prior to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary schedule. 11.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedingsinsurance benefits will continue. Child rearing leave shall be granted upon written notification to the Executive Director of Human Resources or designee of the date the child This coverage is to be receivedidentical to that provided all regular employees. It shall be the responsibility of the applying Subsequent to this time period, a member to keep the Executive Director of Human Resources or designee informed of the proceedings as soon as known, and the expected date of the delivery of the child. The length of this leave shall be consistent with child rearing timelines. 11.4.3 Child rearing leave may be granted to a non-tenured member by action of the Board of Education, subject to all the conditions applicable to the tenured member, and provided the term of such leave shall not be considered in computing full-time employment for purposes of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the member upon return to employment in the District. A member not eligible for or not desiring child rearing leave may utilize accumulated sick leave during any period of illness related continue all medical-hospitalization and other insurance benefits as provided herein by remitting to the pregnancy and/or Employer the cost of such continued benefits. Employees who fail to the delivery give timely notice of the child. If such member has exhausted accumulated sick leave and is not eligible a desire to draw from the sick leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement on the salary schedule will take placeshall be deemed to have terminated their employment. 11.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the member has returned to full time employment in the District for at least one (1) year.

Child Rearing. 11.4.1 A member who has entered upon contractual continued service The Board of Education shall be granted child grant child-rearing leave of absence without pay in accordance with the following procedure: i. All initial applications for and applications for extensions or other benefits if a written request for such leave is submitted. Requests for child reductions of child-rearing leave shall be administered without regard to gender. Such requests shall be made in writing to the Executive Director Superintendent. ii. Any employee intending to apply for child- rearing leave shall advise the Superintendent of Human Resources or designee the fact of her pregnancy and/or of her/his prospective plans for taking child-rearing leave and the best estimate of when the child-rearing leave will commence and terminate. The employee shall request child-rearing leave of the Superintendent of Schools in writing at least ninety sixty (9060) calendar days prior to the anticipated birth of date the childleave is to commence. iii. The member request for child-rearing leave shall supply a statement from specify the attending physician indicating anticipated date of birthwhen the employee wishes the leave to commence and terminate. iv. The date of the commencement of the Child-rearing leave shall be granted for a date mutually agreeable period of up to the member end of the academic school year in which the child-rearing leave commenced and an additional school year may be granted upon the Executive Director request of Human Resources, an employee upon the completion of three (3) consecutive school years. An employee on child-rearing leave shall notify the Board in writing of the intention to return to the district by March 1 of the school year preceding the school year in which the employee wishes to return to the district or actual date of deliverysixty (60) days prior to said intended return date, whichever occurs first. The mutually agreed upon date shall be consistent with maximizing continuity of instruction. The leave shall not exceed is sooner. v. An employee returning on the balance first day of the school year in which it commences and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a child rearing leave who had completed ninety (90) days of the school term prior to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary schedule. 11.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedings. Child September from child- rearing leave shall be granted upon written notification to the Executive Director of Human Resources or designee of the date the child is to be received. It shall be the responsibility of the applying member to keep the Executive Director of Human Resources or designee informed of the proceedings as soon as known, placed in his/her previously held position if available and the expected date of the delivery of the child. The length of this leave shall be consistent with child rearing timelinesadministratively feasible. 11.4.3 Child vi. Any employee who has applied for and received child-rearing leave may reapply for permission to return to employment during any academic school year for which such leave was granted, and such leave may thereupon be granted terminated by the Board, at its sole discretion. vii. No employee on child-rearing leave shall, on the basis of said leave, be denied the opportunity to substitute in the school district in the area of her/his certification or competence. viii. Time spent on child-rearing leave of absence shall not count towards salary guide placement experience, seniority, sick leave accumulation, etc., except as otherwise provided by law. ix. Anyone who accepts child-rearing leave after January 31 in any given year is given credit on the salary guide for a non-tenured member by action of the Board of Education, subject to all the conditions applicable full year upon returning to the tenured member, and provided the term of such district. x. An employee receiving child-rearing leave shall not be considered in computing accept full time school employment or enroll as a full-time employment for purposes college student during all or part of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child child-rearing leave. Any accumulated sick leave available This provision shall cease to be operative at such time as the commencement of the leave employee shall be available have been denied her/his request under Paragraph 6 to the member upon return to employment in the District. A member not eligible for or not desiring child rearing leave may utilize accumulated sick leave during any period of illness related to the pregnancy and/or to the delivery of the child. If such member has exhausted accumulated sick leave and is not eligible to draw from the sick leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement on the salary schedule will take placeemployment. 11.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the member has returned to full time employment in the District for at least one (1) year.

