LONG-TERM LEAVES OF ABSENCE WITHOUT PAY Sample Clauses

LONG-TERM LEAVES OF ABSENCE WITHOUT PAY. Long term leaves of absence without pay may be requested. In order to be eligible for such leave, a teacher must have completed five full regular school years of service with the Employer, and such leave shall not commence prior to the teacher’s sixth year of employment. All long term leaves of absence except for health must be requested prior to February 1, and if the criteria are met shall be approved by the Employer for an initial period of one regular school year, except that a leave of absence due to health, if approved, will be for an initial period of the remainder of the regular school year in which such leave begins. Not later than February 1 of each regular school year, a teacher on a long term leave must either notify the Director of Human Resources of intent to return at the beginning of the next regular school year or request a renewal of the long term leave of absence. Failure of the teacher on long term leave of absence without pay to notify of the intent to return or renew shall be deemed a resignation. Each renewal of a long term leave of absence will be for a period of one year. No long term leave shall be for a total period of more than five years. A teacher granted a long term leave of absence will be returned to employment at the end of such leave of absence to a position for which the teacher is licensed. Failure to return upon expiration of the leave of absence will result in termination of employment. A teacher on a long term leave of absence remains eligible, upon request, for participation in all insurance programs for teachers other than income protection insurance, but must pay the entire premium for all such insurance coverage. Premium payments must be received by the business office at least one month in advance. No teacher will be granted experience credit while on long term leave of absence.
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LONG-TERM LEAVES OF ABSENCE WITHOUT PAY. 16.1 CHILD-REARING LEAVE (a) Following the birth of a child, the birth-mother of the child shall be entitled to a child- rearing leave in addition to maternity leave. (b) Following the birth of a child, the parent who is not eligible for maternity leave shall be entitled to a child-rearing leave. Under ordinary circumstances, such leave may commence upon a natural break in the school year (e.g., December recess, February recess, semester completion, April recess). (c) Following the acceptance of a child for adoption, either parent shall be entitled to a child-rearing leave pursuant to this Article. (d) In the case where both parents are employed by the Committee, only one parent shall be entitled to a child-rearing leave pursuant to this Article. (e) At the commencement of a child-rearing leave, the teacher will advise the Administration whether s/he will return the September immediately following the commencement of the teacher's leave or the following September. Leave taken pursuant to this Article shall be unpaid and must be consecutive, and the return to full- time employment shall constitute a termination of child-rearing leave. In no event shall a teacher's child-rearing leave include time in more than two (2) school years. Such leave shall in no event equal or exceed two (2) complete school years, but it may include one (1) complete school year. (f) Credit for increment on the salary schedule will be granted to a teacher upon returning from leave if such teacher was employed for at least one-half (1/2) of the school year during which said leave was taken. For purposes of this Section, one-half (1/2) of the school year shall equal one-half (1/2) of the number of school days children are in attendance. (g) Upon returning from child-rearing leave, where possible, a teacher will be returned to the same position or to a grade level or position similar to the position which such teacher held at the time the leave commenced. However, nothing contained herein shall prevent the Committee from laying off a teacher on child-rearing leave pursuant to Article 11 of this Agreement. 16.2 Teachers shall be granted leave without pay for up to one (1) year to care for their families. 16.3 DISCRETIONARY LEAVE OF ABSENCE WITHOUT PAY (a) Upon the recommendation of the Superintendent, the Committee may, in its sole discretion, permit teachers with professional status to take up to one (1) year's leave of absence without pay. (b) Requests for such leave should be submitte...
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LONG-TERM LEAVES OF ABSENCE WITHOUT PAY. A leave of absence for one (1) year to commence September 01 shall be granted by the Executive Superintendent of Human Resource Services or designate, upon written request of an Teacher, subject to the following provisions:
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LONG-TERM LEAVES OF ABSENCE WITHOUT PAY. Section 1. Upon recommendation of the Superintendent, the Board may, at its discretion, grant a leave of absence without pay to a teacher who has reached tenure and who has taught at least three (3) consecutive prior years in Brookfield. The teacher must submit a written request for such leave to his/her Principal at least six (6) months prior to the beginning of such leave. The notification requirement of this section will be waived by the Board when a long-term leave of absence is requested in connection with the birth or adoption of a child. (a) A teacher to whom such leave is granted must, at the end of the leave period, be returned to the same position or a position for which he/she is qualified, provided the teacher has prior to March 1 of the leave year, submitted to the Superintendent his/her written intention to return. If a teacher fails to return at the end of such leave, he/she will be deemed to have quit. (b) If the Board denies the application of a tenured teacher who has taught the three (3) consecutive prior years in Brookfield, such teacher may submit his/her resignation to the Board to become effective at the date the requested leave was to begin. Such teacher who so resigns will have his/her name placed on a preferential hiring list for a period of two (2) school years (September-June) immediately following the date of the termination of the leave. The Board will, subject to the provisions of Article XV, Reduction in Teacher Work Force and Rehire, rehire said teacher to fill an available vacancy for which the teacher is qualified in the bargaining unit during the said two (2) school year period. In order to be considered for a position at the end of the leave period, the teacher must, by no later than March 1st prior to the end of the leave, notify the Board in writing his/her desire to return. Any such teacher who refuses an offer of such position will no longer have any rights under this provision and will thereby relieve the Board of any obligation under this provision. If at the end of the leave there is an available vacancy for which the teacher is qualified in the bargaining unit, the teacher will be notified of such vacancy in writing by the Superintendent and a copy will be sent to the Association. Any teacher who resigns under this Article and accepts a full-time teaching or administrative position in another public school shall be removed from the preferential hiring list and shall forfeit any remaining rights to rehire. Any te...
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Related to LONG-TERM LEAVES OF ABSENCE WITHOUT PAY

