Common use of Extended Unpaid Parental Leave Clause in Contracts

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 shall, when possible and in consideration of the best interest of the district as determined by the superintendent, be returned to the same or similar assignment held prior to such leave. If said assignment no longer exists, the bargaining unit member shall be assigned to a position with their area of licensure. Nothing herein shall prevent the bargaining unit member who is on such leave to seek transfer or to be transferred in accordance with the transfer policy.

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 he/she will resume the contract status held prior to the leave. Bargaining unit members returning from unpaid parental leave shall, when possible and in consideration of the best interest of the district as determined by the superintendent, be returned to the same or similar assignment held prior to such leave. If said assignment no longer exists, the bargaining unit member shall be assigned to a position with their his/her area of licensure. Nothing herein shall prevent the bargaining unit member who is on such leave to seek transfer or to be transferred in accordance with the transfer policy. 7. In the event of a RIF, bargaining unit members on unpaid parental leave are subject to the same RIF procedures as active employees. (see Article IV)

Extended Unpaid Parental Leave. Bargaining unit members Teachers may be granted a leave of absence for the birth or adoption of a child child, within the first year of life or placement 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 Superintendent sixty (60) days prior to the leave start date. 2. An acceptable replacement (if needed) is available for the bargaining unit member teacher who is taking leave. If the Board hires a new teacher (“replacement teacher”) to replace the teacher taking unpaid leave under this Section (“teacher”), the replacement teacher’s acceptance of his/her contract constitutes his/her resignation from employment at the end of the teacher’s unpaid leave, and the Board’s approval of this Agreement constitutes its acceptance of the replacement teacher’s resignation, so no further action or written notice of acceptance is necessary from the Board. 3. If granted, such leave shall be without pay and without experiential credit on the salary schedule. The bargaining unit member teacher 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) 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) 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 membersTeachers, who request the next semester option, must do so in writing by March 1. c) 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. d. The end of the leave date shall coincide with the last student contract 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. 5. The Board’s approval of this Agreement constitutes its acceptance of initial request for unpaid leave will include the bargaining unit member’s resignationintended return date. If the employee chooses to not return on the intended return date, so no further action or written she/he must provide notice of acceptance is necessary from to the BoardSuperintendent within 30 days. 6. If a bargaining unit member teacher returns from parental leave, they he/she will resume the contract status held prior to the leave. Bargaining unit members returning from unpaid parental leave shall, when possible and in consideration of the best interest of the district as determined by the superintendent, be returned restored to the same position or similar to an equivalent position. Upon return from leave, the teacher is not guaranteed the actual job assignment held prior to such the leave. 7. If said assignment no longer existsIn the event of a RIF, teachers on unpaid parental leave are subject to the bargaining unit member shall be assigned to a position with their area of licensure. Nothing herein shall prevent the bargaining unit member who is on such leave to seek transfer or to be transferred in accordance with the transfer policysame RIF procedures as active employees.