Maternity/Child Rearing Leave. A teacher who has entered upon contractual continued service shall be eligible for maternity/child-rearing leave without pay or other benefits subject to the following conditions: (As used herein, “teacher” means a tenured teacher, except in Section I, which is applicable only to non-tenured teachers, and in Sections J and L which are applicable to all teachers.) A. The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancy. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties. B. Notification of intent to take such leave shall be made in writing to the Superintendent or designee at least one hundred twenty (120) calendar days prior to the anticipated birth of the child. C. After consultation with the teacher, the Superintendent or designee shall prepare a plan for the commencement and termination of such leave, taking into consideration maintenance of continuity of instruction and medical factors to the maximum possible degree, and the pertinent time factors related thereto. The leave shall not exceed the balance of the school term in which it commences and one (1) additional school term. Every effort shall be made to have such leave terminated immediately prior to the start of a new school term. Such leave shall commence upon (1) the date agreed upon by the Superintendent or designee and the teacher; (2) the actual date of delivery; or (3) the date on which the teacher is required to leave or cease employment because she is unable to perform her duties, whichever shall first occur. Such leaves which commence during the summer recess shall begin no later than July 1. The Superintendent or designee may waive any of the provisions of this subsection C in his/her sole discretion, and any such waiver shall not be precedential in any respect. D. Sick leave shall not be applicable during the period of the maternity/child-rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the teacher upon return to employment in the District. E. With the consent of the carrier, the teacher may maintain insurance benefits by making timely payments of all premiums which may be due to the District’s business office or elsewhere pursuant to its direction. F. Any teacher who has been employed ninety-three (93) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scale. G. In all instances where a teacher is granted a maternity/child-rearing leave of eight (8) calendar months or more, as a condition thereof, she shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave that she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District. H. Any teacher desiring adoption leave as a result of becoming an adoptive parent shall notify the Superintendent or designee, in writing, upon the initiation of such adoption proceedings. Leave shall be granted upon satisfactory written notification to the Superintendent or designee of the date the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, as soon as known, the expected day of the delivery of the child. I. A maternity/child-rearing leave may be granted to a non-tenured teacher under unusual circumstances by action of the Board, subject to all conditions applicable to a tenured teacher, and provided the term of such leave shall not be considered in computing full time employment under Section 24-11 of the Illinois School Code for purposes of the continuous employment necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured teacher shall not constitute a precedent for the granting or withholding of leave to any other non- tenured teacher. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leave, provided nothing herein shall be construed as requiring any non-tenured teacher to apply for such leave or accept the conditions established therefore. J. Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leave. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such disability. K. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave shall be unpaid and shall be subject to all of the applicable notice and other requirements as set forth in this policy. Eligibility for such leave shall arise upon the anticipated birth of a child which the teacher has fathered or upon his planned adoption of a child. L. A teacher granted a leave of absence hereunder shall agree as a condition precedent to waive any claim to unemployment compensation. M. In the event of the death of the object child of the leave, the leave of absence may be terminated upon the request of the teacher and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired to replace the teacher on maternity leave.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Maternity/Child Rearing Leave. a) A teacher who has entered upon contractual continued her/his third year of consecutive contracted service shall be eligible for maternityentitled to a Maternity/child-rearing leave without pay or other benefits subject to Child Rearing Leave of Absence (“Leave”) under the following conditions: guidelines:
(As used herein, “teacher” means a tenured teacher, except in Section I, which is applicable only to non-tenured teachers, and in Sections J and L which are applicable to all teachers.)
A. 1) The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancy. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties.
B. Notification of intent to take such leave shall be made in writing to the Superintendent or designee at least one hundred twenty (120) calendar days prior to the anticipated birth of the child.
C. After consultation with the teacher, the Superintendent or designee shall prepare agree upon a plan for the commencement and termination of such leaveLeave, taking into consideration maintenance of continuity of instruction and instruction; medical factors to the maximum possible degreefactors, as applicable; and the pertinent time factors related thereto. The leave Leave shall commence no later than the birth of the child, the adoption of a child, the placement of a xxxxxx child, or upon the onset of a pregnancy related condition that would qualify for a sick leave. In the event of unforeseen circumstances, the anticipated duration of the Leave may be reduced upon the sole discretion of the Superintendent.
(2) The Leave shall not exceed the balance of the school term semester in which it commences and one three (13) additional school term. Every effort shall be made to have semesters provided that such leave terminated immediately terminates prior to the start of a the new school termyear in August. Such leave The Leave shall commence not be taken intermittently.
(3) Any teacher desiring a Leave as a result of becoming an adoptive parent, or upon (1) the date agreed upon by placement of a xxxxxx child shall notify the Superintendent or designee in writing upon the initiation of such adoption proceedings or as soon as the placement of a xxxxxx child is contemplated.
