Extended Leave Without Pay. Leaves approved shall be compensated as approved and shall not be converted to LWOP without management approval.
Extended Leave Without Pay. A. General Provisions Extended leave without pay shall be available to full-time employees only. Notwithstanding the limitations on the maximum length for each type of extended leave of absence without pay (i.e., extended leave for illness/personal/professional, or parental), the following overall limitations shall apply to any single leave or combination of leaves, regardless of category:
Extended Leave Without Pay. J. The District, at its discretion, may grant extended leave without pay to any employee for whatever period of time the District considers appropriate.
Extended Leave Without Pay. Extended leave of absence without pay shall be granted only after the teacher has worked in the school system for at least three (3) consecutive years as a full time contract teacher. Exceptions would be granted in the following cases:
Extended Leave Without Pay. A leave of absence without pay for up to one (1) year shall be granted for the purpose of caring for a sick member of the employee’s immediate family. No increment shall be granted if the leave extends beyond five (5) months.
Extended Leave Without Pay. The Board of Directors may authorize a leave of absence without pay to any member when they deem it appropriate and in the best interests of the department; however, such leave shall not exceed six months from date of approval. If a leave of absence without pay is granted there shall be no accrual of sick leave or any other benefits during such period.
Extended Leave Without Pay. Extended leave may be granted to an employee for good cause on application to the District.
Extended Leave Without Pay. Teachers may be granted leaves not exceeding twelve calendar months, which will be subject to prior approval by the Board, and which will be taken without pay or credit toward salary increments and will terminate at the end of the approved period of time. If a teacher plans to apply for an Extended Leave without pay for such purposes as graduate study, child rearing, adoption of a child, Association leave, and political leave, 60 calendar days’ notice must be given unless waived by the Board. If requested by the teacher on leave and supported by medical evidence attesting to the teacher's illness, group health and/or insurance programs will be continued by the Board at the currently agreed upon basis.
Extended Leave Without Pay. Section 1. An extended leave without pay may be granted at the discretion of the Board of Education for a period of up to twelve (12) months. This leave may be used to extend a current leave. The duration of such leave shall be mutually agreed upon by both parties at the time such leave is granted and the return shall be set so that, insofar as possible, the continuity of the educational program shall not be disrupted. All benefits shall be suspended for the duration of leave and shall be reinstated upon resumption of employment. The Health Insurance program shall be made available to the teacher at his/her expense for duration of the leave at the existing rate.
Extended Leave Without Pay. The Superintendent may, at its discretion, grant unpaid leaves, not to exceed one year, for such reasons as maternity and family illness and for such other purposes as the Superintendent deems appropriate, the grant of which shall not be deemed to be a precedent with respect to subsequent requests for leave. The sole obligation of the District under this provision is that an employee granted such leave will be reinstated to his/her former position or an equivalent position with equivalent pay, benefits, status and authority upon expiration of the leave. The employee’s restoration rights are the same as they would have been had the employee not been on leave. Thus, the employee will be subject to any pay or benefit reductions or other adverse actions, including layoff, that he or she would have experienced if he or she had not taken leave under this policy. The employee must return to work upon expiration of the leave. If the employee does not return to work at the expiration of the leave, the employee is free to apply for open positions, but is not entitled to be reinstated.