Child Rearing. 11.4.1 A member who has entered upon contractual continued service The Board of Education shall be granted grant to secretaries child-rearing leave without pay in accordance with the following procedure. 1. All initial applications for and applications for extensions or reductions in child rearing leave of absence without pay or other benefits if a written request for such leave is submitted. Requests for child rearing leave shall be administered without regard to gender. Such requests shall be made in writing to the Executive Director Superintendent. 2. Any tenured secretary intending to apply for child rearing leave shall advise the Superintendent of Human Resources or designee the fact of her pregnancy and/or of her/his prospective plans for taking child rearing leave and the best estimate of when the child rearing leave will commence and terminate. The secretary shall request child rearing leave of the Superintendent in writing at least ninety (90) calendar 60 days prior to the anticipated birth of date the childleave is to commence. 3. The member shall supply a statement from the attending physician indicating anticipated date of birth. The date of the commencement of the leave shall be a date mutually agreeable to the member and the Executive Director of Human Resources, or actual date of delivery, whichever occurs first. The mutually agreed upon date shall be consistent with maximizing continuity of instruction. The leave shall not exceed the balance of the school year in which it commences and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position request for which the member is qualified. Any member granted a child rearing leave who had completed ninety (90) days of shall specify the school term prior date when the secretary wishes the leave to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary schedulecommence and terminate. 11.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedings4. Child rearing leave shall be granted upon written notification for a period of up to the Executive Director of Human Resources or designee end of the date academic school year in which the child is to be received. It shall be the responsibility of the applying member to keep the Executive Director of Human Resources or designee informed of the proceedings as soon as known, and the expected date of the delivery of the child. The length of this leave shall be consistent with child rearing timelines. 11.4.3 Child rearing leave commences and an additional school year may be granted to upon the request of a non-tenured member by action secretary under tenure. A secretary on child rearing leave shall notify the Superintendent in writing of the Board of Education, subject intention to all the conditions applicable return to the District by March 1 of the school year preceding the school year in which the secretary intends to return to the District or 60 days prior to said intended return date, whichever is sooner. 5. A tenured membersecretary returning on the first day of the school year in September from child rearing shall be placed in her/his previously held position if available and administratively feasible, or in as comparable a position as possible. 6. Any secretary who has applied for and provided received child rearing leave, may reapply for permission to return to employment during any academic school year for which such leave was granted and such leave may thereupon be terminated by the term Board at its sole discretion. 7. Time spent on child rearing leave of such absence shall not count towards salary guide placement, experience, seniority, sick leave accumulation, tenure accrual, etc. 8. Anyone who accepts child rearing leave after January 31 in any given school year is given credit on the salary guide for a full year upon returning to the District. No credit on the salary guide shall be given for any child rearing leave commencing January 31 or prior to January 31 in any given school year. 9. A secretary receiving child rearing leave shall not be considered in computing accept full-time employment for purposes or undertake full-time graduate study during all or part of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child rearing leave. Any accumulated sick leave available This provision shall cease to be operative at such time as the commencement of the leave secretary shall be available have been denied his/her request under Paragraph 6 above to the member upon return to employment in the District. A member not eligible for or not desiring child rearing leave may utilize accumulated sick leave during any period of illness related to the pregnancy and/or to the delivery of the child. If such member has exhausted accumulated sick leave and is not eligible to draw from the sick leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement on the salary schedule will take placeemployment. 11.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the member has returned to full time employment in the District for at least one (1) year.

