FRDB Short-term Leave Sample Clauses

FRDB Short-term Leave. The FRDB fund for short-term leave shall be increased each year by the COLA specified in Article 21A, starting with the 2012-13 amount of $80,039, and subsequently establishing a new base amount each year. A short-term leave shall include coursework, workshops, seminars, conferences, etc., that enhance and are applicable to the faculty member's position. a. Coursework and Continuing Education Units Each faculty member may apply for FRDB funds to cover expenditures for their continuing coursework (limit of eight [8] credits per fiscal year). The FRDB will annually establish a maximum amount for reimbursement on a per-credit, continuing education unit, or the actual rate, whichever is less. b. Workshops, Seminars, Conferences, and Other Short-term Projects Requests for short-term project funding will be evaluated by the FRDB committee. (1) Faculty members will provide a completed FRDB packet to include letter of request, MHCC travel authorization form, class coverage form (if applicable), and FRDB application form (2) Advance payment will require advance notice to the FRDB committee of at least one (1) month (3) Upon completion, applicants will submit a written report as outlined in the section in the FRDB packet titled Responsibilities Upon Return for Report and Training (4) Attendance at conferences will be supported only if
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FRDB Short-term Leave. The FRDB fund for short-term leave shall be increased each year by the COLA specified in Article 21A, starting with the 2012-13 amount of $80,039, and subsequently establishing a new base amount each year. A short-term leave shall include coursework, workshops, seminars, conferences, etc., that enhance and are applicable to the faculty member's position. a. Coursework and Continuing Education Units Each faculty member may apply for FRDB funds to cover expenditures for their continuing coursework (limit of eight [8] credits per fiscal year). The FRDB will annually establish a maximum amount for reimbursement on a per-credit, continuing education unit, or the actual rate, whichever is less. b. Workshops, Seminars, Conferences, and Other Short-term Projects Requests for short-term project funding will be evaluated by the FRDB committee. (1) Faculty members will provide a completed FRDB packet to include letter of request, MHCC travel authorization form, class coverage form (if applicable), and FRDB application form (2) Advance payment will require advance notice to the FRDB committee of at least one (1) month (3) Upon completion, applicants will submit a written report as outlined in the section in the FRDB packet titled Responsibilities Upon Return for Report and Training (4) Attendance at conferences will be supported only if (a) division allocations for conferences are expended or inadequate, and (b) content or professional experience is sufficient to warrant expenditures. In any case, the faculty member's division should provide as much financial support as possible. (5) Current per diem will not be funded unless an overnight stay or out-of-metropolitan-area travel is necessitated by the project. College travel regulations, available from the Business Office, will apply. (6) While costs of participating (e.g., tuition, fees and other required conference materials) will be funded, costs for educational materials that become the personal property of the applicant will not be reimbursed.
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Related to FRDB Short-term Leave

  • Short Term Leave Members who are LTD trustees and Union stewards or designates may apply in writing to the Employer for short term leaves of absence for; attendance at union conventions, union courses, and union committees. The employee will give reasonable notice, which will be at least seven (7) days. The Employer will make every reasonable effort to accommodate such leave, and shall grant it subject to the ability to maintain the operational needs of the department. With the exception of members of the Union's executive, the employer is not required to grant more than twenty (20) days LOA per calendar year under this provision.

  • Short Term Leaves Short Term Leaves are designed to allow Teachers who have to apply for short term personal leaves of absence not otherwise covered by this Collective Agreement.

  • Short Term Paid Leaves The parties agree that the issue of Short Term Paid Leaves had been addressed at the Central Table and the provisions shall remain status quo to provisions in current local collective agreements. For clarity, any leave of absence in the 2008-12 Collective Agreement, that utilizes deduction from sick leave, for reasons other than personal illness shall be granted without loss of salary or deduction from sick leave, to a maximum of five (5) days per school year. Local collective agreements that have more than (5) days shall be limited to five (5) days. These days shall not be used for the purpose of sick leave nor shall they be accumulated from year-to-year. Such provisions shall not be subject to local bargaining or mid-term amendments between local parties. Notwithstanding this stipulation, local collective agreement terms will need to align with the terms above.

  • Long Term Leave Any employee who declines a reappointment as a Teaching Assistant in order to interrupt his/her program of graduate study for a period not to exceed one (1) year will not jeopardize his/her consideration for reappointment under Article l3.03.

  • Short Term Disability The Employer agrees to provide Short Term Disability benefits to all active full-time employees from the first (1st) day of an accident or the first (1st) full-time day of hospitalized or the fourth (4th) day of sickness. The Plan will pay sixty-six and two thirds percent (66 2/3%) of basic earnings for the first two (2) weeks, then Unemployment Insurance will pay fifteen (15) weeks, then the Plan will resume payments for thirty-five (35 weeks).

  • Short Term Disability Plan The administration of the Short Term Disability Plan and the payment of benefits under this Plan shall be handled by the Company.

  • Short-Term Leave and Disability Plan Top up i. Teachers accessing STLDP will have access to any unused Sick Leave Days from their last year worked for the purpose of topping up salary to one hundred percent (100%) under the STLDP. ii. This top-up is calculated as follows: Eleven (11) days less the number of sick leave days used in the most recent year worked. iii. Each top-up from ninety percent (90%) to one hundred percent (100%) requires the corresponding fraction of a day available for top- up. iv. In addition to the top-up bank, top-up for compassionate reasons may be considered at the discretion of the board on a case by case basis. The top-up will not exceed two (2) days and is dependent on having two (2) unused Short Term Paid Leave Days in the current year. These days can be used to top-up salary under the STLDP. v. When Teachers use any part of an STLDP day they may access their top up bank to top up their salary to one hundred percent (100%).

  • Short-term Disability Coverage Days Payable at 90% Wages Permanent Employees

  • Short-Term Incentive Compensation In addition to the foregoing Base Salary, the Executive shall be eligible during the Term to receive cash short-term incentive compensation, determined and payable in the discretion of the Compensation Committee of the Board. At least annually, the Compensation Committee shall consider awarding short-term incentive compensation to the Executive.

  • Short Term Upon written request from the Executive Director of AFSCME Council 75 to DAS Labor Relations Unit and the Agency’s Human Resource Manager, up to four (4) Presidents/designees from AFSCME Council 75 Central Table participating Agencies shall be given release time from his/her position for a period of time up to three (3) months for the performance of Union duties related to the collective bargaining relationship. Only one (1) employee from a bargaining unit and a total of four (4) employees from all Central Table participating bargaining units may be on such leave at any one (1) period in time. Such requests will be granted unless the affected Agency can demonstrate that the employee’s absence would adversely impact the operating needs of the employee’s work unit. If granted, such time may also be taken on an intermittent basis. AFSCME shall, within thirty (30) days of payment to the employee, reimburse the State for payment of appropriate salary, benefits, paid leave time, pension, and all other employer-related costs. Where this reimbursement is expressly prohibited by law or funding source, the employee shall be granted a leave of absence but the Employer will not be responsible for continuing to pay the employee’s salary and benefits.

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