Leave Extension. If Paid Administrative Leave needs to be extended beyond forty–five
Leave Extension. The Superintendent, acting on his/her discretion, may extend immediate family illness or bereavement leave days. Any additional days will be deducted from the bargaining unit member's sick leave days.
Leave Extension. If an Employee requires an extension of the leave of absence under Article 16.07, they must submit the request in writing at least four (4) weeks prior to the desired start of the extended leave period, to their immediate supervisor, who will forward a copy to the Executive Director. The Executive Director will inform the Employee of the status of the request, in writing, no later than ten (10) working days following the receipt of the request. Granting of permission of the leave extension will not be unreasonably withheld provided that the leave can be reasonably accommodated.
Leave Extension. The Board shall have the right to extend leaves.
Leave Extension. Subject to approval, a 6 month extension of authorized leave may be granted for extenuating circumstances.
Leave Extension. If a unit member desires to extend any leave under Section 10.11, he or she must make a written request to the Superintendent or designee at least one (1) month prior to the scheduled expiration of the leave. An extension for up to six (6) months may be granted.
Leave Extension. If a unit member does not choose to return to employment until sometime after her physician certifies she is capable of resuming her duties, she may request family leave and a leave without pay. Such leave shall end either at semester break or at the end of the school year.
Leave Extension. An Employee who requests an extension of their leave as per clause 27.1
Leave Extension. An Employee who requests an extension of their leave as per clause 47.1(b) must make their request to the Employer in writing at least 10 working weeks (term time) before the end of the Employee’s initial period of unpaid parental leave, unless otherwise agreed with the Employer.
Leave Extension. If an employee on FMLA leave for his/her serious health condition is unable to return after having exhausted his/her 12 week FMLA, YSWPCS may grant extensions under the following conditions:
a. Leave will be medical leave, not FMLA leave.
b. Leave may be extended only by the approval of the Principal/CEO.
c. No more than one month in addition to the 12 -week period of leave will be granted unless approved, at the sole discretion of the CEO.
d. Employees seeking a leave extension must follow the procedures for requesting leave outlined above.
e. Employees will also be required to obtain certification for any extension requested. Any extension granted under this section will be non-FMLA leave and will be without pay and without benefits, but will guarantee the employee the right to return to active employment. After the final approved extension has expired, if the employee is unable to return to work, his/her employment will be terminated. All approved non-FMLA extensions of leaves are without accrual of group health insurance benefits. Employees will be notified in writing prior to the termination of the group health insurance plan, and employees will receive notice of COBRA rights, if any.
