Extended Unpaid Parental Leave Sample Clauses

Extended Unpaid Parental Leave. Bargaining unit members may be granted a leave of absence for the birth or adoption of a child without pay for up to one school year in accordance with the following provisions: 1. A request is made in writing to the superintendent 60 days prior to the leave start date. 2. An acceptable replacement (if needed) is available for the bargaining unit member who is taking leave. 3. If granted, such leave shall be without pay and without experiential credit on the salary schedule. The bargaining unit member may remain a member of any and all group insurance plans at the individual’s expense after the effective date of the unpaid leave in accordance with federal and state regulations. 4. All unpaid leave will be granted in semester increments. The duration of leave shall be as follows: a) If the leave is effective during the first semester, it shall be for the balance of that semester or the balance of the year. b) If the leave is effective during the second semester, it shall be for the balance of the school year, or the balance of the school year plus the next semester. Bargaining unit members, who request the next semester option, must do so in writing by March 1. c) If the leave is effective during the summer recess, it shall be for the following semester or the following school year. d) If a leave begins on or after December 1 in the first semester or on or after May 1 in the second semester, the leave shall be for the balance of that semester and may be for the next two semesters. The bargaining unit member must give notice at the time of initial leave whether the member is going to take one or two additional semesters. 5. Any bargaining unit member on unpaid parental leave must notify the superintendent in writing of their intent to return to active employment 90 days prior to the leave end date. The end of the leave date shall coincide with the last student day within the semester of the requested leave. Failure of the bargaining unit member to provide such written notice shall be considered as the bargaining unit member’s resignation from employment, and ORC 3319.16 will not apply. The Board’s approval of this Agreement constitutes its acceptance of the bargaining unit member’s resignation, so no further action or written notice of acceptance is necessary from the Board. 6. If a bargaining unit member returns from parental leave, they will resume the contract status held prior to the leave. Bargaining unit members returning from unpaid parental leave sha...
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Extended Unpaid Parental Leave. Bargaining unit members may be granted a leave of absence for the birth or adoption of a child without pay for up to one school year in accordance with the following provisions: 1. A request is made in writing to the superintendent 60 days prior to the leave start date. 2. An acceptable replacement (if needed) is available for the bargaining unit member who is taking leave. 3. If granted, such leave shall be without pay and without experiential credit on the salary schedule. The bargaining unit member may remain a member of any and all group insurance plans at the individual’s expense after the effective date of the unpaid leave in accordance with federal and state regulations.
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Extended Unpaid Parental Leave. Tenured staff members or non‐tenured staff members who have completed at least two (2) consecutive years of full‐time teaching in the District may apply for up to one (1) year unpaid leave of absence for child care. An educator desiring extended unpaid parental leave must notify the Superintendent or designee at least thirty (30) calendar days prior to the anticipated birth of the child or date of adoption of the child. Once notification is made in writing, it will remain in effect until the adoption or birth takes place. Such leave will commence upon 1) the date agreed upon by the Superintendent or designee and the educator, 2) the actual date of delivery or 3) the date on which the educator is required to leave or close employment because the educator is unable to perform their duties, whichever occurs first. When an employee is placed on leave, no salary will be paid and all