  • Leaves of Absence Without Pay Section 13.

  • Leave of Absence Without Pay (a) Full or part-time leave of absence without pay may be granted at the discretion of the Employer. Faculty members may apply for job-sharing under the provision for part-time leave of absence. Applications shall be made in writing to the administrator responsible. All applications will be dealt with promptly and will not be unreasonably denied, nor dealt with in a discriminatory manner. The reply to an application for leave will be in writing. Except in the case of leaves for short-term emergencies of thirty (30) days or less, the Employer may, at its discretion, require that the length of a leave coincide with the beginning or end of a semester or term of instruction. (b) Where a leave is granted, the faculty member's performance evaluation shall be extended accordingly. (c) No salary increment is payable for a period of leave of absence without pay unless the University President, upon written request from the faculty member concerned, decides the leave is spent in the activities relevant to the University curriculum. In this case, the faculty member will receive any salary adjustments for which he/she would normally be eligible. In the event that the University President judges that the activities are not relevant to the University curriculum, he/she will advise the faculty member as to the reasons for his/her decision in writing before the leave commences. (d) No benefits shall be payable by the Employer for faculty members on leave without pay, except as provided in this Agreement. For faculty members on part- time leave without pay, benefit premiums shall be payable by the Employer on a pro rata basis. If a faculty member proceeding on leave without pay makes a prior payment to the Employer of both the faculty member's share and the Employer's share (pro- rated, if applicable) of any or all of the following benefits, the Employer shall remit these payments to ensure continuous coverage: Life Insurance, Medical Services Plan of BC, Extended Health, Dental, Short and Long Term Disability and AD&D. (e) For leaves of longer than four (4) months, the faculty member, no later than four

  • Maternity Leave Without Pay (1) An employee who becomes pregnant shall, upon request, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than eighteen (18) weeks after the termination date of pregnancy. (a) Notwithstanding 35.7(A)(1): (i) where the employee’s new-born child is hospitalized within the period defined in 35.7(A)(1); and (ii) where the employee has proceeded on maternity leave without pay and then, upon request and with the concurrence of the Council, returns to work for all or part of the period during which her new- born child is hospitalized; the period of maternity leave without pay defined in 35.7(A)(1) may be extended beyond the date falling eighteen (18) weeks after the date of termination of pregnancy by a period equal to that portion of the period of the child’s hospitalization during which the employee returned to work, to a maximum of eighteen (18) weeks. (b) The extension described in 35.7(A)(1)(a) shall end not later than fifty-two (52) weeks after the termination date of pregnancy. (2) At its discretion, the Council may require an employee to submit a medical certificate certifying pregnancy. (3) An employee who has not commenced maternity leave without pay may elect to: (a) use earned vacation and compensatory leave credits up to and beyond the date that her pregnancy terminates; (b) use her sick leave credits up to and beyond the date that her pregnancy terminates, subject to the provisions set out in the Sick Leave Article. For purposes of this clause, illness or injury as defined in the Sick Leave Article shall include medical disability related to pregnancy. (B) An employee shall inform the Council in writing of her plans for taking leave with and without pay to cover her absence from work due to the pregnancy at least four (4) weeks in advance of the initial date of continuous leave of absence during which termination of pregnancy is expected to occur. (C) Leave granted under this clause shall be counted for the calculation of “continuous employment” or “service” as applicable for the purpose of calculating severance pay and vacation leave. Time spent on such leave shall be counted for pay increment purposes.

