Common use of EXTENDED LEAVES OF ABSENCE Clause in Contracts

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of the proper leave of absence form to the Human Resources Division, any post-probationary employee may request, upon showing good and sufficient reasons, a leave of absence without pay for one (1) year or more. Such leaves are subject to the approval of the Area Superintendent or Assistant Superintendent, Human Resources upon notification of the principal/supervisor. Leaves of less than one (1) year may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. Applications for leaves of absence shall be submitted no later than April 1. In extenuating circumstances, applications submitted after April 1 may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. (2007) 22.1.2 Written notice must be filed with the Human Resources Division by March 1 of the year in which leave is effective, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit the right of the employee to return. The Area Superintendent or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave of absence must be made not later than March 1 of the year in which the leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001) 22.1.4 Employees granted a leave of absence will return to duty at the same status on the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return from a leave of absence of one (1) year or less, every effort shall be made to place the returning employee in the same building, grade or position. (2001) 22.1.5 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the leave, to a position for which he/she is qualified to teach. The employee shall have the opportunity to transfer, and if that does not occur, will be placed with overages. At the time of the approval of the leave, the District shall inform the employee whether his/her position will be filled with a standard contract or a one-year-only, at which time the employee may rescind his/her request for the extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from leave of absence, the remaining days to be worked will be calculated, and monthly pay for the remainder of the year will be established. (2003)

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of the proper leave of absence form to the Human Resources Division, any post-probationary employee may request, upon showing good and sufficient reasons, a leave of absence without pay for one (1) year or more. Such leaves are subject to the approval of the Area Superintendent or Assistant Superintendent, Human Resources upon notification of the principal/supervisor. Leaves of less than one (1) year may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. Applications for leaves of absence shall be submitted no later than April 1. In extenuating circumstancesExcept for military leave, applications submitted after April 1 may extended leave without salary will be approved by the Area Superintendent or Assistant Superintendent, Human Resources. (2007) 22.1.2 Written notice must be filed with the Human Resources Division by March 1 of the year in which leave is effective, stating whether or granted only for periods not the employee plans to return. Failure to give such notice will automatically forfeit the right of the employee to return. The Area Superintendent or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave of absence must be made not later than March 1 of the year in which the leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001) 22.1.4 Employees granted a leave of absence will return to duty at the same status on the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return from a leave of absence of one (1) year or less, every effort shall be made to place the returning employee in the same building, grade or position. (2001) 22.1.5 Should a leave of absence extend beyond exceeding one (1) year, and may be extended. Examples of reasons for extended leave are: a. Professional study, approved by the employee’s Superintendent, which would be of benefit to the school system as well as to the individual concerned. b. Election to major offices of the Association's state or national affiliates or their related departments (for example, election to the office of President of the Massachusetts Teachers Association, the National Education Association). c. Full-time exchange teaching or Peace Corps service, automatically renewable for a second year, provided the request for a second year's leave is accompanied by written evidence that the teacher is continuing the work for which the leave was first approved. d. Campaigning for or serving in a public office. The teacher will not return to employment until the beginning of the next school year, unless a comparable position becomes vacant beforehand. e. Paid Military Leave will be granted as provided for by Chapter 33, Section 59 of Massachusetts General Laws. f. Other reasons at the discretion of the Superintendent. 2. Upon return from such leave as is described in paragraph 1.a and 1c (above), a teacher will receive one year's experience credit on the salary schedule at the level he would have achieved if he had not been absent. A teacher will receive experience credit for each year of absence under paragraph 1.a and 1. 3. All benefits to which a teacher was entitled at the time his leave of absence commenced, including unused accumulated sick leave, will be restored to him upon his return, and he will be assigned to a position at the site may same academic level, if possible, to that which he held at the time said leave commenced. 4. All applications for extension or renewals of leaves will be filled with a standard contractin writing and the decision will be stated in writing. While every effort shall Applications will be made to place the returning employee Superintendent prior to March 1 indicating the intent to return to work or requesting an extension or renewal of leave for the next school year. If written notification has not been received by this date, he will be subject to termination. However, this agreement is subject to an extension of time by mutual consent. The Superintendent may rehire him without loss of benefits. 5. Notwithstanding anything to the contrary anywhere in the same building, grade or position, if this is not possibleAgreement, the employee shall be entitled, upon return from the leave, to Superintendent may deny a position for which he/she is qualified to teach. The employee shall have the opportunity to transfer, and if that does not occur, will be placed with overages. At the time of the approval of the leave, the District shall inform the employee whether his/her position will be filled with a standard contract or a one-year-only, at which time the employee may rescind his/her request for the extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An an unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of the teacher has worked less than one-half, will be treated as three contract years out of the preceding five. Working a contract payoff year means that no more than forty (40) days of that year are spent on unpaid leave status. However, there is no right to three consecutive contract years of leave. This provision shall be applied pro rata for the time worked prior to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from leave of absence, the remaining days to be worked will be calculated, and monthly pay for the remainder of the year will be established. (2003)teachers with less than five

