Dependent Care Leave. 8.6.1 Full-time faculty members who do not accrue annual leave may use sixty (60) hours of paid Dependent Care Leave per fiscal year for the illness or injury to members of the immediate family (spouse or designated individual, children, parents, parents-in-law, brothers, sisters) and any person for whose financial or physical care the faculty member is principally responsible. The name of the designated individual must be on file with the Human Resources Department at least six (6) months prior to utilization of such leave. The sixty (60) hours will be at one-hundred percent (100%) of base wages. Contingent faculty shall have paid time off in the amount of sixteen (16) hours per semester to attend to dependent care.
8.6.1.1 Once a faculty member uses sixty (60) hours of Dependent Care Leave, additional time required for the care of a family member must be taken as unpaid leave. Because of extenuating circumstances, the PVPAA may grant the faculty member additional time without loss of pay. The University reserves the right to review cases on an individual basis and to require documentation.
8.6.1.2 The first forty (40) hours of Dependent Care Leave will not be counted toward the twelve- (12) week mandatory protection offered by the Family Medical Leave Act (FMLA) (see Section 8.11.2).
8.6.2 Faculty members who accrue annual leave may use eighty (80) hours of paid Dependent Care Leave per fiscal year for the illness or injury to members of the immediate family (spouse or designated individual, children, parents, parents-in-law, brothers, sisters) and any person for whose financial or physical care the faculty member is principally responsible. The name of the designated individual must be on file with the Human Resources Department at least six (6) months prior to utilization of such leave.
8.6.2.1 The first forty (40) hours will be at one-hundred percent (100%) of base wages. The next forty (40) hours will be at seventy-five percent (75%) of base wages. Faculty members who accumulate annual leave will use accumulated and unused annual leave to make up the difference between the seventy-five percent (75%) Dependent Care Leave and full salary.
Dependent Care Leave. After one (1) year of continuous employment, an unpaid leave may be granted to an employee to care for a dependent child who resides with the employee for conditions other than those set forth in Article 11.4 (Family Leave) or for the care of a dependent parent or spouse or domestic partner of the employee. Such leave will occur without loss of seniority or accrued benefits, subject to the Employer's policy on
Dependent Care Leave. A teacher shall be granted a leave of absence without pay for up to two years in order to care for an incapacitated member of his/her immediate family. A teacher who intends to return to work shall file an application for reinstatement at least thirty days before he/she expects to resume duties. This thirty day period may be waived by the Superintendent. While on leave, the employee may continue his/her hospitalization and other insurance benefits by paying the premiums that the Board pays for the same coverage to the Treasurer of the District. Upon return to service, the employee shall resume the position held prior to the leave or another position within his/her certification.
Dependent Care Leave. A department head or designee may grant a permanent employee's request for an unpaid leave of absence for the purposes of providing personal medical care for the employee's ill or injured mother, father, husband, wife, son, or daughter, or persons residing in household. The employee may be required to provide substantiation to support the employee's request for the unpaid leave. The period of leave shall not exceed three (3) months. Extensions of an unpaid leave may be requested by the employee and may be granted by the department head or designee. A dependent care leave may be terminated by the department head or designee prior to the expiration date with written notice at least thirty (30) work days prior to the effective date of the revocation. During the period of time an employee is on dependent care leave, he/she shall be allowed to continue health, dental and vision benefits. The total cost of these benefits shall be paid by the employee and the rate that the employee will pay will be the group rate.
Dependent Care Leave. After one (1) year of continuous employment an unpaid leave may be granted to an employee to care for a dependent child who resides with the employee for conditions other than those set forth in Article 16.03 (Family Leave) or for the care of a dependent parent or spouse or domestic partner of the employee. Such leave will occur without loss of seniority or accrued benefits, subject to the Employer’s policy on PTO carryover. An employee on dependent care leave not exceeding thirty (30) days shall be entitled to return to his or her prior position. Thereafter the employee shall be entitled to the first available position for which he/she is qualified. Such leave shall not exceed one (1) year.
Dependent Care Leave. A teacher may be granted leave for up to (1) one year to care for dependent children, spouses, or parents who are, in the opinion of a licensed physician, psychologist or psychiatrist, chronically ill. Teachers who are granted such leave for a full year must contact the District by March 1st of the same leave year (school year) to inform the District of their intention to return the ensuing year or request an extension. Such leave may be extended at the sole discretion of the District. Dependent care leave shall be without benefits or pay. While a teacher is on such leave, no credit shall be given for advancement on the salary schedule. The teacher shall notify the District, in writing, as soon as possible of the need for such leave, and shall include in such notification the specific reasons for such leave. The District may require substantiation for the need for such leave.
Dependent Care Leave. An employee with sufficient cause may be granted Dependent Care Leave with pay up to a maximum of 4 days per year, non-accumulating. This leave shall only be granted in case of illness of an immediate family member where no other person can provide for their needs. This leave is to be deducted from accumulated sick leave credits. An employee may also be granted up to a maximum of 4 months Dependent Care Leave without pay. There shall be no loss of seniority, benefits, increments, or job security while on Dependent Care Leave.
Dependent Care Leave. D.1 An unpaid leave of absence shall be granted for dependent care purposes to members of the bargaining unit on the following basis (dependent shall be defined as “immediate family” as in Article XII, Section A.1).
D.1.1 Notification of the Superintendent of the intent to utilize dependent care leave, 30 days prior to the effective date of the leave.
D.1.2 The leave of absence shall be granted for a portion of the year, or the remainder of the school year. When a teacher is granted a leave of absence for the remainder of the year; upon request, the teacher shall be granted additional leave for any portion of the following school year provided he/she notifies the Superintendent of the period of time requested by July 10th. The Board will expect confirmation of the teacher’s intent to return at the end of the leave. If the teacher fails to return at the end of his/her leave, he/she shall be deemed to have resigned. The Board may grant, upon request, an additional one-year leave of absence under certain unforeseen circumstances.
D.1.3 Upon his/her return he/she will be placed in the same, or similar, position for which he/she is certified. All benefits shall be reinstated upon his/her return. He/she shall not advance an increment unless he/she taught at least 120 days of the school year in which his/her leave commenced.
D.1.4 Time spent on such leave shall not be construed as a break in service; nor shall such time spent on leave advance the member of the bargaining unit on the salary schedule or count towards seniority.
D.1.5 An employee on leave shall notify the District Treasurer prior to April 1st preceding the date of his/her return from leave.
Dependent Care Leave. Counselor with at least one year of consecutive service is eligible for the following Dependent Care Leave:
Dependent Care Leave. Employees shall be allowed to use accumulated sick leave and/or accumulated lieu time credits in order to care for a sick child or dependent where stay-at-home care is required for the child or dependent.