benefits will cease without loss of accumulated sick leave. COBRA benefits are available at this time. An educator on leave who plans to return to work at the beginning of the next school year must give written notice by February 1 of the current school year. Upon reinstatement, the educator will be paid according to the salary schedule in effect. No experience credit on the salary schedule will be given for the period the educator was on leave. When a staff member returns from such leave, the staff member’s preference in building and grade subject area assignment shall be fully considered. This extended unpaid parental leave up to one (1) year without pay or other benefits is subject to the following conditions: Tenured Educators i. Any current actively employed tenured educator is entitled to parental leave for the remainder of the school year in which the leave commences as a result of the birth or adoption of a child. ii. The leave can be extended for one (1) additional school year upon the educator’s request. iii. An educator may return from parental leave at the beginning of a regular school year unless otherwise specifically agreed to by the Superintendent or designee. As a condition of extended unpaid parental leave, the educator will sign a document (see Appendix G) stating that it is their responsibility to notify the Superintendent or designee no later than February 1 or as of the commencement of the leave, whichever is later, of the intention either to return to work for the next school term or to extend the leave. The Administration will notify the educator by December ...
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Extended Unpaid Parental Leave. A teacher with professional status shall be allowed an unpaid parental leave of up to one (1) year following the September 1 after the birth or placement through adoption of a child. All parental leave requests must be made in writing to the Superintendent-Director at least sixty (60) days in advance, or as soon as practicable if such notice is not possible. A teacher on a full year leave of absence shall inform the Superintendent-Director of the teacher's decision either to return to work or to resign by April 1 of the calendar year in which the leave is to end. Where such leave exceeds the statutory leave periods, the District shall have the right to conform the length of the leave to natural breaks in the school year for the benefit of students.
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Extended Unpaid Parental Leave. (a) Subject to all other leave entitlements being exhausted, an Employee will be entitled to apply for leave without pay following parental leave (''extended unpaid parental leave”) to extend their leave by up to one (1) year. The Employer is to agree to a request for extended unpaid parental leave unless: (i) having considered the Employee's circumstances, the Employer is not satisfied that the request is genuinely based on the Employee's parental responsibilities; or (ii) there are grounds to refuse the request relating to its adverse effect on the Employer's business and those grounds would satisfy a reasonable person. These grounds might include, but are not limited to, cost, lack of adequate replacement staff, loss of efficiency or impact on the delivery of services by the Employer. (b) The Employer is to give the Employee written notice of Employer's decision on a request for extended unpaid parental leave under clause
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Extended Unpaid Parental Leave. An extended Parental Leave without pay, up to a maximum of one (1) year, shall be given to a Member who requests it.
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Extended Unpaid Parental Leave. In addition to above, unpaid leave without benefits may be granted to an employee for the birth, care, placement for adoption or xxxxxx care of a new child. The employee shall request such leave as soon as practicable. Generally, the request should be made no less than 30 days prior to the date on which the leave is to begin. Such request shall be in writing and shall include a statement as to the dates the employee wishes to begin and end the leave without pay.
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Related to Extended Unpaid Parental Leave