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission 9.1 Administrative leaves of absence without pay may be granted to an administrator by the Superintendent, for a period not to exceed one (1) year, where the administrator has identified, to the satisfaction of the proper leave Superintendent, a personal or family situation which will require the release of absence form the administrator from his contractual responsibilities. 9.1-1 Prior to the Human Resources Divisionuse of leave without pay, any post-probationary employee an administrator must first exhaust all other applicable leave time available. 9.2 Administrators adopting a minor child may requestreceive sick leave with pay, up to twenty (20) work days, or an administrative leave without pay, which shall commence upon showing good and sufficient reasonsreceiving de facto custody of said child, a or earlier, if necessary to fulfill the requirements of adoption. 9.3 A leave of absence without pay for one (1) year or more. Such leaves are subject up to the approval of the Area Superintendent or Assistant Superintendent, Human Resources upon notification of the principal/supervisor. Leaves of less than one (1) year may be approved by granted for the Area Superintendent purpose of caring for a sick, injured or Assistant disabled member of the administrator's immediate family. This includes mother, father, sister, brother, children, spouse, and grandparents. Other individuals may be included with the approval of the Superintendent, Human Resources. Applications for leaves Additional leave may be granted at the discretion of the Superintendent. 9.4 Leaves of absence without pay, for study or other professional improvement, may be granted to administrators with the approval of the Superintendent for a period not to exceed one (1) year. To be eligible for such leave, the administrator must have completed two (2) years of satisfactory service with the District. 9.5 An administrator, upon return from leave granted pursuant to 9.1 through 9.4, will maintain his/her same position on the salary schedule unless the administrator had qualified for salary advancement at the time the leave expires. Administrators, while on one of the above mentioned leaves, may continue to participate in the Group Health Plan at the administrators' expense. Administrators, while on any of the above mentioned leaves, are not eligible to receive sick leave or retirement credit. Administrators shall not receive increment credit for leave granted pursuant to 9.1 to 9.4. 9.6 Benefits to which the administrators were entitled at the time their unpaid leave of absence commenced, including unused accumulated sick leave, shall be submitted no later than April 1restored to these administrators granted leave pursuant to this Article upon their return. In extenuating circumstances, applications submitted after April 1 may An administrator returning from a leave pursuant to 9.1 through 9.4 shall be approved by assigned to a comparable position which he held at the Area Superintendent time said leave commenced. Compensation for any position assigned to an administrator upon return from a Leave of Absence without pay will be as per the District Administrative Salary Schedule for the position assigned. Administrators returning from leave shall notify the District on or Assistant Superintendent, Human Resources. (2007) 22.1.2 Written notice must be filed with the Human Resources Division by March 1 before February 15th of the prior school year in which leave is effective, stating whether or not the employee plans of their intent to return. Failure to give such notice comply with the provisions of this Article will automatically forfeit terminate the right re-employment agreement. 9.7 If the conditions change under which an administrator is granted leave pursuant to 9.2 and 9.3 of this Article, the employee administrator may request return to returnactive status. The Area Superintendent or Assistant SuperintendentSaid request is to be submitted in writing to the director of personnel. If approved, Human Resources may, at his/her discretion, approve the leave for an additional period director of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave of absence must be made not later than March 1 of the year in which the leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001) 22.1.4 Employees granted a leave of absence personnel will return the administrator to duty at active status. Compensation for a position acquired by a returning administrator will be as per the same status on District Administrative Salary Schedule for the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also be credited with the unused sick leave accumulated at the time the leave position assigned. 9.8 All leaves and extensions or renewals of absence was granted. Upon return from a leave of absence of one (1) year or less, every effort leaves shall be made to place the returning employee applied for and granted or denied in the same building, grade or position. (2001) 22.1.5 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the leave, to a position for which he/she is qualified to teach. The employee shall have the opportunity to transfer, and if that does not occur, will be placed with overages. At the time of the approval of the leave, the District shall inform the employee whether his/her position will be filled with a standard contract or a one-year-only, at which time the employee may rescind his/her request for the extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from leave of absence, the remaining days to be worked will be calculated, and monthly pay for the remainder of the year will be established. (2003)writing.

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of 17.1 Xxxxxxx County Public Schools (CCPS) agrees that one (1) tenured teacher designated by the proper Association will upon request be granted a leave of absence form for up to eight (8) years without pay for the Human Resources Divisionpurpose of engaging in Association (local, any post-probationary employee state, or national) activities. 17.2 CCPS will grant a leave of absence without pay to one (1) tenured teacher to campaign for, or serve in a public office, or to campaign for another candidate for a public office(s) for one (1) full school year. 17.3 A teacher may request, upon showing good and sufficient reasons, be granted a leave of absence without pay for illness. 17.4 Other leaves of absence without pay may be granted to tenured teachers by the Superintendent or designee for good reason. 17.5 A leave of absence pursuant to this article is subject to approval each year by the Superintendent or designee. 17.6 To the extent permitted by law, teachers taking leaves of absence pursuant to this article shall be afforded the opportunity to continue payments toward retirement and/or insurance programs. The teacher must pay in advance, at least one (1) year or more. Such leaves are subject month, the full cost for any such benefits. 17.7 In the event the teacher requests to extend said leave beyond the approval of the Area Superintendent or Assistant Superintendent, Human Resources upon notification of the principal/supervisor. Leaves of less than one (1) year may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. Applications for leaves of absence shall be submitted no later than April 1. In extenuating circumstances, applications submitted after April 1 may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. (2007) 22.1.2 Written notice must be filed with the Human Resources Division by March 1 of the school year in which leave it is effectivegranted, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit teacher shall notify the right Superintendent of the employee to return. The Area Superintendent or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave of absence must be made not later than March 1 of the year in which the leave is effective. After that intent by March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001). 22.1.4 Employees granted a 17.8 A leave of absence will return not be approved or extended for any teacher whose teaching certificate or licensure has expired. 17.9 Prior to duty at the same status on the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return from requesting a leave of absence of one (1) year or less, every effort shall be made to place the returning employee in the same building, grade or position. (2001) 22.1.5 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the leave, to a position for which he/she is qualified to teach. The employee shall have the opportunity to transfer, and if that does not occur, will be placed with overages. At the time of the approval of the leave, the District shall inform the employee whether his/her position will be filled with a standard contract or a oneCCPS-year-only, at which time the employee may rescind his/her request for the approved extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from leave of absence, the remaining days teacher will have the option to request and be worked will be calculatedgranted the opportunity to meet with a representative from the Department of Human Resources to discuss potential salary, employment status, and monthly pay benefits impacts as a result of such leave. 17.10 Prior to assigning a teacher who has submitted timely notice expressing his/her interest in returning from a CCPS-approved extended leave of absence, the Department of Human Resources will process, in order, all administrative transfers, involuntary transfers, and voluntary non-promotional transfers based on certification. In the event that an assignment is not available for a teacher who desires to return from a CCPS-approved extended leave of absence, the remainder teacher will continue on an extended leave of the year absence until a vacancy for which s/he is certified. 17.11 Teachers will not be established. (2003)required to create substitute plans, grade, and/or keep records of student performance while on a CCPS- approved extended leave of absence.