(4) A Maternity/Child Rearing Leave shall be unpaid and the teacher; (2) the actual date of delivery; or (3) the date on which shall not entitle the teacher is required to any other employment benefits. However, a Maternity/Child Rearing Leave shall not prevent an employee from concurrently utilizing any other paid or unpaid leave they are entitled to or cease employment because she is unable from concurrently receiving any benefits they are entitled to perform her dutiesreceive from any other such paid or unpaid leave. A Maternity/ Child Rearing Leave shall be subject to all of the applicable notice and other requirements of this policy. Eligibility for such leave shall rise upon the anticipated birth of the child, whichever shall first occur. the planned adoption of a child, the planned placement of a xxxxxx child, or upon the development of a prenatal pregnancy related condition that would qualify for sick leave.
(5) Such leaves Leaves, which commence during the summer recess recess, shall begin no later than July 1. start at the beginning of the fall semester.
(6) For non-tenured teachers, the term of such Leave shall not be considered as full-time employment under Section 105 ILCS 5/24-11 of the School Code for the purposes of determining whether a teacher has worked the four (4) consecutive school terms that are necessary to attain contractual continued service status.
b) The Superintendent or designee Superintendent, with mutual consent of the teacher, may waive any numbers 1-5 of the provisions of this subsection C above guidelines in his/her sole discretion, and any such waiver shall not be precedential in any respect.respect.
D. Sick (1) In the event a teacher is also eligible for an FMLA leave, the FMLA leave shall not be applicable during will run in conjunction with the period Maternity/Child Rearing Leave. In the event a prenatal pregnancy related health condition, a post- natal condition related to the health of the maternity/child-rearing leave. Any accumulated sick leave available at the commencement birthmother, or a health related condition of the leave shall be available to the teacher upon return to employment in the District.
E. With the consent of the carriernewborn, adopted child or newly placed xxxxxx child would qualify for a sick leave, the teacher may maintain insurance benefits by making timely payments of all premiums which elect to concurrently use accumulated sick time, to the extent they remain eligible to utilize their accumulated sick leave, during their Maternity/Child Rearing Leave.
(2) A Maternity/Child Rearing Leave may be due to the District’s business office or elsewhere pursuant to its direction.
F. Any teacher who has been employed ninety-three (93) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scale.
G. In all instances where a teacher is granted a maternity/child-rearing leave of eight (8) calendar months or more, as a condition thereof, she shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave that she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District.
H. Any teacher desiring adoption leave as a result of becoming an adoptive parent shall notify the Superintendent or designee, in writing, upon the initiation of such adoption proceedings. Leave shall be granted upon satisfactory written notification to the Superintendent or designee of the date the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, as soon as known, the expected day of the delivery of the child.
I. A maternity/child-rearing leave may be granted to a non-tenured first or second year teacher under unusual circumstances by action of the Board, subject to all conditions applicable to a tenured teacherteacher with two or more years of consecutive experience, and provided the term of such leave shall not be considered in computing full as full-time employment under Section 24105 ILCS 5/24-11 of the Illinois School Code for the purposes of determining whether a teacher has worked the continuous employment four (4) consecutive school terms that are necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured teacher a Maternity/Child Rearing Leave of Absence under this subparagraph 2 shall not constitute a precedent for the granting or withholding of leave to any other non- tenured teacher. Each teacher as each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leaveLeave granted pursuant to this subparagraph 2, provided nothing herein shall be construed as requiring any non-tenured first or second year teacher to apply for such leave or accept the conditions established therefore.therefore.
J. (3) Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leave. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such disability.
K. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave shall be unpaid and shall be subject to all of the applicable notice and other requirements as set forth in this policy. Eligibility for such leave shall arise upon the anticipated birth of a child which the teacher has fathered or upon his planned adoption of a child.
L. A teacher granted a leave of absence hereunder shall agree as a condition precedent to waive any claim to unemployment compensation.
M. In the event of the death of the object child of the leave, the leave of absence may be terminated upon the request of the teacher and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired to replace the teacher on maternity leave.Maternity/
Appears in 1 contract
Samples: Collective Bargaining Agreement
Maternity/Child Rearing Leave. a. A teacher who has entered upon contractual continued her/his third year of consecutive contracted service shall be eligible for maternityentitled to a Maternity/child-rearing leave without pay or other benefits subject to Child Rearing Leave of Absence (“Leave”) under the following conditions: guidelines:
(As used herein, “teacher” means a tenured teacher, except in Section I, which is applicable only to non-tenured teachers, and in Sections J and L which are applicable to all teachers.)
A. 1) The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancy. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties.
B. Notification of intent to take such leave shall be made in writing to the Superintendent or designee at least one hundred twenty (120) calendar days prior to the anticipated birth of the child.