Child Rearing. 11.4.1 A member who has entered upon contractual continued service The Board of Education shall be granted child grant child-rearing leave of absence without pay in accordance with the following procedure: 1. All initial applications, and applications for extensions or other benefits if a written request for such leave is submitted. Requests for child reductions of child-rearing leave shall be administered without regard to gender. Such requests leave, shall be made in writing to the Executive Director Superintendent. 2. Any employee intending to apply for child-rearing leave shall advise the superintendent of Human Resources or designee the fact of her pregnancy and/or of his prospective plans for taking child- rearing leave and the best estimate of when the child-rearing leave will commence and terminate. The employee shall request child-rearing leave of the Superintendent of Schools in writing at least ninety sixty (9060) calendar days prior to the anticipated birth of date the childleave is to commence. 3. The member request for child-rearing leave shall supply a statement from specify the attending physician indicating anticipated date of birthwhen the employee wishes to leave to commence and terminate. 4. The date of the commencement of the Child-rearing leave shall be granted for a date mutually agreeable period of up to the member and end of the Executive Director of Human Resources, or actual date of delivery, whichever occurs firstacademic school year in which the child-rearing leave commenced. The mutually agreed Board shall grant an additional year of leave upon date shall be consistent with maximizing continuity the request of instructionan eligible employee provided such request is made in writing to the superintendent by June 1st. The If the procedure is not followed the Board will retain the sole discretion to deny the extension. An eligible employee is an employee who is under tenure or who has received a tenure contract. An eligible employee on child-rearing leave shall not exceed notify the balance Board in writing of the intention to return to the District by May 1st of the school year preceding the school year in which the employee wishes to return to the District. 5. An employee returning on the first day of the school year in which it commences and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a child rearing leave who had completed ninety (90) days of the school term prior to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary schedule. 11.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedings. Child September from child-rearing leave shall be granted upon written notification to the Executive Director of Human Resources or designee of the date the child is to be received. It shall be the responsibility of the applying member to keep the Executive Director of Human Resources or designee informed of the proceedings as soon as known, placed in his previously held position if available and the expected date of the delivery of the child. The length of this leave shall be consistent with child rearing timelinesadministratively feasible. 11.4.3 Child 6. Any employee who has applied for and received child-rearing leave may be granted reapply for permission to a non-tenured member by action of the Board of Education, subject to all the conditions applicable to the tenured member, and provided the term of such leave shall not be considered in computing full-time employment for purposes of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the member upon return to employment during any academic school year for which such leave was granted, and such leave may thereupon be terminated by the Board, at its sole discretion. 7. No employee on child-rearing leave shall, on the basis of said leave, be denied the opportunity to substitute in the Districtschool district in the area of his competence. 8. A member not eligible for or not desiring child Time spent on child-rearing leave may utilize accumulated of absence shall not count towards salary guide placement, experience, seniority, sick leave during accumulation, etc. 9. Any ten (10) month employee who accepts child-rearing leave after January 31st in any period of illness related to the pregnancy and/or to the delivery of the child. If such member has exhausted accumulated sick leave and given year is not eligible to draw from the sick leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement given credit on the salary schedule will take place. 11.4.5 A member granted child rearing leave hereunder shall not be eligible guide for additional child rearing leave until a full year upon returning to the member has returned to full time employment in the District for at least one (1) year.district. Any twelve

