Long-Term Child-Rearing/Parental Leave Sample Clauses

Long-Term Child-Rearing/Parental Leave. 1. Upon conclusion of a short-term child-rearing/parental leave, an employee employed on active duty consecutively by the school district for at least one year prior to the beginning of the applicable leave period may be granted a long-term child-rearing/parental leave of absence without pay. Such leave shall commence immediately upon the conclusion of any short-term child-rearing/parental leave, unless the employee is required to take time prior to the birth, adoption or placement, or unless the Superintendent, in his sole discretion, permits a child- rearing/parental leave to commence at another time following birth, adoption or placement of the child(ren). Such combined short-term and long-term leave period shall impact no more than two consecutive school years, such that the period of combined leave shall end at the conclusion of the school year in which the combined leave begins, or at the end of the subsequent school year. An employee may request to return to work at a time other than a time that coincides with the beginning of a school year, if there is an available position, or one that become available, for which he or she is certified. An available position is defined to be one that is not being held by an employee under contract.
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Related to Long-Term Child-Rearing/Parental Leave

  • 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.

  • Long Term Leaves a. A unit member may be granted a leave of absence, with or without pay, by the Board of Education upon recommendation of the Superintendent or designee for a period not to exceed one (1) year when such action is not contrary to the best interests of the District.

  • Child Rearing Leave 7.9.1 A permanent employee, who is the natural or adoptive parent of a child, shall be entitled to an unpaid leave of absence for the purpose of rearing his/her child for a specified period immediately after convalescence from maternity or immediately after completion of appropriate adoption papers. Such leave shall be for a maximum period of nine (9) months and shall be granted upon giving the District at least four (4) weeks notice prior to the anticipated date on which the leave is to commence.

  • 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.

  • Pregnancy and Parental Leave (a) Pregnancy/Parenting leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision.

  • Maternity/Adoption/Parental Leave a) In accordance with the Saskatchewan Employment Act an employee shall be granted maternity, adoption, and/or parental leave of absence without pay.

  • Maternity and Parental Leave Employees are eligible for unpaid leave of absence from employment subject to the conditions in this article. Every employee who intends to take a leave of absence under this article will give at least four weeks' notice in writing to the Employer unless there is a valid reason why such notice cannot be given and will inform the Employer in writing of the length of leave intended to be taken. Each employee who wishes to change the effective date of approved leave will give four weeks' notice of such change unless there is a valid reason why such notice cannot be given.

  • Maternity Adoption and Parental Leave The following in part reflects the provisions of the Employment Standards Act on these matters. In all cases of dispute, and where the Act as amended from time to time is superior, the provisions of the Act will prevail.

  • Parental Leave Beyond Thirty Seven (37)

  • Paid Parental Leave 44.2 In addition, if the Employee is entitled to paid parental leave under the Paid Parental Leave Act 2010 (Cth) (PPL Act) as the primary carer of the child:

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