Computation of Eligible Leave Sample Clauses

Computation of Eligible Leave. Teachers who elect to retire or take retirement severance leave shall receive 50% of the hourly substitute rate for each hour of available leave and 50% of the current substitute rate for each day of grandfathered days beginning with hour/day one. I understand that signing this application will begin the process of xxxxxxxxx and that my name will be submitted to the Board of Education for approval at the earliest possible date. I also understand that by honoring the terms and conditions of my current teaching contract*, I may only participate in the Severance Retirement Plan one time during my career in Xxxxxxxx School District R2J. (*Those wishing to resign from the Xxxxxxxx School District for PERA benefits prior to the last day of their contract shall be excluded from the Severance Retirement Plan.) Printed Name Employee ID Number Signature Date
Sample 1Sample 2
Computation of Eligible Leave. Teachers who elect to retire or take retirement severance leave shall receive 50% of the hourly substitute rate for each hour of available leave and 50% of the current substitute rate for each day of grandfathered days beginning with hour/day one. I understand that signing this application will begin the process of xxxxxxxxx and that my name will be submitted to the Board of Education for approval at the earliest possible date. I also understand that by honoring the terms and conditions of my current teaching contract*, I may only participate in the Severance Retirement Plan one time during my career in Xxxxxxxx School District R2J. (*Those wishing to resign from the Xxxxxxxx School District for PERA benefits prior to the last day of their contract shall be excluded from the Severance Retirement Plan.) Printed Name Employee ID Number Signature Date For HR Department Use Only Approved for Severance Retirement: Yes No DOH: Address: Years of Service: Location: DOB: Position: Pay Information: Column/Step: Phone Number: Current Assignment 1. Licensed employees are eligible to apply for tuition reimbursement. 2. In order to be eligible for tuition reimbursement, a licensed employee must have been effective or highly effective at the time of their final evaluation rating. Any teacher who is on an improvement plan or a salary freeze due to being deemed as ineffective is not eligible. 1. Application for reimbursement must be made to Human Resources on or before June 1st. Applications will be reviewed and determined if qualifications for reimbursement have been met. Reimbursement payments will be made in June of the current fiscal year. In addition, applications for reimbursement must include the following: a. Completed application for each course. b. Proof of payment (receipt) c. Proof of completion (report card or transcript) 2. Eligible coursework is only for the current school year/hiring year (Spring Semester). 3. Tuition reimbursement can be applied for only the following:  The tuition and fees for:  graduate level courses only  professional development college classes  No more than $1,000 will be reimbursed to any one employee for any one budget year (July 1 – June 30).  Should the request for reimbursement be greater than the dollars designated; the dollar amount available for reimbursement will be pro-rated. 4. All incomplete applications will be denied. Name: Current Location: Employee EID: _Phone Number: Current Position/Grade: Course offered by: Col...
Sample 1
Computation of Eligible Leave. Teachers who elect to retire or take retirement severance leave shall receive 50% of the hourly substitute rate for each hour of available leave and 50% of the current substitute rate for each day of grandfathered days beginning with hour/day one. I understand that signing this application will begin the process of xxxxxxxxx and that my name will be submitted to the Board of Education for approval at the earliest possible date. I also understand that by honoring the terms and conditions of my current teaching contract*, I may only participate in the Severance Retirement Plan one time during my career in Xxxxxxxx School District R2J. (*Those wishing to resign from the Xxxxxxxx School District for PERA benefits prior to the last day of their contract shall be excluded from the Severance Retirement Plan.) Printed Name Employee ID Number Signature Date For HR Department Use Only Approved for Severance Retirement: Yes No DOH: Address: Years of Service: Location: DOB: Position: Pay Information: Column/Step: Phone Number: Current Assignment For Elementary Teachers Responsible for Extensive State Assessment 1. To ensure adequate coverage for elementary teachers responsible for extensive state assessment and data entry, teachers will be allowed the following during the school year: a. Two student transition days in the fall are designated to facilitate K-5 individualized assessments.
Sample 1
Computation of Eligible Leave. Teachers who elect to rehire or take retirement transition leave shall receive 50% of the hourly substitute rate for each hour of accrued leave and 50% of the current substitute rate for each day of grandfathered days beginning with hour/day one. The maximum payment that may be credited to any teacher is a combination of hours and days not to exceed 120 days.
Sample 1
Computation of Eligible Leave. Teachers who elect to retire or take retirement severance leave shall receive 50% of the hourly substitute rate for each hour of available leave and 50% of the current substitute rate for each day of grandfathered days beginning with hour/day one. I understand that signing this application will begin the process of xxxxxxxxx and that my name will be submitted to the Board of Education for approval at the earliest possible date. I also understand that by honoring the terms and conditions of my current teaching contract*, I may only participate in the Severance Retirement Plan one time during my career in Xxxxxxxx School District R2J. (*Those wishing to resign from the Xxxxxxxx School District for PERA benefits prior to the last day of their contract shall be excluded from the Severance Retirement Plan.) Printed Name Employee ID Number Must be submitted to Human Resources on or before 4:00 p.m., February 1, 2019. Signature Date For HR Department Use Only Approved for Severance Retirement: Yes No DOH: Address: Years of Service: Location: Position: Column/Step: Pay Information: Phone Number: Current Assignment 1. Licensed employees are eligible to apply for tuition reimbursement. 2. In order to be eligible for tuition reimbursement, a licensed employee must have been effective or highly effective at the time of their final evaluation rating. Any teacher who is on an improvement plan or a salary freeze due to being deemed as ineffective is not eligible. 1. Application for reimbursement must be made to Human Resources on or before June 1st. Applications will be reviewed and determined if qualifications for reimbursement have been met. Reimbursement payments will be made in June of the current fiscal year. In addition, applications for reimbursement must include the following: a. Completed application for each course. b. Proof of payment (receipt) c. Proof of completion (report card or transcript) 2. Eligible coursework is only for the current school year/hiring year (Spring Semester). 3. Tuition reimbursement can be applied for only the following: • The tuition and fees for:  graduate level courses only  professional development college classes • No more than $1,000 will be reimbursed to any one employee for any one budget year (July 1 – June 30). • Should the request for reimbursement be greater than the dollars designated; the dollar amount available for reimbursement will be pro-rated. 4. All incomplete applications will be denied. Name: Current Location: E...
Sample 1