Child Rearing. 11.4.1 A member who has entered upon contractual continued service The Board of Education shall be granted grant child-rearing leave without pay in accordance with the following procedure: 1. All initial applications for extensions or reductions of child rearing leave of absence without pay or other benefits if a written request for such leave is submitted. Requests for child rearing leave shall be administered without regard to gender. Such requests shall be made in writing to the Executive Director Superintendent. 2. Any teacher intending to apply for child rearing leave shall advise the Superin- tendent of Human Resources or designee the fact of her pregnancy and/or of her/his prospective plans for taking child rearing leave and the best estimate of when the child rearing leave will commence and terminate. The teacher shall request child rearing leave of the Superintendent in writing at least ninety (90) calendar 60 days prior to the anticipated birth of date the childleave is to commence. 3. The member request for child rearing leave shall supply specify the date when the teacher wishes the leave to commence and terminate. 4. Upon the request of a statement from the attending physician indicating anticipated date of birth. The date of the commencement of the teacher under tenure, child rearing leave shall be granted for a date mutually agreeable period of up to the member end of the academic school year in which the child rearing leave commences and an additional school year may be granted upon the Executive Director request of Human Resources, a teacher under tenure. A teacher on child rearing leave shall notify the Superintendent in writing of the intention to return to the District by March 1 of the school year preceding the school year in which the teacher intends to return to the District or actual date of delivery60 days prior to said intended return date, whichever occurs firstis sooner. 5. The mutually agreed upon date shall be consistent with maximizing continuity of instruction. The leave shall not exceed A tenured teacher returning on the balance first day of the school year in which it commences and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a September from child rearing leave who had completed ninety (90) days of the school term prior to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary schedule. 11.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedings. Child rearing leave shall be placed in her/his previously held position if available and administratively feasible, or in as comparable a position as possible. 6. Any teacher who has applied for and received child rearing leave, may reapply for permission to return to employment during any academic school year for which such leave was granted and such leave may thereupon be terminated by the Board at its sole discretion. 7. Time spent on child rearing leave of absence shall not count towards salary guide placement, experience, seniority or sick leave accumulation. 8. Anyone who accepts child rearing leave after January 31 in any given school year is given credit on the salary guide for a full year upon written notification returning to the Executive Director of Human Resources or designee of District. No credit on the date the child is to be received. It salary guide shall be the responsibility of the applying member to keep the Executive Director of Human Resources or designee informed of the proceedings as soon as known, and the expected date of the delivery of the child. The length of this leave shall be consistent with given for any child rearing timelinesleave commencing on January 31 or prior to January 31 in any given school year. 11.4.3 Child 9. A teacher receiving child rearing leave may be granted to a non-tenured member by action of the Board of Education, subject to all the conditions applicable to the tenured member, and provided the term of such leave shall not be considered in computing accept full-time employment for purposes in the teaching field or undertake full-time graduate study during all or part of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child rearing leave. Any accumulated sick leave available This provision shall cease to be operative at such time as the commencement of the leave teacher shall be available have been denied his/her request under Paragraph 6 above to the member upon return to employment in the Districtemployment. 10. A member not eligible for or not desiring Adoption - Any teacher adopting a child of preschool age shall receive a leave similar to child rearing leave may utilize accumulated sick leave during any period as a result of illness related child birth, which shall commence upon receiving de facto custody of said child, or earlier if necessary to fulfill the pregnancy and/or to requirements for the delivery of the childadoption. 11. If such member has exhausted accumulated sick leave and The Board is not eligible required to draw from continue employment of a non-tenured pregnant teacher beyond the sick year in which the maternity leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement on the salary schedule will take placetaken. 11.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the member has returned to full time employment in the District for at least one (1) year.

