Long-Term Child Care Leave Sample Clauses

Long-Term Child Care Leave. An employee, who has legal custody of a child residing in the employee’s household, shall be granted an unpaid leave period up to a period of one (1) school year. Whenever possible, the employee shall give the Board at least thirty (30) days notice of his/her intent to take this leave. This leave may be taken without jeopardy to employment status, retirement and salary benefits, and teacher status and seniority rights.
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Long-Term Child Care Leave. 6.3.2.1 Upon written request, a supporting services employee who has completed a minimum of two (2) years service to the Xxxxx County Public Schools shall normally be granted a long-term child care leave, without pay, for the purpose of child care. 6.3.2.2 The long-term child care leave may extend for the remainder of the school year or the remainder of that school year plus the next full school year, not to exceed a total of twelve (12) school months, as specified by the unit member at the time of the written request and agreed to by the Board of Education. Said leave shall begin immediately following the conclusion of any disability leave related to the pregnancy. 6.3.2.3 The request for said leave must be made in writing and received by the Director of Human Resources thirty (30) calendar days prior to the beginning of any disability. 6.3.2.4 The request shall specify the expected date the leave requested is to commence and the requested length of the leave. The request shall also include a statement from the employee's attending physician identifying the anticipated date and the period of time that the physician certifies that the employee is to be absent from his/her responsibilities due to medical reasons. 6.3.2.5 At the conclusion of the long-term childcare leave, the employee shall be assigned by the Board pursuant to applicable provisions in Article 6.13, Other Leaves of Absence. 6.3.2.6 The Board's obligation to an employee upon return from a long-term child care leave shall be contingent upon receipt of a written notification verified by certified mail or by written acknowledgement of receipt from the Human Resources Office that the employee shall be available and shall assume the responsibilities of an assignment as of the expiration date of the leave. 6.3.2.7 Such written notification shall be received by the Human Resources Office not less than thirty (30) calendar days prior to the expiration of the leave; except when the leave terminates at the end of the school year, such written notification shall be received by the Director of Human Resources not later than April 1st. 6.3.2.8 At the employee's request and at the Board's option, the employee may return to work during the school year of the leave prior to the originally designated conclusion of said leave. 6.3.2.9 An employee who has been granted a long-term child care leave of absence shall retain in escrow leave for personal illness accumulated to the date such leave began; however, no l...
Long-Term Child Care Leave. A. A Teacher may elect to take an unpaid leave of absence for up to one full school year for child care purposes. The Superintendent may require that the expiration date of such leave coincide with the end of a semester. The teacher shall provide, at minimum, advance notice of thirty (30) calendar days of their intent to take such leave, except in the case of an emergency. B. To be eligible for long-term child care leave, a teacher must have been employed by their current district for a minimum of two (2) full school years. C. All benefits to which a Teacher was entitled at the time such leave of absence commenced, shall be restored upon their return from such leave, and they shall be assigned to the same position (if available), or a substantially comparable position, in the same school from which they took leave. D. Neither salary step credit nor seniority shall accrue during the period a Teacher is on a long term parental leave of absence (except as required by statue).
Long-Term Child Care Leave. In addition to the twelve (12) week leave provided by the Short-term Child Care Leave employees may request an additional forty (40) week long-term child care leave. Selection of a long-term child care leave must be made prior to the start of the Short-term Child Care Leave and shall constitute waiver of all fringe benefit accrual, including seniority and those benefits resulting from seniority, except that the employee may continue insurance coverages by paying the total premium required. In the event an employee chooses the Long-term Child Care Leave the employee will be required to reimburse the Employer for its share of health insurance premiums paid during the Short-term Child Care Leave. An employee who selects long-term child care leave shall be allowed to return early by mutual agreement between the Employer and the employee. At the end of the long-term child care leave, the employee will have the right to be reinstated in the first vacancy which occurs in a position for which he/she is qualified, subject to the right of any other employees on layoff or on other leave status. If an employee on long-term child care leave refuses to return to fill a vacant position available in their classification following the end of their leave, such refusal shall constitute resignation. The maximum term of a long-term child care leave pursuant to this section shall be fifteen (15) months, extendable to twenty-one (21) months by mutual agreement.
Long-Term Child Care Leave a. Any staff member may request long‐term child care leave without compensation for the purpose of legally adopting a child or care for a child or a medically ill dependent child. Leave for such a purpose will not be for more than two (2) school years for each occasion and will be exclusive of any temporary disability leave granted for child birth. b. The request for this leave is to be made in writing to the Assistant Superintendent of Human Resources or HR Designee. Such request, when possible, will be made at least thirty (30) calendar days in advance of the proposed starting date of the leave and will clearly state the intended purpose and duration of the leave. c. The actual starting date of the leave will be determined as necessary to protect the quality of the instructional program and the desire of the staff member and the attending physician, when applicable. Generally, the return date shall be at either the beginning of the school year or the beginning of second semester at the secondary level, or following the first winter break at the elementary level. If a staff member's return would disrupt the final months of a school year, that leave shall carry over to the following school year. The over‐ riding concern will be the program needs of the District. d. Long‐term child care leaves for staff members will be without compensation and employer paid benefits except that the staff member will retain all seniority and benefits accrued. Staff members may, at their request, self‐ pay to the District the premiums for those insurance plans that allow such payment. Seniority and paid leaves will not accrue during such leave.

