Common use of Expiration Limits Clause in Contracts

Expiration Limits. This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated. For the Association: President Date For the Board of Education: Designee Date ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ 02/03/97 ▇▇▇ ▇▇▇▇ 01/20/00 ▇▇▇▇▇ ▇▇▇▇▇▇ 09/18/00 Jan Herb 09/18/03 ▇▇▇ ▇▇▇▇▇▇▇▇▇ 11/01/04 ▇▇▇▇ ▇▇▇▇▇▇▇▇ 11/28/05 ▇▇▇▇▇ ▇▇▇▇▇▇▇ 03/27/08 ▇▇▇ ▇▇▇▇▇▇ 10/05/09 ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ 09/26/12 ▇▇▇▇▇▇ ▇▇▇▇▇▇ 10/06/14 ▇▇▇▇▇▇ ▇▇▇▇▇▇ 01/05/15 ▇▇▇ ▇▇▇▇▇▇▇▇ 04/14/15 Crystal Backing 08/21/15 ▇▇▇▇ ▇▇▇▇▇▇ 08/23/16 ▇▇▇▇▇▇ ▇▇▇▇▇ 03/20/17 ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ 04/10/17 ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ 08/02/18 ▇▇▇▇ ▇▇▇▇ 08/07/19 ▇▇▇▇ ▇▇▇▇▇▇▇ 11/15/21 ▇▇▇▇▇ ▇▇▇▇▇▇▇ 11/28/22 Seniority date reflects date of hire as noted on the status change form on file in the payroll office. • Extended serious illness/condition which may require a physician’s verification. • Pooled sick days are for the specific intended incident. They will not be banked to be used in the future for that same person to use at a later time. • Pooled sick days are drawn at random to be given to the affected employee. Those days not drawn are returned to the original donor. • Original requests to use sick pool days must originate through the appropriate Association President or his/her designee. • Pooled sick days are not intended to be used for short term, intermittent illness. NAME DATE Contract Paragraph Violated Violation: Proposed Remedy: Transportation Supervisor Date Response: NAME DATE Signature of Association Officers Verifying Merit: Assistant Superintendent's Response: Assistant Superintendent Date The U.S. Department of Labor's Employment Standards Administration, Wage and Hour Division, administers and enforces the Family and Medical Leave Act (FMLA) for all private, state and local government employees, and some federal employees. Most Federal and certain congressional employees are also covered by the law and are subject to the jurisdiction of the U.S. Office of Personnel Management or the Congress. FMLA became effective on August 5, 1993, for most employers. If a collective bargaining agreement (CBA) was in effect on that date, FMLA became effective on the expiration date of the CBA or February 5, 1994, whichever was earlier. FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons. The employer may elect to use the calendar year, a fixed 12-month leave or fiscal year, or a 12-month period prior to or after the commencement of leave as the 12-month period. The law contains provisions on employer coverage; employee eligibility for the law's benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA leave; and, protection for employees who request or take FMLA leave. The law also requires employers to keep certain records. FMLA applies to all: • public agencies, including state, local and federal employers, local education agencies (schools), and • private-sector employers who employed 50 or more employees in 20 or more workweeks in the current or preceding calendar year and who are engaged in commerce or in any industry or activity affecting commerce — including joint employers and successors of covered employers.

Expiration Limits. This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated. For the Association: President Date For the Board of Education: Designee Date ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ 01/06/97 ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ 02/03/97 ▇▇▇▇▇▇ ▇▇▇▇▇▇ 10/19/98 ▇▇▇ ▇▇▇▇ 01/20/00 ▇▇▇▇▇ ▇▇▇▇▇▇ 09/18/00 Jan Herb 09/18/03 ▇▇▇ ▇▇▇▇▇▇▇▇▇ 11/01/04 ▇▇▇▇ ▇▇▇▇▇▇▇▇ 11/28/05 ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ 09/25/06 ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ 09/24/07 ▇▇▇▇▇ ▇▇▇▇▇▇▇ 03/27/08 ▇▇▇▇▇ ▇▇▇▇▇ 12/02/08 ▇▇▇ ▇▇▇▇▇▇ 10/05/09 (1) ▇▇▇▇▇▇▇ ▇▇▇▇▇ 10/05/09 (2) ▇▇▇▇▇▇ ▇▇▇▇▇▇ 09/06/11 ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ 09/26/12 ▇▇▇ ▇▇▇▇▇▇▇ 11/25/13 ▇▇▇▇▇▇ ▇▇▇▇▇▇ 10/06/14 ▇▇▇▇▇▇ ▇▇▇▇▇▇ 01/05/15 ▇▇▇ ▇▇▇▇▇▇▇▇ 04/14/15 Crystal Backing 08/21/15 (1) ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ 08/21/15 (2) ▇▇▇▇ ▇▇▇▇▇▇▇▇ 08/21/15 (3) ▇▇▇▇▇ ▇▇▇▇▇▇ 10/26/15 ▇▇▇▇▇▇ ▇▇▇▇▇ 08/23/16 (1) ▇▇▇▇ ▇▇▇▇▇▇ 08/23/16 (2) ▇▇▇▇▇ ▇▇▇▇▇▇▇ 11/14/16 ▇▇▇▇▇▇ ▇▇▇▇▇ 03/20/17 ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ 04/10/17 ▇▇▇ ▇▇▇▇▇ 02/02/18 ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ 08/02/18 ▇▇▇▇ ▇▇▇▇ 08/07/19 ▇▇▇▇ ▇▇▇▇▇▇▇ 11/15/21 ▇▇▇▇▇ ▇▇▇▇▇▇▇ 11/28/22 Seniority date reflects date of hire as noted on the status change form on file in the payroll office. •  Extended serious illness/condition which may require a physician’s verification. •  Pooled sick days are for