Long Term Leaves. Long-term leaves are expected to be one year or less in duration to the extent feasible. At the end of the leave the employee will be returned to his/her former position or a position of similar nature. It is the responsibility of the employee to apply for long-term leave by letter to the Executive Director, Human Resources, and if the leave is granted, to advise the Executive Director, Human Resources of his/her return date at the earliest possible time; in no case shall the return date notice be provided later than April 1 for a return at the beginning of the next contract year. In addition to items 1-6 below employees will also enjoy those Family and Medical Leave rights required by state and federal law. Health insurance and other insurance benefits provided through the District may remain in force throughout the leave period, at the employee's discretion, by the employee submitting to the District the monthly premium in advance of each payment due date, provided that such continuation of benefits is allowed by the insurance carrier.
Long Term Leaves. The following long-term leaves of absences may be granted to instructional staff by the Board without pay and without fringe benefits according to the procedures established for each type of leave. When taking FMLA or a Military leave of absence, the teacher shall:
1. Be given the opportunity to have input on the selection of the substitute teacher.
2. Supply a maximum of ten (10) days lesson plans. The Building Principal may approve fewer days’ lesson plans.
3. Supply to the substitute, appropriate access to grading scales, grade recording systems, curriculum, or any other materials necessary to successfully accomplish the job task. The District will develop (or redevelop) a tracking system that will allow the teacher to know the amount of accumulated temporary leave, days of leave utilized, possible effects of the leave on benefits, and retirement. The District will notify the teacher absent on long-term leave at least ten (10) days prior to exhausting accumulated temporary leave days of the possible long-term effects on both benefits and retirement. When a teacher goes on a long term leave of absence (such as FMLA) the teacher can make an agreement to receive pay for the length of the absence from the earned salary set aside for summer checks. Retirement and insurance (dependent coverage, short term disability, or personal insurance once FMLA is exhausted), or other deductions can be paid out of these payments. In the event that the amount of salary set aside for summer checks is not enough to cover the entire leave, the teacher can pay retirement and insurance through the District for the length of the leave. In cases where the need for leave is known in advance, the teacher can work with the District to set up a “pre-payment” for the employee’s portion of the retirement.
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.
b. Such leaves of absence may be extended or renewed for a period not to exceed one (1) additional year. The beginning date of a leave of absence shall be the first working day on which the unit member does not actually work, or is not being paid sick leave.
c. Reinstatement after long-term leave: Upon returning from a leave of absence, the unit member shall be reinstated to his/her original position if arrangements have been made and stipulated in writing at the time of leave. Otherwise, a person returning from leave of absence shall be eligible for reassignment within the classification.
d. For purposes of retirement, long-term leaves of absence shall not be considered as a break in service.
Long Term Leaves. The University may grant paid or unpaid leaves of up to one (1) calendar year to carry out research and/or educational activities supported under grants, contracts, fellowships, or University research awards. The University, at its discretion, may renew such a leave.
Long Term Leaves a) The Board may grant a leave of absence to a member of the Bargaining Unit who has been elected or appointed to serve as Local Bargaining Unit President and/or Local Bargaining Unit Vice President, and/or ETFO/OTF officer.
i) The Local Bargaining Unit President may be granted a full time leave of absence.
ii) The Local Bargaining Unit Vice President may be granted a full- time leave of absence.
b) Requests for such leave shall be submitted in writing to the appropriate Superintendent through the Principal.
c) The Local Bargaining Unit President and the Local Bargaining Unit Vice President shall be entitled to accumulate but not access sick leave for the duration of the leave. In the event of a leave which is less than full time, the allocation of sick leave will be prorated.
d) The member shall retain their relative position on the seniority list.
e) Upon return from leave the member shall be placed in a position comparable to the previous position within the member’s geographical area, subject to staffing and surplus procedures.
i) The Board shall be reimbursed for the full cost (100%) of salary and employee benefits for any person granted leave to serve as an ETFO/OTF officer.
ii) In respect of leave(s) for the Local Bargaining Unit President and/or the Local Bargaining Unit Vice President, the Board shall be reimbursed, at the Category A3, Year 0 for the Local Bargaining Unit President, and for the Vice President the Board shall be reimbursed at Category A3 Year 5, plus the absent member(s)’ non statutory benefits.
i) The Union shall be responsible for an WSIB costs related to injuries which occur during the period of a long term Union leave.
Long Term Leaves. A. The Board shall grant maternity, disability, and childcare leave benefits as described in Board Policy 4140.
B. The Board shall permit employees adopting a child to use sick leave for up to four (4) weeks (twenty days) paid leave. The adopting parent is also eligible for child rearing leave as described in Board Policy 4140.
Long Term Leaves. Leaves, when granted, shall be without compensation and benefits, except as stated otherwise:
Long Term Leaves. In the event that a teacher covered by this Agreement is elected to a full-time position as an officer of the BCTF, or is appointed on a term contract of employment to the administrative staff of the BCTF, or secondment to the BCTF, leave of absence without pay shall be granted for a maximum of two (2) years to carry out these duties. For purposes of pension, experience, sick leave and seniority, the teacher shall be deemed to be in the full employ of the Board. In such cases, the teacher shall be entitled, on written notice by May 3l or October 3l, to return to employment with the Board effective the commencement of the next term, and shall be entitled to an assignment comparable to that previously held. It is understood that the granting and extending of such leave is at the prerogative of the Superintendent and will not be unreasonably refused.
Long Term Leaves. Long-term leaves are expected to be one year or less in duration to the extent feasible. At the end of the leave the employee will be returned to their former position or a position of similar nature. It is the responsibility of the employee to apply for long-term leave by letter to the Executive Director of Human Resources, and if the leave is granted, to advise the Executive Director of Human Resources of their return date at the earliest possible time; in no case shall the return date notice be provided later than April 1 for a return at the beginning of the next contract year. In addition to items1-6 below employees will also enjoy those Family and Medical Leave rights required by state and federal law, including Service member Family Leave. Health insurance and other insurance benefits provided through the District may remain in force throughout the leave period, at the employee's discretion, by the employee submitting to the District the monthly premium in advance of each payment due date, provided that such continuation of benefits is allowed by the insurance carrier.
Long Term Leaves. A leave of absence for a period not to exceed one (1) year shall be granted to an employee in order to accept a full-time position with the Union. The employee shall not lose nor accrue bargaining unit seniority during this period. An employee returning before or at three (3) months shall return to her former unit and position. After three (3) but within six (6) months the employee shall return to a comparable position.