C. After consultation with the teacher, the Superintendent or designee shall prepare agree upon a plan for the commencement and termination of such leaveLeave, taking into consideration maintenance of continuity of instruction and instruction; medical factors to the maximum possible degreefactors, as applicable; and the pertinent time factors related thereto. The leave Leave shall commence no later than the birth of the child, the adoption of a child, the placement of a xxxxxx child, or upon the onset of a pregnancy related condition that would qualify for a sick leave. In the event of unforeseen circumstances, the anticipated duration of the Leave may be reduced upon the sole discretion of the Superintendent.
(2) The Leave shall not exceed the balance of the school term semester in which it commences and one (1) additional school term. Every effort shall be made to have semester provided that such leave terminated immediately terminates prior to the start of a the new school termyear in August. Such leave The Leave shall commence upon (1) the date agreed upon by the Superintendent or designee and the teacher; (2) the actual date of delivery; or not be taken intermittently.
(3) the date on which the teacher is required to leave or cease employment because she is unable to perform her duties, whichever shall first occur. Such leaves which commence during the summer recess shall begin no later than July 1. The Superintendent or designee may waive any of the provisions of this subsection C in his/her sole discretion, and any such waiver shall not be precedential in any respect.
D. Sick leave shall not be applicable during the period of the maternity/child-rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the teacher upon return to employment in the District.
E. With the consent of the carrier, the teacher may maintain insurance benefits by making timely payments of all premiums which may be due to the District’s business office or elsewhere pursuant to its direction.
F. Any teacher who has been employed ninety-three (93) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scale.
G. In all instances where a teacher is granted a maternity/child-rearing leave of eight (8) calendar months or more, as a condition thereof, she shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave that she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District.
H. Any teacher desiring adoption leave a Leave as a result of becoming an adoptive parent parent, or upon the placement of a xxxxxx child shall notify the Superintendent or designee, designee in writing, writing upon the initiation of such adoption proceedings. proceedings or as soon as the placement of a xxxxxx child is contemplated.
(4) A Maternity/Child Rearing Leave shall be granted upon satisfactory written notification unpaid and shall not entitle the teacher to the Superintendent any other employment benefits. However, a Maternity/Child Rearing Leave shall not prevent an employee from concurrently utilizing any other paid or designee unpaid leave they are entitled to or from concurrently receiving any benefits they are entitled to receive from any other such paid or unpaid leave. A Maternity/ Child Rearing Leave shall be subject to all of the date applicable notice and other requirements of this policy. Eligibility for such leave shall rise upon the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, as soon as known, the expected day of the delivery anticipated birth of the child, the planned adoption of a child, the planned placement of a xxxxxx child, or upon the development of a prenatal pregnancy related condition that would qualify for sick leave.
I. A maternity/child-rearing leave may be granted to a (5) Such Leaves, which commence during the summer recess, shall start at the beginning of the fall semester.
(6) For non-tenured teachers, the term of such Leave shall not be considered as full-time employment under Section 105 ILCS 5/24- 11 of the School Code for the purposes of determining whether a teacher has worked the four (4) consecutive school terms that are necessary to attain contractual continued service status.
(7) In the event a teacher is also eligible for an FMLA leave, the FMLA leave will run in conjunction with the Maternity/Child Rearing Leave. In the event a prenatal pregnancy related health condition, a post-natal condition related to the health of the birthmother, or a health related condition of the newborn, adopted child or newly placed xxxxxx child would qualify for a sick leave, the teacher may elect to concurrently use accumulated sick time, to the extent they remain eligible to utilize their accumulated sick leave, during their Maternity/Child Rearing Leave.
(8) A Maternity/Child Rearing Leave may be granted, to a first or second year teacher under unusual circumstances by action of the Board, subject to all conditions applicable to a tenured teacherteacher with two or more years of consecutive experience, and provided the term of such leave shall not be considered in computing full as full-time employment under Section 24105 ILCS 5/24-11 of the Illinois School Code for the purposes of determining whether a teacher has worked the continuous employment four (4) consecutive school terms that are necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured teacher a Maternity/Child Rearing Leave of Absence under this subparagraph 2 shall not constitute a precedent for the granting or withholding of leave to any other non- tenured teacher. Each teacher as each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leaveLeave granted pursuant to this subparagraph 2, provided nothing herein shall be construed as requiring any non-tenured first or second year teacher to apply for such leave or accept the conditions established therefore.
J. (9) Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leave. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such disability.
K. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave shall be unpaid and shall be subject to all of the applicable notice and other requirements as set forth in this policy. Eligibility for such leave shall arise upon the anticipated birth of a child which the teacher has fathered or upon his planned adoption of a child.
L. A teacher granted a leave of absence hereunder shall agree as a condition precedent to waive any claim to unemployment compensation.