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission A. Employees who have acquired permanent appointment in the District may be granted leave of absence, which shall be without loss of permanent appointment, upon the recommendation of the proper leave Superintendent of absence form to the Human Resources Division, any post-probationary employee may request, upon showing good Schools and sufficient reasons, a leave of absence without pay for one (1) year or more. Such leaves are subject to the approval of the Area Superintendent or Assistant SuperintendentBoard of Education. All requests for leaves B. Employees shall make application for leave of absence, in writing, on a form provided for that purpose, obtainable in the Human Resources upon notification office or building Principal’s office. The application shall be directed to the Chief Human Resources Officer, stating the specific reason for the leave. The application shall be filed at least thirty (30) days prior to the effective date of the principal/supervisorleave. Leaves Employees shall furnish any evidence in support of their request as may be required by the Chief Human Resources Officer. C. Special requests for leave of absence of less than one (1) year may be approved by granted at the Area Superintendent or Assistant discretion of the Superintendent. Employees on leave of absence shall notify the Chief Human Resources Officer, Human Resourcesin writing, prior to June 30, of their intention for the following school year. Applications for leaves Return to duty from extended leave of absence shall be submitted no later than April 1. In extenuating circumstances, applications submitted after April 1 may be approved governed by the Area Superintendent or Assistant Superintendentterms of the agreed upon length of the leave. Exceptions shall be permitted when, Human Resourcesin the discretion of the District, there are good and sufficient reasons to do so, subject to applicable regulations. D. Planned leaves of absence are contingent upon the availability of qualified regular substitutes. (2007) 22.1.2 Written notice must Regular substitutes shall be filed appointed and their names carried in the minutes of the Board of Education as “Regular Substitutes”, along with the Human Resources Division by March 1 of the year in which leave is effective, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit the right name of the employee for whom the person is substituting. E. The Board of Education reserves the prerogative of recalling to return. The Area Superintendent service any or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the all employees who have been granted leave of absence must when an emergency or employee shortage makes such action necessary. It is understood, however, that leaves granted for personal illness, maternity, approved educational commitments, Military, Red Cross, Peace Corps, or V.I.S.T.A. service shall not be made not later than March 1 of the year in which the leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001)affected by this provision. 22.1.4 Employees granted a leave of absence will return to duty at the same status on the salary schedule, unless the X. Xx employee has qualified for advancement, as shown at the date leave was granted. He/she shall also be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return returning from a leave of absence of one (1) year or less, every effort shall be made to place the returning employee in the same building, grade or position. (2001) 22.1.5 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made reassigned to place any vacancy within the returning employee in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the leave, to a position District for which he/she is qualified to teach. The qualified, such assignment being the same, or substantially the same, as the position previously held. G. For a period in which an employee shall have the opportunity to transfer, and if that does not occur, will be placed with overages. At the time of the approval of the leave, the District shall inform the employee whether his/her position will be filled with is on a standard contract or a onenon-year-only, at which time the employee may rescind his/her request for the extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from work related leave of absence, there shall be no advancement in step on the remaining salary schedule. H. All leaves of absence must terminate: 1. at least five (5) working days prior to any scheduled holiday or recess; or 2. on or subsequent to the first working day following such holiday or recess. I. Leave of absence may be worked will be calculated, and monthly pay granted for the remainder any of the year will be established. (2003)following reasons:

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of the proper leave of absence form to the Human Resources Division, any post-probationary employee may request, upon showing good and sufficient reasons, a A. A leave of absence without pay of up to two (2) years shall be granted to any tenure supervisor who joins the Peace Corps, VISTA, National Teacher Corps, or serves as an exchange teacher or overseas teacher, and is a full-time participant in either of such programs, or accepts a Xxxxxxxxxx Scholarship. B. Military leave without pay shall be granted to any supervisor who is inducted or enlists in any branch of the armed forces of the United States for one the period of said induction or initial enlistment. (1) year or more. Such leaves are subject A maternity/paternity leave of absence without pay will be granted to the approval of the Area Superintendent or Assistant Superintendent, Human Resources upon notification of the principal/any supervisor. Leaves In the case of less than one (1) year may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. Applications for leaves a tenure supervisor such leave of absence shall be submitted no later than April 1. In extenuating circumstances, applications submitted after April 1 may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. (2007) 22.1.2 Written notice must be filed with the Human Resources Division by March 1 of the year in which leave is effective, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit the right of the employee to return. The Area Superintendent or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional a period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave of absence must be made not later than March 1 of the year in which the leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001) 22.1.4 Employees granted a leave of absence will return to duty at the same status on the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return from a leave of absence of one (1) year or less, every effort shall be made to place not more than two (2) years. In the returning employee in the same building, grade or position. (2001) 22.1.5 Should case of a leave of absence extend beyond one (1) yearnon- tenure supervisor, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee in the same building, grade or position, if