Related to Computation of Eligible Leave

  • Return from Leave of Absence (a) Before a Nurse may return to work from a leave granted under Article 9.00, she or he must provide a minimum of four (4) weeks written notice of the specific date of his or her return to work, or such shorter time as mutually agreed. (b) Upon return from an approved Unpaid Leave of Absence, a Nurse shall be reinstated to her or his former position unless the position has been discontinued, in which case the Nurse shall be appointed to an equivalent position. (c) This clause requiring four (4) weeks written notice, does not apply to other leaves granted by an express provision of this Collective Agreement with different requirements for written notice.

  • Paternity Leave 7.4.6(a) An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:

  • MATERNITY-RELATED REASSIGNMENT OR LEAVE a. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses a risk to her health or that of the foetus or child. b. An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. modifies her job functions or reassigns her, or ii. informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. Where the Council concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

  • Return from Leave (a) On return from leave, an employee will be placed in their former position. (b) Vacation entitlement, not vacation pay, will continue to accrue while an employee is on leave pursuant to Clause 21.1 (Maternity Leave) or Clause 21.2 (Parental Leave).

  • Maternity Disability Leave Parental Leave

  • Unpaid Leave of Absence If an employee is on an unpaid leave of absence, then vacation leave, compensatory time, or sick leave cannot be used for the purpose of maintaining eligibility for an Employer Contribution by keeping the employee on a State payroll for one (1) working day per pay period.