M. In the event of the death of the object child of the leave, the leave of absence may be terminated upon the request of the teacher and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired to replace the teacher on maternity leave.Maternity/
Appears in 1 contract
Samples: Collective Bargaining Agreement
Maternity/Child Rearing Leave. A teacher who has entered upon contractual continued service shall be eligible for granted maternity/child-child rearing leave without pay or other benefits subject to the following conditions: (As used herein, “"teacher” " means a tenured teacher, except in Section IE, which is applicable only to non-tenured teachers, and in Sections J and L which are applicable to all teachers.)
A. The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancydelivery. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties.
B. Notification of intent to take such Application for a maternity/child rearing leave shall be made in writing to the Superintendent or designee at least one hundred twenty (120) calendar days prior to the anticipated birth of the child.
C. After B.1. In consultation with the teacher, the Superintendent or designee shall prepare a plan for the commencement and termination of such leave, taking into consideration maintenance of continuity of instruction and medical factors to the maximum possible degree, and the pertinent time factors related thereto. The leave shall not exceed the balance of the school term in which it commences and one (1) additional school term. Every effort shall be made to have such leave terminated terminate immediately prior to the start of a new school term. Such leave shall commence upon (1) the date agreed upon by the Superintendent or designee and the teacher; (2) the actual date of delivery; or (3) the date on which the teacher is required to leave or cease employment because she is unable to perform her duties, whichever shall first occur. Such leaves leaves, which commence during the summer recess recess, shall begin no later than July 1. The Superintendent or designee may waive any of the provisions of this subsection C Section in his/her sole discretion, and any such waiver shall not be precedential in any respect.
D. Sick leave shall not be applicable during the period of the maternity/child-rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the teacher upon return to employment in the District.
E. With the consent of the carrier, the teacher may maintain insurance benefits by making timely payments of all premiums which may be due to the District’s business office or elsewhere pursuant to its direction.
F. Any teacher who has been employed ninety-three (93) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scale.
G. In all instances where a teacher is granted a maternity/child-rearing leave of eight (8) calendar months or more, as a condition thereof, she shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave that she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District.
H. Any teacher desiring adoption leave as a result of becoming an adoptive parent shall notify the Superintendent or designee, in writing, upon the initiation of such adoption proceedings. Leave shall be granted upon satisfactory written notification to the Superintendent or designee of the date the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, as soon as known, the expected day of the delivery of the child.
I. A maternity/child-rearing leave may be granted to a non-tenured teacher under unusual circumstances by action of the Board, subject to all conditions applicable to a tenured teacher, and provided the term of such leave shall not be considered in computing full time employment under Section 24-11 of the Illinois School Code for purposes of the continuous employment necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured teacher shall not constitute a precedent for the granting or withholding of leave to any other non- tenured teacher. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leave, provided nothing herein shall be construed as requiring any non-tenured teacher to apply for such leave or accept the conditions established therefore.
J. Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leave. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such disability.
K. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave shall be unpaid and shall be subject to all of the applicable notice and other requirements as set forth in this policy. Eligibility for such leave shall arise upon the anticipated birth of a child which the teacher has fathered or upon his planned adoption of a child.
L. A teacher granted a leave of absence hereunder shall agree as a condition precedent to waive any claim to unemployment compensation.
M. In the event of the death of the object child of the leave, the leave of absence may be terminated upon the request of the teacher and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired to replace the teacher on maternity leave.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Maternity/Child Rearing Leave. A teacher member who has entered upon contractual continued her/his third year of service shall be eligible for maternityentitled to a Maternity/child-rearing leave without pay or other benefits subject to Child Rearing Leave of Absence (“Leave”) under the following conditionsguidelines: (As used herein, “teacher” means a tenured teacher, except in Section I, which is applicable only to non-tenured teachers, The member and in Sections J and L which are applicable to all teachers.)
A. The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancy. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties.
B. Notification of intent to take such leave shall be made in writing to the Superintendent or designee at least one hundred twenty (120) calendar days prior to the anticipated birth of the child.
C. After consultation with the teacher, the Superintendent or his designee shall prepare agree upon a plan for the commencement and termination of such leaveLeave, taking into consideration maintenance of continuity of instruction and instruction; medical factors to the maximum possible degreefactors, as applicable; and the pertinent time factors related thereto. The leave Leave shall commence no later than the birth of a child, the adoption of a child, the placement of a xxxxxx child, or upon the onset of a pregnancy related condition that would qualify for a sick leave. In the event of unforeseen circumstances, the anticipated duration of the Leave may be reduced upon the sole discretion of the Superintendent. The Leave shall not exceed the balance of the school term semester in which it commences and one three (13) additional school term. Every effort shall be made to have semesters provided that such leave terminated immediately Leave terminates prior to the start of a new the school term. Such leave shall commence upon (1) the date agreed upon by the Superintendent or designee and the teacher; (2) the actual date of delivery; or (3) the date on which the teacher is required to leave or cease employment because she is unable to perform her duties, whichever shall first occur. Such leaves which commence during the summer recess shall begin no later than July 1year in August. The Superintendent or designee may waive any of the provisions of this subsection C in his/her sole discretion, and any such waiver Leave shall not be precedential in any respect.