Child Rearing. 11.4.1 A member who has entered upon contractual continued service The Board of Education shall be granted child grant child-rearing leave of absence without pay in accordance with the following procedure: a. All initial applications for and applications for extensions or other benefits if a written request for such leave is submitted. Requests for child reductions of child-rearing leave shall be administered without regard to gender. Such requests shall be made in writing to the Executive Director Superintendent. b. Any employee intending to apply for child-rearing leave shall advise the Superintendent of Human Resources or designee the fact of her pregnancy and/or of her/his prospective plans for taking child-rearing leave and the best estimate of when the child-rearing leave will commence and terminate. The employee shall request child-rearing leave of the Superintendent of Schools in writing at least ninety sixty (9060) calendar days prior to the anticipated birth of the child. The member shall supply a statement from the attending physician indicating anticipated date of birth. The date of the commencement of the leave shall be a date mutually agreeable is to the member and the Executive Director of Human Resources, or actual date of delivery, whichever occurs first. commence. c. The mutually agreed upon date shall be consistent with maximizing continuity of instruction. The request for child-rearing leave shall not exceed specify the balance of date when the school year in which it commences employee wishes to leave to commence and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a child rearing leave who had completed ninety (90) days of the school term prior to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary scheduleterminate. 11.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedings. Child d. Child-rearing leave shall be granted upon written notification for a period of up to the Executive Director of Human Resources or designee end of the date work year in which the child is to child- rearing leave commenced and an additional year may or may not be received. It shall be granted upon the responsibility request of an employee upon the applying member to keep the Executive Director completion of Human Resources or designee informed three (3) consecutive years of the proceedings as soon as known, and the expected date of the delivery of the child. The length of this leave shall be consistent with child rearing timelinesemployment. 11.4.3 Child e. An employee returning from a child rearing leave may be granted placed in his/her previously held position if available and administratively feasible. f. Any employee who has applied for and received child-rearing leave may reapply for permission to return to employment during any work year for which such leave was granted, and such leave may thereupon be terminated by the Board, at its sole discretion. g. An employee on child-rearing leave shall, on the basis of said leave, be provided the opportunity to substitute in the school district in the area of her/his employment. h. Time spent on child-rearing leave of absence shall not count towards salary guide placement experience, seniority, sick leave accumulation, etc., except as otherwise provided by law. i. Anyone who accepts child-rearing leave after January 31 in any given year is given credit on the salary guide for a non-tenured member by action of the Board of Education, subject to all the conditions applicable full year upon returning to the tenured member, and provided the term of such district. j. An employee receiving child-rearing leave shall not be considered in computing accept full time school employment or enroll as a full-time employment for purposes college student during all or part of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child child-rearing leave. Any accumulated sick leave available This provision shall cease to be in effect at such time as the commencement of the leave employee shall be available have been denied her/his request under Paragraph F to the member upon return to employment in the District. A member not eligible for or not desiring child rearing leave may utilize accumulated sick leave during any period of illness related to the pregnancy and/or to the delivery of the child. If such member has exhausted accumulated sick leave and is not eligible to draw from the sick leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement on the salary schedule will take placeemployment. 11.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the member has returned to full time employment in the District for at least one (1) year.