  • Unpaid Leave Accrued compensatory time off may be used at the employee’s discretion, with management approval, after exhaustion of 100% sick leave (No. 3 above). However, FLSA compensatory time off shall not be counted against the employee’s four (4) month (nine [9] pay period [720 hours]) family or medical leave entitlement. Therefore, any use of FLSA compensatory time off under this Section shall extend the employee’s family or medical leave by the total amount of FLSA compensatory time off used.

  • Maternity/Paternity Leave Solely for purposes of determining whether the Employee incurs a Break in Service under any provision of this Plan, the Advisory Committee must credit Hours of Service during an Employee's unpaid absence period due to maternity or paternity leave. The Advisory Committee considers an Employee on maternity or paternity leave if the Employee's absence is due to the Employee's pregnancy, the birth of the Employee's child, the placement with the Employee of an adopted child, or the care of the Employee's child immediately following the child's birth or placement. The Advisory Committee credits Hours of Service under this paragraph on the basis of the number of Hours of Service the Employee would receive if he were paid during the absence period or, if the Advisory Committee cannot determine the number of Hours of Service the Employee would receive, on the basis of 8 hours per day during the absence period. The Advisory Committee will credit only the number (not exceeding 501) of Hours of Service necessary to prevent an Employee's Break in Service. The Advisory Committee credits all Hours of Service described in this paragraph to the computation period in which the absence period begins or, if the Employee does not need these Hours of Service to prevent a Break in Service in the computation period in which his absence period begins, the Advisory Committee credits these Hours of Service to the immediately following computation period.

  • FMLA Leave The Board agrees to comply with the Family and Medical Leave Act and agrees that any policy adopted to implement the FMLA shall in no way reduce or adversely impact any other provision of this Agreement.

  • Maternity Leave 16.01 Upon written request on the appropriate form by a pregnant Employee, the University shall grant maternity leave consistent in timing and duration with the Employment Standards Act of New Brunswick. The application is to be made no later than two (2) weeks prior to the date that she intends to begin her leave and should specify the duration of the leave. A medical certificate specifying the expected date of delivery is to be attached to the application. 16.02 A pregnant employee may wish to continue working up to the expected date of delivery and may do so, if in the opinion of her physician she is able to fulfill her normal job responsibilities. No pregnant employee will be allowed to work in an area that may be hazardous to her health or to that of her child. The employee may be transferred by the Employer if appropriate alternate employment is available. 16.03 An early return to work, following delivery, will require a medical certificate indicating that the employee is medically fit for work. 16.04 Following the period of maternity leave, the employee will normally return to her former position. If this is not possible, she will be placed in an equivalent level of position. 16.05 A period of maternity leave may be extended by applying for an unpaid leave of absence under Article 18, Parental leave under Article 16A or by taking vacation time, if approved by the Employer. Such a request will not be unreasonably refused. 16.06 Upon completion of the initial probationary period of continuous employment, a female employee who provides the Employer with proof that she has applied for and is eligible to receive Employment Insurance benefits, shall be paid a maternity leave allowance in accordance with a plan registered with the Canada Employment Insurance Commission as a Supplementary Unemployment Benefit Plan (S.U.B.). 16.07 Under the provisions of the S.U.B. plan, the Employee's salary will be maintained at 95% of her regular weekly earnings for a maximum of 17 weeks of maternity leave. This plan allows the Employer to make up the difference between the C.E.I.C. maternity leave benefits up to 95% of the Employee's regular weekly earnings. The Employee is required to apply for the C.E.I.C. maternity leave benefit and must be eligible for the benefit for this plan to apply (as specified in the appropriate sections of the Employment Insurance Regulations). Contributions to the pension and benefit plans shall continue on the part of the Employee and the University on the basis of 100% of salary. 16.08 Employees have no vested right to payments under the plan except to payments during a period of unemployment specified in the plan (57 (13(h) of the E.I. Regulations). 16.09 Payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. 16.10 Employees must apply for and must be in receipt of employment insurance benefits to receive payments under the plan.