the specific intended incident. They will not be banked to be used in the future for that same person to use at a later time. •  Pooled sick days are drawn at random to be given to the affected employee. Those days not drawn are returned to the original donor. •  Original requests to use sick pool days must originate through the appropriate Association President or his/her designee. •  Pooled sick days are not intended to be used for short term, intermittent illness. NAME DATE Contract Paragraph Violated Violation: Proposed Remedy: Transportation Supervisor Date Response: NAME DATE Signature of Association Officers Verifying Merit: Assistant Superintendent's Response: Assistant Superintendent Date The U.S. Department of Labor's Employment Standards Administration, Wage and Hour Division, administers and enforces the Family and Medical Leave Act (FMLA) for all private, state and local government employees, and some federal employees. Most Federal and certain congressional employees are also covered by the law and are subject to the jurisdiction of the U.S. Office of Personnel Management or the Congress. FMLA became effective on August 5, 1993, for most employers. If a collective bargaining agreement (CBA) was in effect on that date, FMLA became effective on the expiration date of the CBA or February 5, 1994, whichever was earlier. FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons. The employer may elect to use the calendar year, a fixed 12-month leave or fiscal year, or a 12-month period prior to or after the commencement of leave as the 12-month period. The law contains provisions on employer coverage; employee eligibility for the law's benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA leave; and, protection for employees who request or take FMLA leave. The law also requires employers to keep certain records. FMLA applies to all: •  public agencies, including state, local and federal employers, local education agencies (schools), and •  private-sector employers who employed 50 or more employees in 20 or more workweeks in the current or preceding calendar year and who are engaged in commerce or in any industry or activity affecting commerce — including joint employers and successors of covered employers.

Expiration Limits. This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated. For the Association: President Date For the Board of Education: Designee Date ▇▇▇▇▇▇▇ ▇▇▇▇▇ 08/30/88 ▇▇▇▇▇ ▇▇▇▇▇▇▇ 12/22/95 ▇▇▇▇ ▇▇▇▇▇▇▇ 09/16/96 ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ 01/06/97 ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ 02/03/97 ▇▇▇▇▇▇ ▇▇▇▇▇▇ 10/19/98 ▇▇▇ ▇▇▇▇ 01/20/00 ▇▇▇▇▇ ▇▇▇▇▇▇ 09/18/00 ▇▇▇▇▇▇ ▇▇▇▇▇ 09/18/03 (1) Jan Herb 09/18/03 (2) ▇▇▇ ▇▇▇▇▇▇▇▇▇ 11/01/04 ▇▇▇▇ ▇▇▇▇▇▇▇▇ 11/28/05 ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ 09/25/06 ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ 09/24/07 ▇▇▇▇▇ ▇▇▇▇▇▇▇ 03/27/08 ▇▇▇▇▇ ▇▇▇▇▇ 09/24/08 ▇▇▇▇▇ ▇▇▇▇▇ 12/02/08 ▇▇▇ ▇▇▇▇▇▇ 10/05/09 (1) ▇▇▇▇▇▇▇ ▇▇▇▇▇ 10/05/09 (2) ▇▇▇▇▇▇ ▇▇▇▇▇▇ 09/06/11 ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ 09/26/12 ▇▇▇ ▇▇▇▇▇▇▇ 11/25/13 (1) ▇▇▇▇▇ ▇▇▇▇▇ 11/25/13 (2) ▇▇▇▇▇▇ ▇▇▇▇▇▇ 10/06/14 ▇▇▇▇▇▇ ▇▇▇▇▇▇ 01/05/15 ▇▇▇ ▇▇▇▇▇▇▇▇ 04/14/15 Crystal Backing 08/21/15 (1) ▇▇▇▇ ▇▇▇▇▇▇ 08/23/16 ▇▇▇▇▇▇ ▇▇▇▇▇ 03/20/17 ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ 04/10/17 ▇▇08/21/15 (2) ▇▇▇▇ ▇▇▇▇▇▇▇▇ 08/02/18 ▇▇▇▇ ▇▇▇▇ 08/07/19 ▇▇▇▇ ▇▇▇▇▇▇▇ 11/15/21 ▇▇▇▇▇ ▇▇▇▇▇▇▇ 11/28/22 08/21/15 (3) Seniority date reflects date of hire as noted on the status change form on file in the payroll office. •  Extended serious illness/condition which may require a physician’s verification. •  Pooled sick days are for the specific intended incident. They will not be banked to be used in the future for that same person to use at a later time. •  Pooled sick days are drawn at random to be given to the affected employee. Those days not drawn are returned to the original donor. •  Original requests to use sick pool days must originate through the appropriate Association President or his/her designee. •  Pooled sick days are not intended to be used for short term, intermittent illness. NAME DATE Contract Paragraph Violated Violation: Proposed Remedy: Transportation Supervisor Date Response: NAME DATE Signature of Association Officers Verifying Merit: Assistant Superintendent's Response: Assistant Superintendent Date The U.S. Department of Labor's Employment Standards Administration, Wage and Hour Division, administers and enforces the Family and Medical Leave Act (FMLA) for all private, state and local government employees, and some federal employees. Most Federal and certain congressional employees are also covered by the law and are subject to the jurisdiction of the U.S. Office