Family Hardship Leave. The Board may grant a bargaining unit member a leave of absence without pay for a specified period of time with a two (2) school year maximum. In no instance shall this leave be granted unless the Board determines that a suitable replacement can be hired. A bargaining unit member shall not be eligible for sick leave pay during the period of a family hardship leave, nor will a member be eligible for hardship leave if the bargaining unit member has applied for or used sick leave, medical leave, and/or personal illness leave in reference to the reason that hardship leave is being requested. All benefits available to a bargaining unit member shall be suspended during a family hardship leave unless otherwise allowed according to provisions set forth in the Family and Medical Leave Act of 1993. The bargaining unit member may maintain membership in the group health insurance program during the leave by remitting in advance payments of all premiums due. These payments shall be made to the District. A bargaining unit member will retain tenure status during a family hardship leave of absence. A non- tenure bargaining unit member who is granted a family hardship leave will be considered as having continuous employment interrupted and, therefore, shall continue in a probationary status until the requirements outlined in the Contractual Continued Service section of the Illinois School Code are met. A bargaining unit member granted a family hardship leave of absence shall be required to notify the secretary of the Board in writing stating whether or not said bargaining unit member requests to return to their position. For bargaining unit members on a leave during the second semester, the request to return must be received by the secretary of the Board on or before February 1. Failure of the bargaining unit member to make proper notification by February 1 will terminate that person’s further employment in the District. At the expiration of the leave period the bargaining unit member shall be placed in an available position for which the bargaining unit member is qualified to fill, except in case of reduction in force of staff that could affect reemployment of staff on leave. Should the Board determine not to place the bargaining unit member in the same or similar position held prior to the leave of absence, the Administration shall notify the Association President and discuss the considerations for not placing the bargaining unit member in the same or similar position. A...
Family Hardship Leave. Employees shall, upon request, be granted a leave of absence for the purpose of caring for a sick member of their family. A written statement of need from a physician shall accompany the request.
Family Hardship Leave. Upon the recommendation of the College president, the Board may permit an employee to take leave without pay not to exceed twelve (12) consecutive months for the alleviation of hardship involving the employee or their immediate family.
Family Hardship Leave. Upon the first day of such leave, accruals for retirement, vacation, and sick leave will cease. College-paid fringe benefits will continue for two (2) months at which time fringe benefits may continue on a self-pay basis for a maximum of one (1) year, as allowed by the College’s insurance providers.
Family Hardship Leave. An unpaid leave that can be used by an employee for family care. The leave requires Board approval prior to use, and CANNOT be used for the same reason given for the use sick leave, medical leave, and/or personal leave. All benefits will be suspended during the leave unless otherwise required to be maintained under the Family and Medical Leave Act. An employee can continue health insurance at his or her personal cost during the leave. Total leave allowance is two years.
Family Hardship Leave. A leave of absence without pay shall be granted to any Employee for a period of one (1) year to attend to serious family difficulty. Such leave shall not be denied arbitrarily. The Employee must inform the Superintendent or designee of such leave by February 1 of the school term preceding the leave, except in an emergency (which shall be explained) such advance notice may be waived by the Superintendent or designee at his/her discretion. Such waiver shall be non- precedential. Salary placement shall be equivalent to that which the Employee was entitled at the time the leave began. This section shall not be applicable to any individual Employee more than once during his/her employment as an Employee in the District or immediately preceding or following a leave under the Family and Medical Leave Act.
Family Hardship Leave. A leave of absence without pay shall be granted to any Employee for a period of one
Family Hardship Leave. A leave of absence without pay shall be granted to any tenured teacher for a period of up to one (1) school term to attend to serious family difficulty. Such leave shall not be denied arbitrarily. The teacher must inform the Superintendent or designee of such leave by February 1 of the school term preceding the leave, except in an emergency (which shall be explained by the teacher to the superintendent) such advance notice may be waived by the Superintendent or designee in his/her discretion. Such waiver shall be non-precedential. The tenure status of a teacher shall not be affected because of absence while on leave provided herein. Salary placement shall be equivalent to that which the teacher was entitled at the time the leave began. This section shall not be applicable to any individual teacher more than once during his/her employment as a teacher in the District.
Family Hardship Leave. The Board may grant a bargaining unit member a leave of absence without pay for a specified period of time of up to two (2) years. A bargaining unit member shall not be eligible for sick leave pay during the period of a family hardship leave, nor will a bargaining unit member be eligible for hardship leave if the bargaining unit member has applied for or used sick leave, medical leave, and/or personal illness leave in reference to the reason that hardship leave is being requested. At the expiration of the leave period the Board will make every effort to offer the bargaining unit member the same or similar position as that which was held prior to the leave of absence. An educational office personnel bargaining unit member must work at least one half (1/2) of their regular contract year to receive experience credit for that year on the salary schedule. A paraprofessional must work at least ninety (90) school days or one semester, whichever is less, to receive experience credit for that year on the salary schedule. A bargaining unit member on leave for a full school year shall not advance on the salary schedule while on leave; however, upon return the bargaining unit member shall advance appropriately on the salary schedule.
