Maternity and Child-Rearing Leave. (a) Maternity and child-rearing leave shall be granted as provided in the Attendance Rules. However, where the child is required to remain in the hospital following birth, the seven month mandatory child care leave shall, upon employee request, commence when the child is released from the hospital. If a child is required to be admitted to a hospital for treatment after child care leave has commenced, upon employee request, child care leave shall be suspended during a single continuous period of such hospitalization and that period shall not count toward calculation of the seven month period. In such cases, any entitlement to mandatory child care leave expires one year from the date of birth of the child.
Maternity and Child-Rearing Leave. Prior to the expected birth of a child a teacher will notify the Superintendent of Schools, in writing, except in case of emergency, whether or not the teacher will be returning to work after the period of medical disability or will be requesting a leave of absence without pay commencing at the expiration of the medical disability and measured from the date of termination of pregnancy. Teachers will be provided maternity leave consistent with federal and state laws. A teacher with professional status who wishes child-rearing leave shall be granted leave without pay up to two years from the date of termination of pregnancy. Such leave will be extended to the first day of the teacher school year, unless the parties agree to an alternative date that is mutually agreed upon immediately following the normal expiration of the two-year period. A teacher with professional status on child-rearing leave shall only be entitled to return the first day of the teacher school year, unless the parties agree to an alternative date that is mutually agreed upon immediately following the normal expiration of the two-year period. Written notice must be given by March 1st of the previous year. All written notices will be addressed to the Superintendent of Schools and postmarked by the above dates. Should a teacher fail to give the above written notice within the period outlined above, then the sole obligation of the Superintendent/Committee is to attempt to honor subsequent requests to return within the leave period should a vacancy for which she is qualified occur. Should a teacher fail to return at the expiration of the above child-rearing leave period, the teacher will be considered voluntarily terminated. For the purposes of this section unpaid leave of up to two years for child rearing will be granted to a teacher with professional status who chooses to adopt a child. Such leave will commence on the date of legal custody. A teacher without professional status may be granted an unpaid leave of absence for the purpose of child-rearing for up to twelve (12) weeks. A teacher without professional status who chooses to resign rather than return after this leave shall be granted an interview if applying for a similar position for which he/she is qualified, provided that the teacher had an evaluation rating that was not Unsatisfactory. If rehired, such a teacher will have unused sick leave days restored. Such leaves shall not affect the employee’s right to receive any benefits for...
Maternity and Child-Rearing Leave. 1. An employee shall be granted a maternity and child-rearing leave, at the discretion of the Board, subject to the following:
Maternity and Child-Rearing Leave. 14.00 A maternity leave shall be granted, without pay, commencing at any time after pregnancy is determined. The times of commencement and return are to be set at the discretion of the member and the Superintendent.
Maternity and Child-Rearing Leave. Educators shall be granted a maternity and child-rearing leave subject to the following: Educators may use up to twelve (12) weeks of accumulated sick/extended leave from the date of birth for a paid maternity and child-rearing leave. Fall, Winter, and Spring Break do not count as part of the twelve (12) weeks paid leave. If a 12-week, paid maternity and child-rearing leave is requested, the first six (6) weeks may be taken intermittently consistent with state law, but the additional six (6) weeks must be taken consecutively (i.e., a consecutive 6-week period). Any time away from work after twelve (12) weeks will be in an unpaid status, unless a continued medical leave is necessary or return to work is not possible as documented by a licensed medical practitioner/physician. The educator shall submit a letter advising the Human Resources Office of the fact of pregnancy no later than ninety (90) days prior to the anticipated birth of the child. This letter shall also indicate the dates of paid maternity and child-rearing leave and the dates of any unpaid maternity and child-rearing leave the educator is requesting, the duration of the requested leave, and the educator’s intention of taking the first six (6) weeks of paid leave intermittently or consecutively. This letter should be accompanied by a written statement from the educator’s licensed medical practitioner indicating the expected date of delivery and that the educator may safely continue in the educator’s employment, including the performance of all regular duties.
Maternity and Child-Rearing Leave. (a) Maternity and child rearing leave shall be as provided in the New York State Attendance Rules and the guidelines for administration of those rules, dated January 28, 1982. However, where the child is required to remain in the hospital following birth, the seven-month mandatory child care leave shall, upon employee request, commence when the child is released from the hospital. If a child is required to be admitted to a hospital for treatment after child care leave has commenced, upon employee request, child care leave shall be suspended during a single continuous period of such hospitalization and that period shall not count toward calculation of the seven-month period. In such cases, any entitlement to mandatory child care leave expires one year from the date of birth of the child.
Maternity and Child-Rearing Leave. 20:1 Any pregnant employee may apply to the Board for a maternity leave of absence with or without pay and shall be granted that maternity leave at any time before the expected date of birth, normally twenty (20) days, and continue to a specified date after the birth, normally twenty (20) days. The employee shall be allowed to use her accumulated sick days during this disability period.
Maternity and Child-Rearing Leave. (a) The Board and the League recognize that teachers are entitled to leaves for maternity-related disabilities in accordance with Section 46a-60(a)(7) of the Connecticut General Statutes.
Maternity and Child-Rearing Leave a. Maternity and child rearing leave shall be as provided in the NYS Attendance Rules and the guidelines for administration of those rules, dated January 28, 1982. However, where the child is required to remain in the hospital following birth, the seven-month mandatory child care leave shall, upon employee request, commence when the child is released from the hospital. If a child is required to be admitted to a hospital for treatment after child care leave has commenced, upon employee request, child care leave shall be suspended during a single continuous period of such hospitalization and that period shall not count toward calculation of the seven-month period. In such cases, any entitlement to mandatory child care leave expires one year from the date of birth of the child.
Maternity and Child-Rearing Leave. 1. A woman will be entitled to take a leave of absence for childbirth for a reasonable length of time and, thereafter, return to her job under the same uniform terms and conditions as any other faculty member with a temporary disability. A woman will not be required to leave work at the expiration of any arbitrary time period during pregnancy, but will be allowed to work as long as she is capable of performing the duties of her job and as long as her physician concurs.