D. Sick leave shall not be applicable during the period of the maternity/child-rearing leavetaken intermittently. Any accumulated sick leave available at the commencement of the leave shall be available to the teacher upon return to employment in the District.
E. With the consent of the carrier, the teacher may maintain insurance benefits by making timely payments of all premiums which may be due to the District’s business office or elsewhere pursuant to its direction.
F. Any teacher who has been employed ninety-three (93) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scale.
G. In all instances where member desiring a teacher is granted a maternity/child-rearing leave of eight (8) calendar months or more, as a condition thereof, she shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave that she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District.
H. Any teacher desiring adoption leave Leave as a result of becoming an adoptive parent parent, or upon the placement of a xxxxxx child shall notify the Superintendent or designee, of his designee in writing, writing upon the initiation of such adoption proceedings. Leave shall be granted upon satisfactory written notification to the Superintendent proceedings or designee of the date the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, as soon as known, the expected day placement of the delivery of the child.
I. A maternity/child-rearing leave may be granted to a non-tenured teacher under unusual circumstances by action of the Board, subject to all conditions applicable to a tenured teacher, and provided the term of such leave shall not be considered in computing full time employment under Section 24-11 of the Illinois School Code for purposes of the continuous employment necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured teacher shall not constitute a precedent for the granting or withholding of leave to any other non- tenured teacher. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leave, provided nothing herein shall be construed as requiring any non-tenured teacher to apply for such leave or accept the conditions established therefore.
J. Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leavexxxxxx child is contemplated. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such disability.
K. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave Maternity/Child Rearing Leave shall be unpaid and shall not entitle the member to any other employment benefits. However, a Maternity/Child Rearing Leave shall not prevent an employee from concurrently utilizing any other paid or unpaid leave they are entitled to or from concurrently receiving any benefits they are entitled to receive from any other such paid or unpaid leave. A Maternity/Child Rearing Leave shall be subject to all of the applicable notice and other requirements as set forth in of this policy. Eligibility for such leave shall arise rise upon the anticipated birth of a child which the teacher has fathered or upon his child, the planned adoption of a child.
L. A teacher granted , the planned placement of a leave xxxxxx child, or upon the development of absence hereunder a prenatal pregnancy related condition that would qualify for sick leave. Such Leaves, which commence during the summer recess, shall agree as a condition precedent to waive any claim to unemployment compensation.
M. In start at the event beginning of the death of the object child of the leave, the leave of absence may be terminated upon the request of the teacher and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired to replace the teacher on maternity leavefall semester.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Maternity/Child Rearing Leave. A teacher member who has entered upon contractual continued her/his third year of service shall be eligible for maternityentitled to a Maternity/child-rearing leave without pay or other benefits subject to Child Rearing Leave of Absence (“Leave”) under the following conditions: (As used herein, “teacher” means a tenured teacher, except in Section I, which is applicable only to non-tenured teachers, guidelines:
1. The member and in Sections J and L which are applicable to all teachers.)
A. The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancy. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties.
B. Notification of intent to take such leave shall be made in writing to the Superintendent or designee at least one hundred twenty (120) calendar days prior to the anticipated birth of the child.
C. After consultation with the teacher, the Superintendent or his designee shall prepare agree upon a plan for the commencement and termination of such leaveLeave, taking into consideration maintenance of continuity of instruction and instruction; medical factors to the maximum possible degreefactors, as applicable; and the pertinent time factors related thereto. The leave Leave shall commence no later than the birth of a child, the adoption of a child, the placement of a xxxxxx child, or upon the onset of a pregnancy related condition that would qualify for a sick leave. In the event of unforeseen circumstances, the anticipated duration of the Leave may be reduced upon the sole discretion of the Superintendent.
2. The Leave shall not exceed the balance of the school term semester in which it commences and one three (13) additional school term. Every effort shall be made to have semesters provided that such leave terminated immediately terminates prior to the start of a new the school term. Such leave shall commence upon (1) the date agreed upon by the Superintendent or designee and the teacher; (2) the actual date of delivery; or (3) the date on which the teacher is required to leave or cease employment because she is unable to perform her duties, whichever shall first occur. Such leaves which commence during the summer recess shall begin no later than July 1year in August. The Superintendent or designee may waive any of the provisions of this subsection C in his/her sole discretion, and any such waiver Leave shall not be precedential in any respect.taken intermittently.
D. Sick leave shall not be applicable during the period of the maternity/child-rearing leave3. Any accumulated sick leave available at the commencement of the leave shall be available to the teacher upon return to employment in the District.
E. With the consent of the carrier, the teacher may maintain insurance benefits by making timely payments of all premiums which may be due to the District’s business office or elsewhere pursuant to its direction.
