Common use of Leave for Academic and Professional Development Clause in Contracts

Leave for Academic and Professional Development. (a) In order to satisfy Carleton University's future needs for particular skills and qualifications and to permit employees to fulfil their professional commitments, the employer may grant study leaves or retraining leaves, with full, partial, or without pay. (b) In particular, the employer shall provide financial support to employees who undertake programs of retraining with the agreement of the employer in order to effect internal transfers and to provide for a higher level of instructional flexibility. (c) In the case of leave for retraining the employee shall continue to receive full benefits and shall earn credit toward a sabbatical, tenure, confirmation and promotion and full eligibility for career development increments. An employee on leave for retraining shall receive such additions to his/her nominal salary as shall be implemented, as a result of collective bargaining, from time to time during the period of leave and shall be eligible to have career development increments added to the nominal salary. (d) In the case of study leave, such leave shall be governed by Article 20.1, Leave of Absence Without Pay, and Article 13.5, Reduced Workload with Pro-Rated Pay, except that financial compensation shall be by arrangement between the employer and employee. (e) Three (3) months prior to the commencement of such leave the employer shall inform the employee in writing of all agreed terms and conditions upon which the granting of leave is based, including a reference to the specific section(s) of the Collective Agreement which governs the type of leave granted and specifying a deadline for acceptance or rejection of the said terms and conditions. (f) The employee shall not be deemed to have accepted the terms of such leave of absence until he/she has so notified the employer in writing. Failure to accept within the deadline specified in Article 20.2(e) shall be deemed to constitute non-acceptance. (g) Once accepted by the employee, the employee becomes responsible for any cost to the University arising directly out of a subsequent change altering the arrangements with respect to such leave.

Leave for Academic and Professional Development. (a) In order to satisfy Carleton University's future needs for particular skills and qualifications and to permit employees to fulfil their professional commitments, the employer may grant study leaves or retraining leaves, with full, partial, or without pay. (b) In particular, the employer shall provide financial support to employees who undertake programs of retraining with the agreement of the employer in order to effect affect internal transfers and to provide for a higher level of instructional flexibility. (c) In the case of leave for retraining the employee shall continue to receive full benefits and shall earn credit toward a sabbatical, tenure, confirmation and promotion and full eligibility for career development increments. An employee on leave for retraining shall receive such additions to his/her nominal salary as shall be implemented, as a result of collective bargaining, from time to time during the period of leave and shall be eligible to have career development increments added to the nominal salary. (d) In the case of study leave, such leave shall be governed by Article 20.1, Leave of Absence Without Pay, and Article 13.5, Reduced Workload with Pro-Rated Pay, except that financial compensation shall be by arrangement between the employer and employee. (e) Three (3) months prior to the commencement of such leave the employer shall inform the employee in writing of all agreed terms and conditions upon which the granting of leave is based, including a reference to the specific section(s) of the Collective Agreement which governs the type of leave granted and specifying a deadline for acceptance or rejection of the said terms and conditions. (f) The employee shall not be deemed to have accepted the terms of such leave of absence until he/she has so notified the employer in writing. Failure to accept within the deadline specified in Article 20.2(e) shall be deemed to constitute non-acceptance. (g) Once accepted by the employee, the employee becomes responsible for any cost to the University arising directly out of a subsequent change altering the arrangements with respect to such leave.

Leave for Academic and Professional Development. (a) In order to satisfy Carleton University's future needs for particular skills and qualifications and to permit employees to fulfil their professional commitments, the employer may grant study leaves or retraining leaves, with full, partial, or without pay. (b) In particular, the employer shall provide financial support to employees who undertake programs of retraining with the agreement of the employer in order to effect internal transfers and to provide for a higher level of instructional flexibility. (c) In the case of leave for retraining the employee shall continue to receive full benefits and shall earn credit toward a sabbatical, tenure, confirmation and promotion and full eligibility for career development increments. An employee on leave for retraining shall receive such additions to his/her nominal salary as shall be implemented, as a result of collective bargaining, from time to time during the period of leave and shall be eligible to have career development increments added to the nominal salary. (d) In the case of study leave, such leave shall be governed by Article 20.1, Leave of Absence Without Pay, and Article 13.5, Reduced Workload with Pro-Rated Pay, except that financial compensation shall be by arrangement between the employer and employee. (e) Three (3) months prior to the commencement of such leave the employer shall inform the employee in writing of all agreed terms and conditions upon which the granting of leave is based, including a reference to the specific section(s) of the Collective Agreement which governs the type of leave granted and specifying a deadline for acceptance or rejection of the said terms and conditions. (f) The employee shall not be deemed to have accepted the terms of such leave of absence until he/she has so notified the employer in writing. Failure to accept within the deadline specified in Article 20.2(e) shall be deemed to constitute non-acceptance. (g) Once accepted by the employee, the employee becomes responsible for any cost to the University arising directly out of a subsequent change altering the arrangements with respect to such leave.

Leave for Academic and Professional Development. (a) In order to satisfy Carleton University's future needs for particular skills and qualifications and to permit employees to fulfil their professional commitments, the employer may grant study leaves or retraining leaves, with full, partial, or without pay. (b) In particular, the employer shall provide financial support to employees who undertake programs of retraining with the agreement of the employer in order to effect internal transfers and to provide for a higher level of instructional flexibility. (c) In the case of leave for retraining the employee shall continue to receive full benefits and shall earn credit toward a sabbatical, tenure, confirmation and promotion and full eligibility for career development increments. An employee on leave for retraining shall receive such additions to his/her nominal salary as shall be implemented, as a result of collective bargaining, from time to time during the period of leave and shall be eligible to have career development increments added to the nominal salary. (d) In the case of study leave, such leave shall be governed by Article 20.1, Leave of Absence Without Pay, and Article 13.513.6, Reduced Workload with Pro-Rated Pay, except that financial compensation shall be by arrangement between the employer and employee. (e) Three (3) months prior to the commencement of such leave the employer shall inform the employee in writing of all agreed terms and conditions upon which the granting of leave is based, including a reference to the specific section(s) of the Collective Agreement which governs the type of leave granted and specifying a deadline for acceptance or rejection of the said terms and conditions. (f) The employee shall not be deemed to have accepted the terms of such leave of absence until he/she has so notified the employer in writing. Failure to accept within the deadline specified in Article 20.2(e) shall be deemed to constitute non-acceptance. (g) Once accepted by the employee, the employee becomes responsible for any cost to the University arising directly out of a subsequent change altering the arrangements with respect to such leave.