Common use of Maternity/Adoption Leave Clause in Contracts

Maternity/Adoption Leave. 1. An administrator who is pregnant shall be entitled, upon request, to a leave, without pay, to begin at any time between the commencement of the pregnancy and one (1) year after the termination of her pregnancy. Said administrator shall notify the Superintendent, in writing, of her desire to take such leave and, except in case of emergency, shall give such notice at least thirty (30) days prior to the date on which her leave is to begin. She shall include with such notice either a physician's statement certifying her pregnancy, or a copy of the birth certificate of her child, whichever is applicable. An administrator who is pregnant may continue in active employment as late into her pregnancy as she desires provided she is able to properly perform her required functions. 2. An administrator on maternity leave shall notify the Superintendent of Schools as soon as possible of her intent to return during the one (1) year period after the termination of the pregnancy, and shall be entitled to return to her former position unless such position has been eliminated, in which case the administrator shall be assigned as nearly as comparable a position as possible. 3. Unless an administrator returns to duty on the expiration of the one (1) year period, her employment shall be terminated unless the leave is extended using the procedure as provided in Section H of this Article. 4. Upon written application of an administrator, a maternity leave may be extended or curtailed if unusual conditions exist, at the discretion of the Superintendent. 5. An administrator, who has been employed ninety-one (91) days of the school year, upon return, will be given credit on the salary schedule for a full year’s work; however, the administrator will not earn sick leave while on unpaid maternity leave. 6. An administrator shall be entitled to take paid sick leave to cover that period of the maternity leave during which she was actually physically disabled due to the pregnancy or the termination thereof, in accordance with the regulations issued by the Massachusetts Commission Against Discrimination under Massachusetts General Laws, Chapter 151(B), Section 4, and Chapter 149, Section 105(D). The inclusion of the Massachusetts Commission Against Discrimination regulations shall not act so as to create a six (6) month probationary period and/or to limit sick leave benefits to administrators on maternity leave of eight (8) weeks of less. 7. An administrator may alternately request maternity leave, without pay, for two (2) school years, provided that if the administrator exercises this alternate, she may not return during the two (2) year leave of absence without the approval of the Superintendent of Schools whose decision shall be final, and provided, further, the administrator will be assigned to as nearly as comparable a position as possible and will not be assured the opportunity to return to her former position. 8. An Administrator shall be granted up to eight (8) weeks leave for the purpose of adoption. Said leave shall be paid leave provided that sufficient sick leave time has been accrued.

Maternity/Adoption Leave. An employee’s absence from work due to pregnancy shall be designated as maternity leave and shall be absence without pay, except that prior to the birth of the child and immediately following the birth of the child, all sick leave and absence for illness beyond accumulated sick leave may be used for the period of time that the employee is certified as physically disabled by her physician. 1. An administrator A member of the unit who is pregnant shall be entitled, entitled upon request, request to a leave, without pay, leave to begin at any time between the commencement of the her pregnancy and up to one (1) year after her physician states she is capable of returning to work following the termination birth of her pregnancychild. Said administrator unit member shall notify the Assistant Superintendent, Personnel Services, in writing, writing of her desire to take such leave and, except in case of emergency, shall give such notice at least thirty (30) days prior to the date on which her leave is to beginleave. She shall include with such notice either a physician's statement certifying her pregnancy, or a copy of the birth certificate of her child, whichever is applicable. An administrator A unit member who is pregnant may continue in active employment as late into her the pregnancy as she desires provided she is able to properly perform her required functionsfunctions and without jeopardizing her health, as determined by her physician. 2. An administrator While on maternity leave, a unit member shall have the option to remain an active participant in the District fringe benefit programs by contributing thereto the necessary premiums each month; recognizing that while the employee is on paid sick leave shall notify status as referred to in the Superintendent first paragraph of Schools as soon as possible of her intent this Section, she will continue to return during receive benefits to the one (1) year period after the termination of the pregnancy, and shall be entitled to return to her former position unless such position has been eliminated, in which case the administrator shall be assigned as nearly as comparable a position as possibleextent provided by this Contract. 3. Unless an administrator returns Return to duty on service shall coincide with the expiration beginning of the one (1) year period, her employment shall be terminated a semester unless the leave is extended using the procedure as provided in Section H of this ArticleAssistant Superintendent, Personnel Services, approves an earlier date. 4. Upon written application An employee’s absence from work due to the adoption of an administratora child shall be designated as maternity/FMLA leave and shall be absence without pay once all accumulated sick leave has been exhausted. Whenever utilization of maternity/FMLA leave for adoption can be anticipated in advance, a maternity maximum and reasonable advance notification of intent to take the leave may shall be extended given to the principal or curtailed if unusual conditions exist, at the discretion of the Superintendentdesignee. 