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.
(b) In cases of legal adoption under Article 7 of the Domestic Relations Law, leave for child-rearing purposes shall be granted as provided in the Attendance Rules. However, 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 the calculation of the seven month period. In such cases, any entitlement to mandatory child care leave expires one year from the date the child care leave originally commenced.
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.
(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.
(b) In cases of legal adoption under Article 7 of the Domestic Relations Law, leave for child-rearing purposes shall be granted as provided in the New York State Attendance Rules and the guidelines for administration of those rules, dated March 11, 1982. However, 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 the child care leave originally commenced.
Maternity and Child-Rearing Leave. 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) 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.
(b) Verification of the commencement and completion of a pregnancy related disability must be furnished by the employee to the Director of Human Resources as soon as possible.
(c) Any certified professional employee shall be entitled upon written request, submitted to the Superintendent of Schools, to an extended leave without pay for the purposes of child-rearing, apart from any period of childbirth disability leave. An employee shall be entitled to such leave for a period of not less than the remainder of the school year and not more than twenty (20) calendar months. The teacher must return from leave only on the first day of the school year or, at the Superintendent’s discretion, at any other point of the school year, within the twenty
Maternity and Child-Rearing Leave. 1) In the event that a member becomes pregnant, she may continue to work as long as she is physically capable of performing the normal duties of her title, and she may return to work whenever she is physically capable of performing the normal duties of her title effectively.
2) Paid sick leave accumulated by the member may, at the option of the member, be applied to any disability caused, or contributed to, by pregnancy, miscarriage, abortion, child-birth, and/or recovery therefrom.
3) A member shall be granted childrearing leave upon written request for the purpose of caring for his or her newborn infant or adopted infant. Such leave shall be without pay.
4) In the event that the adoption of a child legally requires a member to remain at home with the child for a specified period of time, a leave of absence without pay will be granted to the member for this purpose.
5) In no case shall the combined total of unpaid and paid leave for maternity or childrearing or adoption exceed two (2) years.
6) Returning from maternity leave notice must be given by April 1.
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.
2. A faculty member (man or woman) will be granted a leave of absence without pay for up to one (1) year for the purpose of child rearing after the arrival of a newborn or young child. Thereafter, he or she will return to his or her job under the same terms and conditions as any other faculty member consistent with College policy on leaves of absence.
3. To be entitled to leave under this Section, a faculty member will inform his or her supervisor in advance, to the extent possible, of intention to take leave and the approximate time he or she expects to return to work.
Maternity and Child-Rearing Leave. 1. An employee shall be eligible for a maternity and child-rearing leave, subject to the following:
a. The employee shall advise the Director of Nutrition Service of his/her designee of the fact of pregnancy no later than the fourth (4th) month of pregnancy, and shall provide a written statement from her physician indicating the expected date of delivery and his/her opinion that the employee may safely continue in her employment, including the performance of all regular duties.
b. Application for such leave shall be made in writing to the Director of Nutrition Service or his/her designee at least ninety (90) calendar days prior to the anticipated birth of the child.
c. The employee and the Director of Nutrition Service or his designee shall agree upon a plan for the commencement and termination of such leave. The employee, in consultation with her physician, will determine the date at which the maternity leave will begin. The leave shall not exceed the balance of the school year in which it is commenced and one additional school term. A notice of intention to return shall be included in the plan and communicated to the Director of Nutrition Service. Failure to provide such notification shall be treated as the submission of a resignation from employment with the District.
d. Employees may use up to six (6) weeks (from date of birth) of accumulated sick time for a paid maternity and child rearing absence. Any time away from work after six (6) weeks will be in an unpaid status.
e. Employees who have been employed by the District for at least twelve
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:
a. The employee shall advise the Superintendent or designee of the fact of pregnancy no later than the fourth month of pregnancy and shall provide a written statement from a physician indicating the expected date of delivery and the opinion that the employee may safely continue employment, including the performance of all regular duties.
b. Application for such leave shall be made in writing to the Superintendent or designee at least ninety (90) calendar days prior to the anticipated birth of the child.
c. The employee and the Superintendent or designee shall agree upon a plan for the commencement and termination of such leave. The employee, in consultation with a physician, will determine the date at which the maternity leave will begin. The leave shall not exceed the balance of the school year in which it is commenced and one additional school year. A notice of intention to return shall be included in the plan and communicated to the Superintendent or designee no later than the last day of February of the school year before the intended return. Failure to provide such notification shall be treated as the submission of a resignation from employment with the District.
d. Employees may use up to twelve (12) weeks of accumulated sick leave from the date of birth for a paid maternity and child rearing absence. Any time away from work after twelve (12) weeks will be in an unpaid status. If a 12-week, paid 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).
e. Employees who have been employed by the District for at least twelve