F. Any teacher who has been employed ninety-three (93) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scale.
G. In all instances where member desiring a teacher is granted a maternity/child-rearing leave of eight (8) calendar months or more, as a condition thereof, she shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave that she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District.
H. Any teacher desiring adoption leave Leave as a result of becoming an adoptive parent or upon the placement of a xxxxxx child shall notify the Superintendent or designee, of his designee in writing, writing upon the initiation of such adoption proceedings. Leave shall be granted upon satisfactory written notification to the Superintendent or designee of the date the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, proceedings as soon as known, the expected day placement of the delivery of the child.a xxxxxx child is contemplated.
I. A maternity/child-rearing leave may be granted to a non-tenured teacher under unusual circumstances by action of the Board, subject to all conditions applicable to a tenured teacher, and provided the term of such leave shall not be considered in computing full time employment under Section 24-11 of the Illinois School Code for purposes of the continuous employment necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured teacher shall not constitute a precedent for the granting or withholding of leave to any other non- tenured teacher. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leave, provided nothing herein shall be construed as requiring any non-tenured teacher to apply for such leave or accept the conditions established therefore.
J. Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leave4. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such disability.
K. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave Maternity/Child Rearing Leave shall be unpaid and shall not entitle the member to any other employment benefits. However, a Maternity/Child Rearing Leave shall not prevent an employee from concurrently utilizing any other paid or unpaid leave they are entitled to or from concurrently receiving any benefits they are entitled to receive from any other such paid or unpaid leave. A Maternity/Child Rearing Leave shall be subject to all of the applicable notice and other requirements as set forth in of this policy. Eligibility for such leave shall arise rise upon the anticipated birth of a child which the teacher has fathered or upon his child, the planned adoption of a child., the planned placement of a xxxxxx child, or upon the development of a prenatal pregnancy related condition that would qualify for sick leave.
L. A teacher granted a leave of absence hereunder 5. Such Leaves, which commence during the summer recess, shall agree as a condition precedent to waive any claim to unemployment compensation.
M. In start at the event beginning of the death of the object child of the leave, the leave of absence may be terminated upon the request of the teacher and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired to replace the teacher on maternity leave.fall semester.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Maternity/Child Rearing Leave.
a. A teacher who has entered upon contractual continued her/his third year of consecutive contracted service shall be eligible for maternityentitled to a Maternity/child-rearing leave without pay or other benefits subject to Child Rearing Leave of Absence (“Leave”) under the following conditions: guidelines:
(As used herein, “teacher” means a tenured teacher, except in Section I, which is applicable only to non-tenured teachers, and in Sections J and L which are applicable to all teachers.)
A. 1) The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancy. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties.
B. Notification of intent to take such leave shall be made in writing to the Superintendent or designee at least one hundred twenty (120) calendar days prior to the anticipated birth of the child.
C. After consultation with the teacher, the Superintendent or designee shall prepare agree upon a plan for the commencement and termination of such leaveLeave, taking into consideration maintenance of continuity of instruction and instruction; medical factors to the maximum possible degreefactors, as applicable; and the pertinent time factors related thereto. The leave Leave shall commence no later than the birth of the child, the adoption of a child, the placement of a xxxxxx child, or upon the onset of a pregnancy related condition that would qualify for a sick leave. In the event of unforeseen circumstances, the anticipated duration of the Leave may be reduced upon the sole discretion of the Superintendent.
(2) The Leave shall not exceed the balance of the school term semester in which it commences and one (1) additional school term. Every effort shall be made to have semester provided that such leave terminated immediately terminates prior to the start of a the new school termyear in August. Such leave The Leave shall commence upon (1) the date agreed upon by the Superintendent or designee and the teacher; (2) the actual date of delivery; or not be taken intermittently.
(3) the date on which the teacher is required to leave or cease employment because she is unable to perform her duties, whichever shall first occur. Such leaves which commence during the summer recess shall begin no later than July 1. The Superintendent or designee may waive any of the provisions of this subsection C in his/her sole discretion, and any such waiver shall not be precedential in any respect.
D. Sick leave shall not be applicable during the period of the maternity/child-rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the teacher upon return to employment in the District.
E. With the consent of the carrier, the teacher may maintain insurance benefits by making timely payments of all premiums which may be due to the District’s business office or elsewhere pursuant to its direction.
F. Any teacher who has been employed ninety-three (93) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scale.
G. In all instances where a teacher is granted a maternity/child-rearing leave of eight (8) calendar months or more, as a condition thereof, she shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave that she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District.
H. Any teacher desiring adoption leave a Leave as a result of becoming an adoptive parent parent, or upon the placement of a xxxxxx child shall notify the Superintendent or designee, designee in writing, writing upon the initiation of such adoption proceedings. proceedings or as soon as the placement of a xxxxxx child is contemplated.