Related to Long-Term Child Care Leave

  • Child Care Leave The Employer shall, upon her request, grant an employee: (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An employee who is or will be a natural parent intending to take this childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent of the newborn, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While on child care leave, an employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: (v) Provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee for adoption, and (vii) In the absence of an emergency, give four (4) months notice to the Employer before the anticipated day on which a child will come into the employees care and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parent. Where a natural mother intends to take a child care leave in addition to a maternity leave, except if the newborn is hospitalized when an employee’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and child care leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave shall begin not earlier than the date on which the newborn or adopted child came into the care and custody of the employee and end not later than fifty-two (52) weeks after that date.

  • Extended Child Care Leave Upon written notification, no later than four weeks prior to the expiration of the aggregate leave taken pursuant to Clauses 21.1 (Maternity Leave) and 21.2 (Parental Leave), an employee will be granted a further unpaid leave of absence not to exceed one year. An employee wishing continued coverage under any applicable benefit plans will pay the total premium costs while on extended child care leave. An employee on extended child care leave will provide the Employer with at least one month's written notice of return from such leave. Upon return from extended child care leave, an employee will be placed in their former position.

  • Family Care Leave In accordance with RCW 49.12 and WAC 296-130, employees shall be allowed to use any or all of their choice of sick leave or other paid time off to care for a family member (as defined above) who has a serious health condition or an emergency condition. Employees shall not be disciplined or otherwise discriminated against because of their exercise of these rights.

  • Childcare Leave 3.1 An employee shall be entitled to use ten (10) days of sick leave per year for childcare. 3.2 An employee who is adopting a child shall be entitled to use ten (10) days of sick leave per year for the purpose of caring for the needs of the adopted child.

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.

  • Unpaid Carer’s Leave 17.1 This clause applies to permanent and casual Employees. 17.2 Permanent and casual Employees are entitled to a period of up to 2 days unpaid carer's leave for each permissible occasion. A permissible occasion occurs when a member of the Employee's immediate family, as defined in clause 15.2.4, or household requires care or support because of a personal illness or injury or an unexpected emergency. 17.3 An Employee is expected to comply with the notice and documentation requirements under clause 15.3, to the extent to which they apply to the Employee. 17.4 A permanent Employee is only entitled to unpaid carer's leave if the Employee has exhausted all of their paid sick and paid xxxxx's leave entitlement.

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • Industrial Relations Training Leave Union Delegate/Employee Representative shall have access to industrial relations training in accordance with Appendix E hereof.

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