Leave of Absence - Child Care Sample Clauses

Leave of Absence - Child Care. A. If a Member becomes a parent or adopts a child and wishes to take a leave of absence for child care, he/she may make formal application (using Extended Leave of Absence form) to the Superintendent for leave of absence without pay. Upon application such leave shall be granted for a period of up to one (1) year and shall be extended for up to an additional year upon request. All returns from leaves of absence will be at the beginning of a grading period unless worked out with special permission of the Superintendent.
Sample 1Sample 2Sample 3See All (6)
AutoNDA by SimpleDocs
Leave of Absence - Child Care a. A leave of absence without pay to care for a newborn or adopted child for a maximum period of one year from the commencement of the leave may be granted to any tenured Association member with three or more years of service in the District who has been on active duty for at least one year, upon application and upon favorable recommendation of the Superintendent of Schools and approval by the Board, for the purpose of caring for a child whether natural or adopted by the Association member. In the case of a leave to care for an adopted child, the leave shall commence upon entry of an order by an appropriate court granting custody of the child. Child care leaves of absence for non- tenured Association members with less than three years of service to the District will be governed by Board policy.
Sample 1Sample 2
Leave of Absence - Child Care. 11.03.01 A Leave of Absence without pay for the purpose of Child Care will be granted to employees in accordance with the following. 11.03.02 Any Leave of Absence granted under this Article 11.03 will not exceed one hundred and sixty-eight (168) calendar days. If two (2) employees are involved, the aggregate amount of such leave 58 that may be taken by the two (2) employees in respect of the care of any one (1) child shall not exceed a total of one hundred and sixty-eight (168) calendar days.
Sample 1
Leave of Absence - Child Care. Upon request, the District shall grant a teacher an unpaid leave of absence for child care purposes. Such request shall be made four (4) weeks prior to beginning of said leave and shall remain in effect for the remainder of the semester during which the leave was taken. The teacher shall be entitled to return to the same teaching assignment held prior to the leave. The teacher shall be entitled to assume the cost of all economic fringe benefits covered in these rules and regulations while on leave; if the teacher does not exercise this right within two (2) weeks after the beginning of the leave, these fringe benefits shall cease. Upon request, the District shall extend the teacher’s leave of absence for a second semester. At the end of the extended leave, the teacher must submit a request in writing that he/she be assigned a teaching position in the District. The teacher taking the extended leave shall be entitled to assume the cost of all economic fringe benefits covered in this Agreement; if the teacher does not exercise this right within two (2) weeks after the beginning of the leave, these fringe benefits shall cease. Upon request, the District may extend the teacher’s leave for a maximum of one (1) year. At the end of the extension, such teacher shall not be entitled to return to the same position and shall not receive credit for a second annual salary increment. The teacher shall be entitled to assume the cost of all economic fringe benefits; if the teacher does not exercise this right within two (2) weeks after the beginning of the leave, these fringe benefits shall cease. A teacher shall be entitled to ten (10) days’ leave at difference pay for the purpose of caring for the child or the mother of the child. The teacher shall receive credit for annual salary increments provided during the leave only if he/she has completed sixty percent (60%) of the total days of service for the school year.
Sample 1

Related to Leave of Absence - Child Care

  • MATERNITY LEAVE OF ABSENCE A Maternity Leave of Absence will be granted, subject to the following:

  • LEAVE OF ABSENCE With respect to the Award, the Company may, in its sole discretion, determine that if you are on leave of absence for any reason you will not be considered as having terminated employment with the Company; however, your rights to the Restricted Stock Units during a leave of absence will be limited to the extent to which those rights were earned or vested when the leave of absence began.

  • Leave of Absences A leave of absence, subject to the College’s discretion may be granted for a minimum of one term’s absence. All requests for a planned leave of absence from the College, for one term or more, must be submitted in writing to the relevant Head of School for approval at least one full term in advance of the commencement of the leave. The request must include the proposed dates of absence and the reason for the absence. The request can be granted only where all Tuition Fees and Charges and any other amounts owing to the College at the time of the request have been paid in full. For an approved leave of absence, 30% of the applicable Tuition Fees will be charged in advance as a holding fee to guarantee re-entry. This is non-refundable and not offset against future Tuition Fees. In addition to the holding fee, the notebook payout fee will be charged to your Family Account. During a leave of absence, the Student will be provided with a broad outline of the curriculum. A leave of absence will not be considered, nor will Tuition Fees or Charges be refunded where schoolwork is still provided, assessed and supervised and/or reports submitted. On a Student’s final day prior to commencing a leave of absence, any College issued device must be returned to the Centre for Computing and Communications (CCC). Should the parent(s) elect to retain the device throughout the leave of absence period, approval must be granted by the Principal. Upon approval, the full payout fee for the device will be charged.

  • Long Term Leave of Absence The District may grant any employee an unpaid long-term leave of absence for up to one (1) year for study, child rearing, travel, medical, or other mutually agreed to reason(s). Upon Board approval leave may be extended an additional year. Employees granted such a leave shall be permitted to stay on the District insurance programs at their own expense (carriers permitting), shall not gain or lose seniority or other benefits, but shall not be granted advancement credit on the salary schedule for the period of the leave. Upon return from such leave, the employee shall be entitled to the same position or a position substantially equivalent to the position held prior to the leave.

  • Parental Leave of Absence A. A female unit member may use any or all accumulated leave during pre- and post-natal care for that period of time she is temporarily disabled, as determined by the unit member and her physician.

  • Paid Leave of Absence Upon request an employee shall be granted a leave of absence with pay for:

  • Special Leave of Absence Teachers may be granted leaves of absence without pay for one (1) year under the following criteria:

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Educational Leave of Absence Leaves of absence may be granted up to six (6) months under the above provisions only if the course would be beneficial to both the University and the employee.

  • Unpaid Leave of Absence If an employee is on an unpaid leave of absence, then vacation leave, compensatory time, or sick leave cannot be used for the purpose of maintaining eligibility for an Employer Contribution by keeping the employee on a State payroll for one (1) working day per pay period.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!