(4) A Maternity/Child Rearing Leave shall be granted upon satisfactory written notification unpaid and shall not entitle the teacher to the Superintendent any other employment benefits. However, a Maternity/Child Rearing Leave shall not prevent an employee from concurrently utilizing any other paid or designee unpaid leave they are entitled to or from concurrently receiving any benefits they are entitled to receive from any other such paid or unpaid leave. A Maternity/ Child Rearing Leave shall be subject to all of the date applicable notice and other requirements of this policy. Eligibility for such leave shall rise upon the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, as soon as known, the expected day of the delivery anticipated birth of the child., the planned adoption of a child, the planned placement of a xxxxxx child, or upon the development of a prenatal pregnancy related condition that would qualify for sick leave.
I. A maternity/child-rearing leave may be granted to a (5) Such Leaves, which commence during the summer recess, shall start at the beginning of the fall semester.
(6) For non-tenured teachers, the term of such Leave shall not be considered as full-time employment under Section 105 ILCS 5/24-11 of the School Code for the purposes of determining whether a teacher has worked the four (4) consecutive school terms that are necessary to attain contractual continued service status.
(7) In the event a teacher is also eligible for an FMLA leave, the FMLA leave will run in conjunction with the Maternity/Child Rearing Leave. In the event a prenatal pregnancy related health condition, a post-natal condition related to the health of the birthmother, or a health related condition of the newborn, adopted child or newly placed xxxxxx child would qualify for a sick leave, the teacher may elect to concurrently use accumulated sick time, to the extent they remain eligible to utilize their accumulated sick leave, during their Maternity/Child Rearing Leave.
(8) A Maternity/Child Rearing Leave may be granted, to a first or second year teacher under unusual circumstances by action of the Board, subject to all conditions applicable to a tenured teacherteacher with two or more years of consecutive experience, and provided the term of such leave shall not be considered in computing full as full-time employment under Section 24105 ILCS 5/24-11 of the Illinois School Code for the purposes of determining whether a teacher has worked the continuous employment four (4) consecutive school terms that are necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured teacher a Maternity/Child Rearing Leave of Absence under this subparagraph 2 shall not constitute a precedent for the granting or withholding of leave to any other non- tenured teacher. Each teacher as each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leaveLeave granted pursuant to this subparagraph 2, provided nothing herein shall be construed as requiring any non-tenured first or second year teacher to apply for such leave or accept the conditions established therefore.therefore.
J. (9) Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leave. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such disability.
K. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave shall be unpaid and shall be subject to all of the applicable notice and other requirements as set forth in this policy. Eligibility for such leave shall arise upon the anticipated birth of a child which the teacher has fathered or upon his planned adoption of a child.
L. A teacher granted a leave of absence hereunder shall agree as a condition precedent to waive any claim to unemployment compensation.
M. In the event of the death of the object child of the leave, the leave of absence may be terminated upon the request of the teacher and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired to replace the teacher on maternity leave.Maternity/
Appears in 1 contract
Samples: Collective Bargaining Agreement
Maternity/Child Rearing Leave. a) A teacher who has entered upon contractual continued her/his third year of consecutive contracted service shall be eligible for maternityentitled to a Maternity/child-rearing leave without pay or other benefits subject to Child Rearing Leave of Absence (“Leave”) under the following conditions: guidelines:
(As used herein, “teacher” means a tenured teacher, except in Section I, which is applicable only to non-tenured teachers, and in Sections J and L which are applicable to all teachers.)
A. 1) The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancy. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties.
B. Notification of intent to take such leave shall be made in writing to the Superintendent or designee at least one hundred twenty (120) calendar days prior to the anticipated birth of the child.
C. After consultation with the teacher, the Superintendent or designee shall prepare agree upon a plan for the commencement and termination of such leaveLeave, taking into consideration maintenance of continuity of instruction and instruction; medical factors to the maximum possible degreefactors, as applicable; and the pertinent time factors related thereto. The leave Leave shall commence no later than the birth of the child, the adoption of a child, the placement of a xxxxxx child, or upon the onset of a pregnancy related condition that would qualify for a sick leave. In the event of unforeseen circumstances, the anticipated duration of the Leave may be reduced upon the sole discretion of the Superintendent.
(2) The Leave shall not exceed the balance of the school term semester in which it commences and one (1) additional school term. Every effort shall be made to have semester provided that such leave terminated immediately terminates prior to the start of a the new school termyear in August. Such leave The Leave shall commence not be taken intermittently.
(3) Any teacher desiring a Leave as a result of becoming an adoptive parent, or upon (1) the date agreed upon by placement of a xxxxxx child shall notify the Superintendent or designee in writing upon the initiation of such adoption proceedings or as soon as the placement of a xxxxxx child is contemplated.