  • Unpaid Parental Leave (a) An employee is entitled to a period of up to 52 weeks unpaid parental leave in respect of the: (i) birth of a child to the employee or employee’s partner; or (ii) adoption of a child who is not the natural child or step child of the employee or employee’s partner; is under the age of five (5); and has not lived continuously with the employee for six (6) months or longer.

  • Paid Parental Leave In addition, if the Employee is entitled to paid parental leave under the Paid Parental Leave Act 2010 (Cth) (PPL Act) as the primary carer of the child:

  • Extended Parental Leave An Extended Parental Leave (including adoption leave) is granted to a teacher and is for a period not to exceed two (2) years. The duration of the leave shall be subject to consultation between the Board and the teacher and the return date shall normally coincide with the beginning of a term.

  • Parental Leave (a) A nurse who becomes a parent of a child is eligible to take a parental leave in accordance with the provisions of the Employment Standards Act, except where amended in this provision. (b) A nurse who has taken a pregnancy leave under Article 11.07 is eligible to be granted a parental leave of up to thirty-five (35) weeks' duration, in accordance with the Employment Standards Act. A nurse who is eligible for a parental leave who is the natural father or is an adoptive parent may extend the parental leave for a period of up to twelve (12) months’ duration, consideration being given to any requirements of adoption authorities. In cases of adoption, the nurse shall advise the hospital as far in advance as possible with respect to a prospective adoption and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the nurse finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. (c) The nurse shall be reinstated to her or his former position, unless that position has been discontinued, in which case the nurse shall be given a comparable job. (d) Nurses newly hired to replace nurses who are on approved parental leave may be released and such release shall not be the subject of a grievance or arbitration. If retained by the Hospital, in a permanent position, the nurse shall be credited with seniority from date of hire subject to successfully completing her or his probationary period. The nurse shall be credited with xxxxx worked (hours worked for nurses whose regular hours of work are other than the standard work day) towards the probationary period provided in Article 10.01 (a) to a maximum of 30 tours (225 hours for nurses whose regular hours of work are other than the standard work day). The Hospital will outline to nurses hired to fill such temporary vacancies, the circumstances giving rise to the vacancy and the special conditions relating to such employment. (e) On confirmation by the Employment Insurance Commission of the appropriateness of the Hospital's Supplemental Unemployment Benefit (SUB) Plan, a nurse who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 20 of the Employment Insurance Act shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between eighty-four (84%) percent of the nurse's regular weekly earnings and the sum of her or his weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she or he is in receipt of Employment Insurance parental benefits and shall continue while the nurse is in receipt of such benefits for a maximum period of ten (10) weeks. The nurse's regular weekly earnings shall be determined by multiplying her or his regular hourly rate on her or his last day worked prior to the commencement of the leave times her or his normal weekly hours. The normal weekly hours for a part-time employee shall be calculated by using the same time period used for calculation of the Employment Insurance benefit (currently 26 weeks). The employee does not have any vested right except to receive payments for the covered employment period. The plan provides that payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan.

  • Maternity/Parental Leave The term of the temporary posting shall be for the term of the illness or maternity/parental leave but shall not exceed eighteen (18) continuous months.

  • Pregnancy/Parental Leave Pregnancy/Parental Leave will be granted in accordance with the provisions of the Employment Standards Act as amended from time to time. (a) The service requirement for eligibility for pregnancy/parental leave shall be thirteen (13) weeks. (b) The Nurse shall give written notification which shall include the expected date of return and a certificate from a legally qualified medical practitioner at least two (2) weeks in advance of the date of commencement of such leave. This notice will be waived in the event of pregnancy complications, premature birth or the sudden coming into care of an adopted child. (c) The Nurse has the right to return to their former position, if it still exists, or to a comparable position, if it does not. (d) The Nurse shall be granted seventeen (17) weeks pregnancy leave and up to sixty-one (61) weeks of parental leave. Natural mothers, if they take parental leave, must take it at the end of the pregnancy leave, or such time as the child comes into their care, but not more than fifty-two (52) weeks after the child is born or comes into care. I.) waiting period. (e) A Nurse shall be permitted to commence their pregnancy leave at any time up to seventeen (17) weeks before the expected date of delivery. (f) During pregnancy/parental leave a Nurse shall continue to accumulate seniority rights for all purposes and the Employer must continue to make Employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the Employer, in writing, that they do not wish to continue to make the employee contributions to such plans. (g) Parents shall be defined to include adoptive parents and a person in a relationship of some permanence with the natural or adoptive mother or father of the child and who intends to treat the child as own. (h) A Nurse shall have the right to a personal leave of absence without pay to commence immediately following a parental/pregnancy/ adoption leave of absence, provided the sum of all such leaves of absence do not exceed twelve continuous months per pregnancy/ adoption.

  • Extended Sick Leave When sick leave extends for more than 25 consecutive working days, the appointing authority shall initiate the following procedure:

  • Maternity Adoption and Parental Leave For the purposes of granting Maternity, Adoption and Parental Leave, the provisions of the Canada Labour Code and of its Regulations shall apply.

  • Maternity and Parental Leave Employees are eligible for unpaid leave of absence from employment subject to the conditions in this article. Every employee who intends to take a leave of absence under this article will give at least four weeks' notice in writing to the Employer unless there is a valid reason why such notice cannot be given and will inform the Employer in writing of the length of leave intended to be taken. Each employee who wishes to change the effective date of approved leave will give four weeks' notice of such change unless there is a valid reason why such notice cannot be given.

  • Parental Leave Allowance ‌ (a) An employee who qualifies for parental leave pursuant to Article 35.03, shall be paid a parental leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer proof of application and eligibility to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for parental leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan and subject to leave apportionment pursuant to Article 35.03(b), the parental leave allowance will consist of a maximum of ten (10) weekly payments, equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee, and seventy-five (75) percent of the employee’s basic pay.

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