this Board is not possible, required to grant said leave beyond the employee shall be entitled, upon return from end of the leave, to a position for which he/she is qualified to teachcurrent contract year. The employee applicant shall make the pregnancy known to the office of the Superintendent by the third month. The leave shall begin at a time recommended by the person's physician or other mutually agreeable date. (2) A supervisor on maternity/paternity leave shall have the opportunity to transfersubstitute in the Phillipsburg School District in the area of her certification at the discretion of the Superintendent of Schools. (3) Any tenured supervisor adopting an infant child may be granted a leave up to a period of two (2) years without pay. Such leave shall commence upon her receiving defacto custody of said infant, and or earlier if that does not occurnecessary, to fulfill the requirements for the adoption. (4) Return from maternity/paternity leave, or leave for adoption purposes, will occur at the beginning of a school semester so that the return date will not exceed two (2) years maximum leave. D. Other requests for leaves of absence may be placed with overages. At granted by the time Board of Education upon the recommendation of the approval Superintendent of the leave, the District shall inform the employee whether his/her position will be filled with a standard contract or a one-year-only, at which time the employee may rescind his/her request for the extended leave. (2001)Schools. 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. E. Upon return from leave granted pursuant to Sections A and B of absencethis Article, a supervisor shall be considered as if he/she were actively employed by the remaining days Board during the leave and shall be placed on the salary schedule at the level he would have achieved if he had not been absent. A supervisor shall not receive increment credit for time spent on a leave granted pursuant to Sections C and D of this Article. F. All extensions or renewals of leaves shall be worked will applied for and if granted be calculated, and monthly pay in writing. Such extensions or renewals shall be acted upon by the Board of Education upon the recommendation of the Superintendent of Schools. G. A leave of absence as provided for under N.J.A.C. 13:14 may be granted for the remainder purpose of caring for a sick member of the year will supervisor's immediate family. Additional leave may be established. (2003)granted at the discretion of the Superintendent.

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of the proper leave of absence form to the Human Resources Division, any post-probationary employee may request, upon showing good and sufficient reasons, a leave of absence without pay for one (1) year or more. Such leaves are subject to the approval of the Area Superintendent or Assistant Superintendent, Human Resources upon notification of the principal/supervisor. Leaves of less than one (1) year may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. Applications for leaves of absence shall be submitted no later than April 115. In extenuating circumstances, applications submitted after April 1 15 may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. (20072001) 22.1.2 Written notice must be filed with the Human Resources Division by March 1 of the year in which leave is effective, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit the right of the employee to return. The Area Superintendent or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave of absence must be made not later than March 1 of the year in which the leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001) 22.1.4 22.1.3 Employees granted a leave of absence will return to duty at the same status on the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return from a leave of absence of one (1) year or less, every effort shall be made to place the returning employee in the same building, grade or position. (2001) 22.1.5 22.1.4 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the leave, to a position for which he/she is qualified to teach. The employee shall have the opportunity to transfer, and if that does not occur, will be placed with overages. At the time of the approval of the leave, the District shall inform the employee whether his/her position will be filled with a standard contract or a one-year-only, at which time the employee may rescind his/her request for the extended leave. (2001) 22.1.6 22.1.5 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from leave of absence, the remaining days to be worked will be calculated, and monthly pay for the remainder of the year will be established. (2003)

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of the proper leave 1. Extended leaves of absence form to the Human Resources Division, any post-probationary employee may request, upon showing good and sufficient reasons, a leave of absence without pay shall normally be for one (1) year semester or moreone (1) school year. 2. Such leaves are subject All requests for Extended Leaves of Absence will be applied for in writing to Human Resources. The Board shall respond to all requests in writing. 3. A Professional Employee requesting reassignment upon completion of an Extended Leave of Absence shall be assigned to his/her former position if available. If, in the approval opinion of the Area Superintendent or Assistant Superintendentthe former position is not available, Human Resources upon notification the Professional Employee shall be reassigned to an available position for which he/she is qualified, licensed, and based on his/her professional experience in the District. 4. The District's responsibility to Professional Employees with less than seven (7) years of experience in the principal/supervisorDistrict, returning from Extended Leave, is limited to placement in an available position for which the Professional Employee is qualified and licensed. 5. Leaves of less If more than one (1) year may be approved by Professional Employee with less than seven (7) years of experience requests reassignment from an Extended Leave and a lesser number of positions exist for which the Area Professional Employees qualify on the basis of licensure and qualification, the Superintendent shall consider the Professional Employees' license, qualifications, including preparation and experience in the District, and ability to best serve the needs of the building and district in filling the available position; not seniority. 