Child Rearing. 11.4.1 A member who has entered upon contractual continued service The Board of Education shall be granted grant child-rearing leave without pay in accordance with the following procedure: 1. All initial applications for extensions or reductions of child rearing leave of absence without pay or other benefits if a written request for such leave is submitted. Requests for child rearing leave shall be administered without regard to gender. Such requests shall be made in writing to the Executive Director Superintendent. 2. Any teacher or tenured secretary intending to apply for child rearing leave shall advise the Superintendent of Human Resources or designee the fact of her pregnancy and/or of her/his prospective plans for taking child rearing leave and the best estimate of when the child rearing leave will commence and terminate. The teacher/secretary shall request child rearing leave of the Superintendent in writing at least ninety (90) calendar 60 days prior to the anticipated birth of date the childleave is to commence. 3. The member request for child rearing leave shall supply specify the date when the teacher/secretary wishes the leave to commence and terminate. 4. Upon the request of a statement from the attending physician indicating anticipated date of birth. The date of the commencement of the teacher/secretary under tenure, child rearing leave shall be granted for a date mutually agreeable period of up to the member end of the academic school year in which the child rearing leave commences and an additional school year may be granted upon the Executive Director request of Human Resources, a teacher/secretary under tenure. A teacher/secretary on child rearing leave shall notify the Superintendent in writing of the intention to return to the District by March 1 of the school year preceding the school year in which the teacher/secretary intends to return to the District or actual date of delivery60 days prior to said intended return date, whichever occurs firstis sooner. 5. The mutually agreed upon date shall be consistent with maximizing continuity of instruction. The leave shall not exceed A tenured teacher/secretary returning on the balance first day of the school year in which it commences and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Said member shall be returned to the same position she or he left, or another teaching position for which the member is qualified. Any member granted a September from child rearing leave who had completed ninety (90) days of the school term prior to his/her leave shall be considered to have completed a full year for the purposes of vertical advancement on the salary schedule. 11.4.2 A member desiring child rearing leave as a result of becoming an adoptive parent shall notify the Executive Director of Human Resources or designee in writing upon initiation of such adoption proceedings. Child rearing leave shall be placed in her/his previously held position if available and administratively feasible, or in as comparable a position as possible. 6. Any teacher/secretary who has applied for and received child rearing leave, may reapply for permission to return to employment during any academic school year for which such leave was granted upon written notification and such leave may thereupon be terminated by the Board at its sole discretion. 7. Time spent on child rearing leave of absence shall not count towards salary guide placement, experience, seniority, sick leave accumulation or tenure accrual, etc. 8. Regardless of when an employee accepts child rearing leave pursuant to this Article, the Executive Director of Human Resources or designee of the date employee must work 90 days during that school year in which the child rearing leave is taken to be receivedgiven credit on the salary guide for that school year. 9. It shall be the responsibility of the applying member to keep the Executive Director of Human Resources or designee informed of the proceedings as soon as known, and the expected date of the delivery of the child. The length of this leave shall be consistent with A teacher/secretary receiving child rearing timelines. 11.4.3 Child rearing leave may be granted to a non-tenured member by action of the Board of Education, subject to all the conditions applicable to the tenured member, and provided the term of such leave shall not be considered in computing accept full-time employment for purposes in the teaching field or undertake full-time graduate study during all or part of the continuous employment necessary to obtain contractual continued service status. Upon return from such leave the member shall be considered to have commenced their first, second, third or fourth probationary year as the case may be. The granting of child rearing leave to any non-tenured member shall not constitute a precedent for the granting or withholding of leave to any other member. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. 11.4.4 Nothing in this Section shall be construed as requiring any member to apply for a child rearing leave. Actual disabilities arising out of pregnancy shall be deemed illness subject to Article X, Section 10.1 and 10.2, however these sections shall not be applicable during the period of the child rearing leave. Any accumulated sick leave available This provision shall cease to be operative at such time as the commencement of the leave teacher/secretary shall be available have been denied his/her request under Paragraph 6 above to the member upon return to employment in the Districtemployment. 10. A member not eligible for or not desiring Adoption - Any teacher/secretary adopting a child of preschool age shall receive a leave similar to child rearing leave may utilize accumulated sick leave during any period as a result of illness related child birth, which shall commence upon receiving de facto custody of said child, or earlier if necessary to fulfill the pregnancy and/or to requirements for the delivery of the childadoption. 11. If such member has exhausted accumulated sick leave and The Board is not eligible required to draw from continue employment of a non-tenured pregnant Teacher/secretary beyond the sick year in which the maternity leave bank, the member shall be excused from work by the Superintendent without pay during such period of illness, unless contrary medical opinion is supplied by the Board designated physician and supported by an additional mutually agreed upon physician. Such member shall then return to employment immediately following the termination of such illness. If the member is excused for more than half of the school term, no advancement on the salary schedule will take placetaken. 11.4.5 A member granted child rearing leave hereunder shall not be eligible for additional child rearing leave until the member has returned to full time employment in the District for at least one (1) year.