5. An administrator, Employees who has been employed ninety-one (91) days of the school year, upon return, will be given credit on the salary schedule for a full year’s work; however, the administrator will not earn sick leave while on unpaid maternity leave. 6. An administrator shall be entitled become pregnant may use up to take paid sick leave to cover that period of the maternity leave during which she was actually physically disabled due to the pregnancy or the termination thereof, in accordance with the regulations issued by the Massachusetts Commission Against Discrimination under Massachusetts General Laws, Chapter 151(B), Section 4, and Chapter 149, Section 105(D). The inclusion of the Massachusetts Commission Against Discrimination regulations shall not act so as to create a six (6) month probationary period and/or to limit weeks of accrued sick leave benefits to administrators on maternity leave for a pregnancy after the birth of eight (8) weeks of less. 7her child for a typical birth. An administrator For a delivery requiring a C-Section an employee may alternately request maternity leave, without pay, for two (2) school years, provided that if the administrator exercises this alternate, she may not return during the two (2) year leave of absence without the approval of the Superintendent of Schools whose decision shall be final, and provided, further, the administrator will be assigned to as nearly as comparable a position as possible and will not be assured the opportunity to return to her former position. 8. An Administrator shall be granted use up to eight (8) weeks of accrued sick leave. 6. Employees may also use more accrued sick days prior to and after the birth of the child with the written request of her doctor. 7. Employees who adopt may use up to six (6) weeks of accrued sick leave from the time of the adoption for the purposes of child rearing. 8. If an employee exhausts all of her sick days, but needs more time per a doctor’s written request, she may go on differential pay for the doctor’s prescribed time, but not to exceed five (5) calendar months. 9. If an employee exhausts her accrued sick days and differential pay she may go on FMLA leave for up to 12 weeks. It is understood that this leave is unpaid, but the purpose of adoption. Said leave shall be paid leave provided that sufficient sick leave time has been accruedemployee maintains her health benefits and loses no seniority and/or rights afforded her by local, state, and federal statute.

Maternity/Adoption Leave. 1. An administrator who is pregnant shall be entitled, upon request, to a leave, without pay, to begin at any time between the commencement of the pregnancy and one (1) year after the termination of her pregnancy. Said administrator shall notify the Superintendent, in writing, of her desire to take such leave and, except in case of emergency, shall give such notice at least thirty (30) days prior to the date on which her leave is to begin. She shall include with such notice either a physician's statement certifying her pregnancy, or a copy of the birth certificate of her child, whichever is applicable. An administrator who is pregnant may continue in active employment as late into her pregnancy as she desires provided she is able to properly perform her required functions. 2. An administrator on maternity leave shall notify the Superintendent of Schools as soon as possible of her intent to return during the one (1) year period after the termination of the pregnancy, and shall be entitled to return to her former position unless such position has been eliminated, in which case the administrator shall be assigned as nearly as comparable a position as possible. 3. Unless an administrator returns to duty on the expiration of the one (1) year period, her employment shall be terminated unless the leave is extended using the procedure as provided in Section H of this Article. 4. Upon written application of an administrator, a maternity leave may be extended or curtailed if unusual conditions exist, at the discretion of the Superintendent. 5. An administrator, who has been employed ninety-one (91) days of the school year, upon return, will be given credit on the salary schedule for a full year’s work; however, the administrator will not earn sick leave while on unpaid maternity leave. 6. An administrator shall be entitled to take paid sick leave to cover that period of the maternity leave during which she was actually physically disabled due to the pregnancy or the termination thereof, in accordance with the regulations issued by the Massachusetts Commission Against Discrimination under Massachusetts General Laws, Chapter 151(B), Section 4, and Chapter 149, Section 105(D). The inclusion of the Massachusetts Commission Against Discrimination regulations shall not act so as to create a six (6) month probationary period and/or to limit sick leave benefits to administrators on maternity leave of eight (8) weeks of less. 7. An administrator may alternately request maternity leave, without pay, for two (2) school years, provided that if the administrator exercises this alternate, she may not return during the two (2) year leave of absence without the approval of the Superintendent of Schools whose decision shall be final, and provided, further, the administrator will be assigned to as nearly as comparable a position as s possible and will not be assured the opportunity to return to her former position. 8. An Administrator shall be granted up to eight (8) weeks leave for the purpose of adoption. Said leave shall be paid leave provided that sufficient sick leave time has been accrued.