6. Professional Employees with seven (7) or Assistant Superintendentmore years of experience, Human Resources. Applications for leaves of absence returning from an Extended Leave, shall be submitted no later than April 1. In extenuating circumstances, applications submitted after April 1 may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. (2007) 22.1.2 Written notice must be filed with the Human Resources Division by March 1 of the year placed in which leave is effective, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit the right of the employee to return. The Area Superintendent or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave of absence must be made not later than March 1 of the year in which the leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001) 22.1.4 Employees granted a leave of absence will return to duty at the same status on the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return from a leave of absence of one (1) year or less, every effort shall be made to place the returning employee in the same building, grade or position. (2001) 22.1.5 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the leave, to a position for which he/she is licensed and qualified to teachif the former position is not available. 7. A Professional Employee on Extended Leave shall, by March 1 of the school year in which the leave has been granted, inform the District in writing of a request for extension of leave, reassignment, or resignation for the subsequent school year. In the case of Extended Leave for personal health, this notification date will be not later than May 15th of the school year in which the leave has been taken. 8. While on Extended Leave the Professional Employee shall retain accumulated temporary leave. However, no additional temporary leave shall accrue during the Extended Leave period. 9. Reassignment after Extended Leave shall place the Professional Employee on the salary schedule on the step the Professional Employee would have occupied had the Extended Leave not occurred, except as specified above. The employee column placement shall have be commensurate with the opportunity Professional Employee's current educational level. 10. The Professional Employee, while on extended leave, may continue to transferparticipate in any fringe benefit made available to other Professional Employees by the Board of Education. Participation while on extended leave shall be at the Professional Employee's expense, and if that does not occur, will arrangements for paying for this benefit must be placed with overages. At made in writing by the time of the approval of Professional Employee prior to beginning the leave, . All premium payments must be paid on or before the District shall inform monthly due date established by the employee whether his/her position will be filled with a standard contract or a one-year-only, at which time District. 11. The Board recognizes the employee may rescind his/her request following reasons for the granting an extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior duty to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from leave of absence, the remaining days to be worked will be calculated, and monthly pay for the remainder of the year will be established. (2003)Professional Employee:

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of the proper 11:2.1 A leave of absence form without pay and without credit for experience toward salary computation, seniority, pension eligibility, or computation of up to one year may be granted for the Human Resources Divisionpurpose of caring for a critically ill member of the employee's immediate family. Additional leave, any postfor one additional year only, may be granted upon recommendation of the Superintendent and approval by the Board. 11:2.2 Any employee adopting an infant (up to one-probationary year old) may receive a leave on conditions similar to maternity. Such leave shall commence upon receiving de facto custody of said infant or earlier if necessary to fulfill the requirements for the adoption. 11:2.3 Any employee may requestelected or appointed to a permanent office in the American Federation of State, upon showing good County, and sufficient reasonsMunicipal Employees, AFL-CIO, shall be granted a leave of absence without pay for a period of one (1) year or moreyear. Such leaves are subject leave may be renewable for up to one additional year upon application of the individual and upon recommendation of the Superintendent and approval of the Area Superintendent Board. Such leave shall be granted to not more than three employees at any time and the leave holder shall continue to accumulate seniority. 11:2.4 The employee on extended leave, paid or Assistant Superintendentunpaid, shall notify the District Human Resources upon notification Office by certified mail, return receipt requested, not less than sixty (60) calendar days prior to the expiration of the principalleave of his/supervisorher intention to return or resign from his/her position in the District. Leaves Failure to provide notification prior to the deadline of less than intention to return from leave will serve to convert the leave to a resignation. 11:2.5 At the end of the extended leave the employee shall be assigned to the same or similar position to the one (1) year from which leave was granted in accordance with his/her seniority. 11:2.6 Additional leaves of absence for other reasons may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. Applications for considered on an individual basis. 11:2.7 Employees on unpaid leaves of absence shall be submitted no later than April 1. In extenuating circumstances, applications submitted after April 1 may be approved by able to continue to participate in Board-sponsored group benefit programs at their own expense provided the Area Superintendent or Assistant Superintendent, Human Resources. (2007)company providing such benefits agrees. 22.1.2 Written notice must be filed with the Human Resources Division by March 1 of the year in which leave is effective, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit the right of the employee to return. The Area Superintendent or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave 11:2.8 Unpaid leaves of absence must be made shall not later than March 1 of the year constitute a break in which the continuous service, but neither shall such leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001) 22.1.4 Employees granted a leave of absence will return to duty at the same status on the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also time be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return from a leave of absence of one (1) year or less, every effort shall be made to place the returning employee toward seniority in the same buildingDistrict or be a criterion for holiday, grade vacation, pay, or position. (2001) 22.1.5 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee other benefits as set forth in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the leave, to a position for which he/she is qualified to teach. The employee shall have the opportunity to transfer, and if that does not occur, will be placed with overages. At the time of the approval of the leave, the District shall inform the employee whether his/her position will be filled with a standard contract or a one-year-only, at which time the employee may rescind his/her request for the extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from leave of absence, the remaining days to be worked will be calculated, and monthly pay for the remainder of the year will be established. (2003)agreement.