of Personnel Management or the Congress. FMLA became effective on August 5, 1993, for most employers. If a collective bargaining agreement (CBA) was in effect on that date, FMLA became effective on the expiration date of the CBA or February 5, 1994, whichever was earlier. FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons. The employer may elect to use the calendar year, a fixed 12-month leave or fiscal year, or a 12-month period prior to or after the commencement of leave as the 12-month period. The law contains provisions on employer coverage; employee eligibility for the law's benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA leave; and, protection for employees who request or take FMLA leave. The law also requires employers to keep certain records. FMLA applies to all: •  public agencies, including state, local and federal employers, local education agencies (schools), and •  private-sector employers who employed 50 or more employees in 20 or more workweeks in the current or preceding calendar year and who are engaged in commerce or in any industry or activity affecting commerce — including joint employers and successors of covered employers.

Expiration Limits. This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated. For the Association: President Date For the Board of Education: Designee Date Executed Signature page on file in Central Office. ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ 02/03/97 ▇▇▇ ▇▇▇▇ 01/20/00 ▇▇▇▇▇ ▇▇▇▇▇▇ 09/18/00 Jan Herb 09/18/03 ▇▇▇ ▇▇▇▇▇▇▇▇▇ 11/01/04 ▇▇▇▇ ▇▇▇▇▇▇▇▇ 11/28/05 ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ 09/25/06 ▇▇▇▇▇ ▇▇▇▇▇▇▇ 03/27/08 ▇▇▇▇▇ ▇▇▇▇▇ 12/02/08 ▇▇▇ ▇▇▇▇▇▇ 10/05/09 ▇▇▇▇▇▇ ▇▇▇▇▇▇ 09/06/11 ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ 09/26/12 ▇▇▇▇▇▇ ▇▇▇▇▇▇ 10/06/14 ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ 01/05/15 ▇▇▇ ▇▇▇▇▇▇▇▇ 04/14/15 Crystal Backing 08/21/15 ▇▇▇▇ ▇▇▇▇▇▇ 08/23/16 ▇▇▇▇▇▇ ▇▇▇▇▇ 03/20/17 ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ 04/10/17 ▇▇▇ ▇▇▇▇▇ 02/02/18 ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ 08/02/18 ▇▇▇▇ ▇▇▇▇ 08/07/19 ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ 11/15/21 08/12/19 ▇▇▇▇▇ ▇▇▇▇▇▇▇ 11/28/22 08/21/20 (1) ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ 08/21/20 (2) Seniority date reflects date of hire as noted on the status change form on file in the payroll office. • Extended serious illness/condition which may require a physician’s verification. • Pooled sick days are for the specific intended incident. They will not be banked to be used in the future for that same person to use at a later time. • Pooled sick days are drawn at random to be given to the affected employee. Those days not drawn are returned to the original donor. • Original requests to use sick pool days must originate through the appropriate Association President or his/her designee. • Pooled sick days are not intended to be used for short term, intermittent illness. NAME DATE Contract Paragraph Violated Violation: Proposed Remedy: Transportation Supervisor Date Response: NAME DATE Signature of Association Officers Verifying Merit: Assistant Superintendent's Response: Assistant Superintendent Date The U.S. Department of Labor's Employment Standards Administration, Wage and Hour Division, administers and enforces the Family and Medical Leave Act (FMLA) for all private, state and local government employees, and some federal employees. Most Federal and certain congressional employees are also covered by the law and are subject to the jurisdiction of the U.S. Office of Personnel Management or the Congress. FMLA became effective on August 5, 1993, for most employers. If a collective bargaining agreement (CBA) was in effect on that date, FMLA became effective on the expiration date of the CBA or February 5, 1994, whichever was earlier. FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons. The employer may elect to use the calendar year, a fixed 12-month leave or fiscal year, or a 12-month period prior to or after the commencement of leave as the 12-month period. The law contains provisions on employer coverage; employee eligibility for the law's benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA leave; and, protection for employees who request or take FMLA leave. The law also requires employers to keep certain records. FMLA applies to all: • public agencies, including state, local and federal employers, local education agencies (schools), and • private-sector employers who employed 50 or more employees in 20 or more workweeks in the current or preceding calendar year and who are engaged in commerce or in any industry or activity affecting commerce — including joint employers and successors of covered employers.