Maternity/Adoption Leave. An employee’s absence from work due to pregnancy shall be designated as maternity leave and shall be absence without pay, except that prior to the birth of the child and immediately following the birth of the child, all sick leave and absence for illness beyond accumulated sick leave may be used for the period of time that the employee is certified as physically disabled by her physician. 1. An administrator A member of the unit who is pregnant shall be entitled, entitled upon request, request to a leave, without pay, leave to begin at any time between the commencement of the her pregnancy and up to one (1) year after her physician states she is capable of returning to work following the termination birth of her pregnancychild. Said administrator teacher shall notify the Assistant Superintendent, Personnel Services, in writing, writing of her desire to take such leave and, except in case of emergency, shall give such notice at least thirty (30) days prior to the date on which her leave is to beginleave. She shall include with such notice either a physician's statement certifying her pregnancy, or a copy of the birth certificate of her child, whichever is applicable. An administrator A teacher who is pregnant may continue in active employment as late into her the pregnancy as she desires provided she is able to properly perform her required functionsfunctions and without jeopardizing her health, as determined by her physician. 2. An administrator While on maternity leave, a teacher shall have the option to remain an active participant in the District fringe benefit programs by contributing thereto the necessary premiums each month; recognizing that while the employee is on paid sick leave status as referred to in the first paragraph of this Section, she will continue to receive benefits to the extent provided by this Contract. 3. A teacher on maternity leave shall notify not be denied the Superintendent of Schools as soon as possible of her intent opportunity to return during substitute in the one (1) year period after the termination District by reason of the pregnancy, and shall be entitled to return to her former position unless fact that she is on such position has been eliminated, in which case the administrator shall be assigned as nearly as comparable a position as possible. 3. Unless an administrator returns to duty on the expiration leave of the one (1) year period, her employment shall be terminated unless the leave is extended using the procedure as provided in Section H of this Articleabsence. 4. Upon written application Return to service shall coincide with the beginning of a semester unless the Assistant Superintendent, Personnel Services, approves an administrator, a maternity leave may be extended or curtailed if unusual conditions exist, at the discretion of the Superintendentearlier date. 5. An administrator, who employee’s absence from work due to the adoption of a child shall be designated as maternity/FMLA leave and shall be absence without pay once all accumulated sick leave has been employed ninety-one (91) days exhausted. Whenever utilization of maternity/FMLA leave for adoption can be anticipated in advance, maximum and reasonable advance notification of intent to take the school year, upon return, will leave shall be given credit on to the salary schedule for a full year’s work; however, the administrator will not earn sick leave while on unpaid maternity leaveprincipal or designee. 6. An administrator shall be entitled Employees who become pregnant may use up to take paid sick leave to cover that period of the maternity leave during which she was actually physically disabled due to the pregnancy or the termination thereof, in accordance with the regulations issued by the Massachusetts Commission Against Discrimination under Massachusetts General Laws, Chapter 151(B), Section 4, and Chapter 149, Section 105(D). The inclusion of the Massachusetts Commission Against Discrimination regulations shall not act so as to create a six (6) month probationary period and/or to limit weeks of accrued sick leave benefits to administrators on maternity leave for a pregnancy after the birth of eight (8) weeks of less. 7her child for a typical birth. An administrator For a delivery requiring a C-Section an employee may alternately request maternity leave, without pay, for two (2) school years, provided that if the administrator exercises this alternate, she may not return during the two (2) year leave of absence without the approval of the Superintendent of Schools whose decision shall be final, and provided, further, the administrator will be assigned to as nearly as comparable a position as possible and will not be assured the opportunity to return to her former position. 8. An Administrator shall be granted use up to eight (8) weeks of accrued sick leave. 7. Employees may also use more accrued sick days prior to and after the birth of the child with the written request of her doctor. 8. Employees who adopt may use up to six (6) weeks of accrued sick leave from the time of the adoption for the purposes of child rearing. 9. If an employee exhausts all of her sick days, but needs more time per a doctor’s written request, she may go on differential pay for the doctor’s prescribed time, but not to exceed five (5) calendar months. 10. If an employee exhausts her accrued sick days and differential pay she may go on FMLA leave for up to 12 weeks. It is understood that this leave is unpaid, but the purpose of adoption. Said leave shall be paid leave provided that sufficient sick leave time has been accruedemployee maintains her health benefits and loses no seniority and/or rights afforded her by local, state, and federal statute.