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of the proper leave of absence form to the Human Resources Division, any post-probationary employee may request, upon showing good and sufficient reasons, a leave of absence without pay for one (1) year or more. Such leaves are subject to the approval of the Area Superintendent or Assistant Superintendent, Human Resources upon notification of the principal/supervisor. Leaves of less than one (1) year may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. Applications for leaves of absence shall be submitted no later than April 1. In extenuating circumstances, applications submitted after April 1 may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. (2007) 22.1.2 Written notice must be filed filled with the Human Resources Division by March 1 of the year in which leave is effective, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit the right of the employee to return. The Area Superintendent or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave of absence must be made not later than March 1 of the year in which the leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001) 22.1.4 Employees granted a leave of absence will return to duty at the same status on the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return from a leave of absence of one (1) year or less, every effort shall be made to place the returning employee in the same building, grade or position. (2001) 22.1.5 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the leave, to a position for which he/she is qualified to teach. The employee shall have the opportunity to transfer, and if that does not occur, will be placed with overages. At the time of the approval of the leave, the District shall inform the employee whether his/her position will be filled with a standard contract or a one-year-only, at which time the employee may rescind his/her request for the extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from leave of absence, the remaining days to be worked will be calculated, and monthly pay for the remainder of the year will be established. (2003)

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of the proper leave of absence form to the Talent Officethe Human Resources Division, any post-probationary employee may request, upon showing good and sufficient reasons, a leave of absence without pay for one (1) year or more. Such leaves are subject to the approval of the Associate Chief Area Superintendent or Assistant Deputy Superintendent, Human the Talent OfficeHuman Resources upon notification of the principal/supervisor. Leaves of less than one (1) year may be approved by the Associate Chief Area Superintendent or Assistant Deputy Superintendent, Human the Talent OfficeHuman Resources. Applications for leaves of absence shall be submitted no later than April 1. In extenuating circumstances, applications submitted after April 1 may be approved by the Associate Chief Area Superintendent or Assistant Deputy Superintendent, Human the Talent OfficeHuman Resources. (2007) 22.1.2 Written notice must be filed with the Talent Officethe Human Resources Division by March 1 of the year in which leave is effective, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit the right of the employee to return. The Associate Chief Area Superintendent or Assistant Deputy Superintendent, Human the Talent OfficeHuman Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave of absence must be made not later than March 1 of the year in which the leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Associate ChiefArea Superintendent or Assistant Deputy Superintendent, Human the Talent OfficeHuman Resources. (2001) 22.1.4 Employees granted a leave of absence will return to duty at the same status on the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return from a leave of absence of one (1) year or less, every effort shall be made to place the returning employee in the same building, grade or position. (2001) 22.1.5 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the leave, to a position for which he/she is qualified to teach. The employee shall have the opportunity to transfer, and if that does not occur, will be placed with overages. At the time of the approval of the leave, the School District shall inform the employee whether his/her position will be filled with a standard contract or a one-year-only, at which time the employee may rescind his/her request for the extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from leave of absence, the remaining days to be worked will be calculated, and monthly pay for the remainder of the year will be established. (2003)

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of the proper 11:2.1 A leave of absence form without pay and without credit for experience toward salary computation, seniority, pension eligibility, or computation of up to one year may be granted for the Human Resources Divisionpurpose of caring for a critically ill member of the employee's immediate family. Additional leave, any postfor one additional year only, may be granted upon recommendation of the Superintendent and approval by the Board. 11:2.2 Any employee adopting an infant (up to one-probationary year old) may receive a leave on conditions similar to maternity. Such leave shall commence upon receiving de facto custody of said infant or earlier if necessary to fulfill the requirements for the adoption. 11:2.3 Any employee may requestelected or appointed to a permanent office in the American Federation of State, upon showing good County, and sufficient reasonsMunicipal Employees, AFL- CIO, shall be granted a leave of absence without pay for a period of one (1) year or moreyear. Such leaves are subject leave may be renewable for up to one additional year upon application of the individual and upon recommendation of the Superintendent and approval of the Area Superintendent Board. Such leave shall be granted to not more than three employees at any time and the leave holder shall continue to accumulate seniority. 11:2.4 The employee on extended leave, paid or Assistant Superintendentunpaid, shall notify the District Human Resources upon notification Office by certified mail, return receipt requested, not less than sixty (60) calendar days prior to the expiration of the principal/supervisorleave of their intention to return or resign from their position in the District. Leaves Failure to provide notification prior to the deadline of less than intention to return from leave will serve to convert the leave to a resignation. 11:2.5 At the end of the extended leave the employee shall be assigned to the same or similar position to the one (1) year from which leave was granted in accordance with their seniority. 11:2.6 Additional leaves of absence for other reasons may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. Applications for considered on an individual basis. 11:2.7 Employees on unpaid leaves of absence shall be submitted no later than April 1. In extenuating circumstances, applications submitted after April 1 may be approved by able to continue to participate in Board-sponsored group benefit programs at their own expense provided the Area Superintendent or Assistant Superintendent, Human Resources. (2007)company providing such benefits agrees. 22.1.2 Written notice must be filed with the Human Resources Division by March 1 of the year in which leave is effective, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit the right of the employee to return. The Area Superintendent or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave 11:2.8 Unpaid leaves of absence must be made shall not later than March 1 of the year constitute a break in which the continuous service, but neither shall such leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001) 22.1.4 Employees granted a leave of absence will return to duty at the same status on the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also time be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return from a leave of absence of one (1) year or less, every effort shall be made to place the returning employee toward seniority in the same buildingDistrict or be a criterion for holiday, grade vacation, pay, or position. (2001) 22.1.5 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee other benefits as set forth in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the leave, to a position for which he/she is qualified to teach. The employee shall have the opportunity to transfer, and if that does not occur, will be placed with overages. At the time of the approval of the leave, the District shall inform the employee whether his/her position will be filled with a standard contract or a one-year-only, at which time the employee may rescind his/her request for the extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from leave of absence, the remaining days to be worked will be calculated, and monthly pay for the remainder of the year will be established. (2003)agreement.