  • Special Leave Without Pay Section 1. Employees may participate in a Special Leave Without Pay Program as established by the Hennepin County Board of Commissioners. The Special Leave Without Pay Program period is from date of County Board Approval through December 31, 2021. Section 2. Upon the request of either party, the EMPLOYER and the UNION shall meet and confer on the extension of this Special Leave Without Pay Program each year through 2021. Section 3. The EMPLOYER's policy on use of Special Leave Without Pay (SLWOP) provides that employees may use SLWOP in cases where they would otherwise not take the leave. The EMPLOYER will therefore interpret its policy on SLWOP to allow SLWOP for Union Leave and Parenting Leave in cases where the employee would not otherwise take the leave.

  • Parental Leave Without Pay (a) Where an employee has or will have the actual care and custody of a new- born child (including the new-born child of a common-law spouse), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee’s care. (b) Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an order under the laws of a province for the adoption of a child, the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child comes into the employee’s care. (c) Notwithstanding paragraphs (a) and (b): (i) where the employee’s child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay, or (ii) where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which his or her child is hospitalized, the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on parental leave. However, the extension shall end not later than one hundred and four (104) weeks after the day on which the child comes into the employee’s care. (d) An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks in advance of the expected date of birth of the employee’s child (including the child of a common-law spouse), or the date the child is expected to come into the employee’s care pursuant to paragraphs (a) and (b). (e) The Employer may, (i) defer the commencement of parental leave without pay at the request of the employee; (ii) grant the employee parental leave without pay with less than four

  • Personal Leave Without Pay Leave of absence without pay may be granted by the College for legitimate personal reasons.

  • Military Leave Without Pay An employee in the State service shall be entitled to a military leave of absence without pay during a period of service with the armed forces of the United States. However, such reduction in salary will not be made for an FLSA-exempt employee on temporary military leave except for full workweek increments where such leave causes an absence of one (1) or more full workweeks. The employee shall, upon honorable discharge from such service, be returned to a position in the same class as the employee’s last held position, if available, at the salary rate prevailing for such class, without loss of seniority or employment rights. Employees shall make application for reinstatement within ninety (90) days and shall report for duty within six (6) months following separation from active duty. Failure to comply may terminate military leave. If it is established that the employee is not physically qualified to perform the duties of their former position by reason of such service, the employee shall be reinstated in other work that the employee is able to perform at the nearest appropriate level of pay of the employee’s former class. An employee voluntarily or involuntarily seeking military leave without pay to attend service school shall be entitled to such leave during a period of active duty training. Military leaves of absence without pay shall be granted in compliance with the Veterans' Reemployment Rights Law, Title 38 USC Chapter 43.

  • Sick Leave Without Pay Sick leave without pay shall be granted to an employee who does not qualify for sick leave with pay or who is unable to return to work at the termination of the period for which sick leave with pay is granted by mutual agreement of the parties hereto.

  • Absence Without Leave Any absence of an employee from scheduled duty that has not been previously authorized by the EMPLOYER may be deemed an absence without leave. Any employee absent without leave will be subject to disciplinary action, and any employee absent without leave for three (3) consecutive days may be deemed to have resigned his/her employment, provided that the EMPLOYER may grant approval for leave subsequent to the unauthorized absence if the employee can conclusively establish to the EMPLOYER that the circumstances surrounding the absence and failure to request leave were beyond the employee's control.

  • Leave Without Pay An employee shall not be entitled to payment for a public holiday falling during a period of leave without pay (including sick leave and military leave without pay) unless the employee has worked during the fortnight ending on the day on which the holiday is observed.

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