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of the proper leave 1. Extended leaves of absence form to the Human Resources Division, any post-probationary employee may request, upon showing good and sufficient reasons, a leave of absence without pay shall normally be for one (1) year semester or moreone (1) school year. 2. Such leaves are subject All requests for Extended Leaves of Absence will be applied for in writing to Human Resources. The Board shall respond to all requests in writing. 3. A Related Service Professional requesting reassignment upon completion of an Extended Leave of Absence shall be assigned to his/her former position if available. If in the approval opinion of the Area Superintendent or Assistant Superintendentthe former position is not available, Human Resources upon notification the Related Service Professional shall be re-assigned to an available position for which he/she is qualified, licensed, and based on his/her professional experience in the District. 4. The District's responsibility to Related Service Professionals with less than seven (7) years of experience in the principal/supervisorDistrict, returning from Extended Leave, is limited to placement in an available position for which the Related Service Professional is qualified and licensed. 5. Leaves of less If more than one (1) year may be approved by Related Service Professional with less than seven (7) years of experience requests reassignment from an Extended Leave and a lesser number of positions exist for which the Area Related Service Professionals qualify on the basis of licensure and qualification, the Superintendent shall consider the Related Service Professional’s license, qualifications, including preparation and experience in the District, and ability to best serve the needs of the building and district in filling the available position; notseniority. 6. Related Service Professionals with seven (7) or Assistant Superintendentmore years of experience, Human Resources. Applications for leaves of absence returning from an Extended Leave, shall be submitted no later than April 1. In extenuating circumstances, applications submitted after April 1 may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. (2007) 22.1.2 Written notice must be filed with the Human Resources Division by March 1 of the year placed in which leave is effective, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit the right of the employee to return. The Area Superintendent or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave of absence must be made not later than March 1 of the year in which the leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001) 22.1.4 Employees granted a leave of absence will return to duty at the same status on the salary schedule, unless the employee has qualified for advancement, as shown at the date leave was granted. He/she shall also be credited with the unused sick leave accumulated at the time the leave of absence was granted. Upon return from a leave of absence of one (1) year or less, every effort shall be made to place the returning employee in the same building, grade or position. (2001) 22.1.5 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the leave, to a position for which he/she is licensed and qualified to teachif the former position is not available. 7. A Related Service Professional on Extended Leave shall, by March 1 of the school year in which the leave has been granted, inform the District in writing of a request for extension of leave, reassignment, or resignation for the subsequent school year. In the case of Extended Leave for personal health, this notification date will not be later than May 15th of the school year in which the leave has been taken. 8. While on Extended Leave the Related Service Professional shall retain accumulated temporary leave. However, no additional temporary leave shall accrue during the Extended Leave period. 9. Reassignment after Extended Leave shall place the Related Service Professional on the salary schedule on the step the Related Service Professional would have occupied had the Extended Leave not occurred, except as specified above. The employee column placement shall have be commensurate with the opportunity to transferRelated Service Professional’s current educational level. 10. The Related Service Professional, and if that does not occur, will be placed with overages. At the time of the approval of the while on extended leave, may continue to participate in any fringe 11. The Board recognizes the District shall inform the employee whether his/her position will be filled with a standard contract or a one-year-only, at which time the employee may rescind his/her request following reasons for the granting an extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior duty to the Related Service Professional: a. Personal Health 1) A Related Service Professional whose personal illness or physical incapacity extends beyond the accumulated sick leave of absence. The employee will may be in an unpaid status granted leave for the remainder of the period contract year, without pay or increment. If the Related Service Professional has completed more than half of the contract year, the increment shall accrue. 2) Requests for extended leave must be accompanied by a statement from a licensed physician that such leave is necessary. The physician's statement shall clearly state the physical or mental disability, the nature of absencethe disability or incapacity, and a projected date of return to duties. The cost of the physician's statement shall be borne by the Related Service Professional. 3) If deemed necessary by the Board of Education, a second physical examination by a Board-appointed physician may be required. The cost of a Board-appointed physician's examination shall be borne by the Board of Education. At the Board's discretion, a periodic statement from Related Service Professional’s or the Board's physician may be required as described above. In the event the medical examinations conflict, a third examination may be ordered at Board expense to be conducted by a mutually acceptable physician. 4) Upon return from an extended leave of absenceabsence for health reasons, the remaining days Related Service Professional will provide the District with a statement from the attending physician which summarizes the employee's physical condition and affirms the Related Service Professional’s ability to resume duties. At the Board's discretion, a form supplied by the District may be required. 5) If deemed necessary by the Board of Education, a second physical examination and assessment by a Board-appointed physician may be required before the Related Service Professional may return to duties. The cost of the physical examination and statement by the Board-appointed physician shall be at the Board's expense. In the event the medical examinations conflict, a third examination may be ordered at Board expense to be worked will conducted by a mutually acceptable physician. 6) A request for a single one-year extension of a personal health leave may be calculatedmade. The request for an extension must be made in writing prior to May 15, and monthly pay for the remainder next school year. A request for extension must be accompanied by a statement from a licensed physician that such leave is necessary. The physician's statement shall clearly state the physical or mental incapacity and the nature of the year will be established. (2003)disability or incapacity.

EXTENDED LEAVES OF ABSENCE. 22.1 LEAVES WITHOUT PAY 22.1.1 Upon submission of the proper A. A leave of absence form without pay, up to two (2) years, may be granted to any administrator who serves as an exchange teacher on an exchange program approved by the Administration and is a full time Administrator in such a program. Upon return from such leave, the administrator will be considered as if he were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he would have achieved if he had not been absent. B. Military leave will be granted to any Administrator who is drafted, called or recalled to active duty in any branch of the Armed Forces of the United States. Upon return from such leave, the administrator will be placed on the salary schedule at the level which he would have achieved had he remained actively employed in the system during the period of his absence up to a maximum of three (3) years. Professional Status, however, can only be achieved in the usual manner. C. Maternity/Parental/Adoptive Leave 1. Family and Medical leave shall be granted in accordance with applicable state and federal laws. 2. An Administrator requesting a maternity leave shall notify the Superintendent of the total length of the leave desired including disability sick leave and extended unpaid leave. An administrator may request only disability leave or a combination of disability and extended unpaid leave, but the total maternity leave shall not exceed one calendar year. The combinations of disability and unpaid leave may include unpaid leave before the disability period and/or after the disability period. In cases of extenuating circumstances, the Superintendent may grant additional leave. The Superintendent’s decision is final and not grievable. 3. An Administrator requesting maternity leave shall, except in cases of premature delivery, give three (3) months prior notice to the Human Resources Divisioncommencement of the leave of her anticipated date of departure and intention to return. 4. An Administrator may, during the disability period, apply her accumulated sick leave to the disability resulting from her pregnancy, childbirth and recovery from childbirth. Sick leave shall be allowed only for days that an Administrator would normally be working during their regular work year. The Administrator’s attending physician shall certify to the Superintendent the length of the Administrator’s disability period. An Administrator who desires to return to work at the end of her disability period may then return to work. 5. An Administrator not otherwise covered by the above subsections shall be entitled to parental or adoptive leave under the same terms and conditions as set forth above, except that the administrator shall not be eligible for sick leave, and provided that such leave shall commence immediately following the birth or arrival in the home of the child to be adopted or in the event the employee is required to take time prior to the adoption which is directly related to the adoption. Adoption leave, for the purpose of this article, shall mean leave to adopt a child who is under 18 years old, or a child who is mentally or physically handicapped or who is from a country other than the United States. Parental leave, for the purpose of this Article, shall mean leave granted following the birth of an employee’s child, or child to be adopted, provided such child is under 18 years old, or if the child is mentally or physically handicapped or from a country other than the United States. 6. In the event that the reason for leave under this Article is no longer operative, then such administrator, with the approval of the Superintendent, may return to work. 7. All benefits to which an administrator was entitled at the time his/her leave commenced, minus any post-probationary employee may requestsick leave used, will be restored upon showing good and sufficient reasons, a return. D. A leave of absence without pay for or increment of up to one (1) year or more. Such leaves are subject to will be granted for the approval purpose of caring for a sick member of the Area Superintendent or Assistant Superintendent, Human Resources upon notification administrator’s immediate family. Additional leave may be granted at the discretion of the principal/supervisor. Leaves Committee. E. After five (5) years continuous employment in the Tantasqua School System, an administrator may be granted a leave of less than absence, without pay, for up to one (1) year may for health reasons. Requests for such leave will be approved supported by appropriate medical evidence. F. Any administrator whose personal illness extends beyond the Area Superintendent or Assistant Superintendent, Human Resources. Applications for leaves of absence shall period compensated will be submitted no later than April 1. In extenuating circumstances, applications submitted after April 1 may be approved by the Area Superintendent or Assistant Superintendent, Human Resources. (2007) 22.1.2 Written notice must be filed with the Human Resources Division by March 1 of the year in which leave is effective, stating whether or not the employee plans to return. Failure to give such notice will automatically forfeit the right of the employee to return. The Area Superintendent or Assistant Superintendent, Human Resources may, at his/her discretion, approve the leave for an additional period of up to twelve (12) calendar months if unusual or extenuating circumstances are demonstrated. (2001) 22.1.3 The request to extend the leave of absence must be made not later than March 1 of the year in which the leave is effective. After March 1, in cases of extreme emergency, a leave may be extended with approval of the Area Superintendent or Assistant Superintendent, Human Resources. (2001) 22.1.4 Employees granted a leave of absence not to exceed the contract year, without pay, for recovery from such illness. G. A one year leave of absence may be granted for personal or professional reasons to any administrator who has completed ten (10) years of service. The number of leaves granted in any given year will return to duty be at the same status discretion of the Superintendent. An additional year's leave may be granted with approval of the Superintendent. Personnel with less than ten (10) years of service may be considered on a case by case basis. Administrators requesting such leave must do so in writing by May 1 of the salary schedule, unless the employee has qualified for advancement, as shown at the date leave preceding year. X. All benefits to which an administrator was granted. He/she shall also be credited with the unused sick leave accumulated entitled at the time the his leave of absence was granted. Upon return from a leave of absence of one (1) year or lesscommenced, every effort shall be made to place the returning employee in the same building, grade or position. (2001) 22.1.5 Should a leave of absence extend beyond one (1) year, the employee’s position at the site may be filled with a standard contract. While every effort shall be made to place the returning employee in the same building, grade or position, if this is not possible, the employee shall be entitled, upon return from the including unused accumulated sick leave, to a position for which he/she is qualified to teach. The employee shall have the opportunity to transfer, and if that does not occur, will be placed restored to him upon his return in accordance with overages. At the terms of his contract in effect at time of reemployment and he will be assigned to the same position which he held at the time said leave commenced, if available, or if not, to an equivalent position. I. All requests for extensions or renewals of leaves will be applied for and answered in writing. J. Administrators on extended leaves of absence will be allowed to continue being covered under any health or medical insurance applicable to employees provided that said administrator pay the approval of the leave, full cost thereof and according to procedures established by the District shall inform Treasurer. X. Xx administrator on leave will notify the employee whether Superintendent by May 1 in the year of leave of his/her position will be filled with a standard contract or a one-year-only, at which time the employee may rescind his/her request for the extended leave. (2001) 22.1.6 Any leave without pay which would result in a gross monthly pay of no less than one-half its usual amount will be deducted from pay in the next pay period. An unpaid leave of absence which, if deducted in one pay period, would result in a gross monthly pay of less than one-half, will be treated as a contract payoff for the time worked prior intended return to the leave of absence. The employee will be in an unpaid status for the remainder of the period of leave of absence. Upon return from leave of absence, the remaining days to be worked will be calculated, and monthly pay for the remainder of the year will be established. (2003)district.