(4) A Maternity/Child Rearing Leave shall be unpaid and the teacher; (2) the actual date of delivery; or (3) the date on which shall not entitle the teacher is required to any other employment benefits. However, a Maternity/Child Rearing Leave shall not prevent an employee from concurrently utilizing any other paid or unpaid leave they are entitled to or cease employment because she is unable from concurrently receiving any benefits they are entitled to perform her dutiesreceive from any other such paid or unpaid leave. A Maternity/ Child Rearing Leave shall be subject to all of the applicable notice and other requirements of this policy. Eligibility for such leave shall rise upon the anticipated birth of the child, whichever shall first occur. the planned adoption of a child, the planned placement of a xxxxxx child, or upon the development of a prenatal pregnancy related condition that would qualify for sick leave.
(5) Such leaves Leaves, which commence during the summer recess recess, shall begin no later than July 1. start at the beginning of the fall semester.
(6) For non-tenured teachers, the term of such Leave shall not be considered as full-time employment under Section 105 ILCS 5/24-11 of the School Code for the purposes of determining whether a teacher has worked the four (4) consecutive school terms that are necessary to attain contractual continued service status.
b) The Superintendent or designee Superintendent, with mutual consent of the teacher, may waive any numbers 1-5 of the provisions of this subsection C above guidelines in his/her sole discretion, and any such waiver shall not be precedential in any respect.respect.
D. Sick (1) In the event a teacher is also eligible for an FMLA leave, the FMLA leave shall not be applicable during will run in conjunction with the period Maternity/Child Rearing Leave. In the event a prenatal pregnancy related health condition, a post-natal condition related to the health of the maternity/child-rearing leave. Any accumulated sick leave available at the commencement birthmother, or a health related condition of the leave shall be available to the teacher upon return to employment in the District.
E. With the consent of the carriernewborn, adopted child or newly placed xxxxxx child would qualify for a sick leave, the teacher may maintain insurance benefits by making timely payments of all premiums which elect to concurrently use accumulated sick time, to the extent they remain eligible to utilize their accumulated sick leave, during their Maternity/Child Rearing Leave.
(2) A Maternity/Child Rearing Leave may be due to the District’s business office or elsewhere pursuant to its direction.
F. Any teacher who has been employed ninety-three (93) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scale.
G. In all instances where a teacher is granted a maternity/child-rearing leave of eight (8) calendar months or more, as a condition thereof, she shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave that she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District.
H. Any teacher desiring adoption leave as a result of becoming an adoptive parent shall notify the Superintendent or designee, in writing, upon the initiation of such adoption proceedings. Leave shall be granted upon satisfactory written notification to the Superintendent or designee of the date the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, as soon as known, the expected day of the delivery of the child.
I. A maternity/child-rearing leave may be granted to a non-tenured first or second year teacher under unusual circumstances by action of the Board, subject to to all conditions applicable to a tenured teacherteacher with two or more years of consecutive experience, and provided the term of such leave shall not be considered in computing full as full-time employment under Section 24105 ILCS 5/24-11 of the Illinois School Code for the purposes of determining whether a teacher has worked the continuous employment four (4) consecutive school terms that are necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured teacher a Maternity/Child Rearing Leave of Absence under this subparagraph 2 shall not constitute a precedent for the granting or withholding of leave to any other non- tenured teacher. Each teacher as each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leaveLeave granted pursuant to this subparagraph 2, provided nothing herein shall be construed as requiring any non-tenured first or second year teacher to apply for such leave or accept the conditions established therefore.
J. (3) Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leave. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such disability.
K. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave shall be unpaid and shall be subject to all of the applicable notice and other requirements as set forth in this policy. Eligibility for such leave shall arise upon the anticipated birth of a child which the teacher has fathered or upon his planned adoption of a child.
L. A teacher granted a leave of absence hereunder shall agree as a condition precedent to waive any claim to unemployment compensation.
M. In the event of the death of the object child of the leave, the leave of absence may be terminated upon the request of the teacher and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired to replace the teacher on maternity leave.Maternity/
Appears in 1 contract
Samples: Collective Bargaining Agreement
Maternity/Child Rearing Leave. A teacher member who has entered upon contractual continued her/his third year of service shall be eligible for maternityentitled to a Maternity/child-rearing leave without pay or other benefits subject to Child Rearing Leave of Absence (“Leave”) under the following conditions: (As used herein, “teacher” means a tenured teacher, except in Section I, which is applicable only to non-tenured teachers, guidelines:
1) The member and in Sections J and L which are applicable to all teachers.)
A. The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancy. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties.
B. Notification of intent to take such leave shall be made in writing to the Superintendent or designee at least one hundred twenty (120) calendar days prior to the anticipated birth of the child.
C. After consultation with the teacher, the Superintendent or his designee shall prepare agree upon a plan for the commencement and termination of such leaveLeave, taking into consideration maintenance of continuity of instruction and service; medical factors to the maximum possible degreefactors, as applicable; and the pertinent time factors related thereto. The leave Leave shall commence no later than the birth of a child, the adoption of a child, the placement of a xxxxxx child, or upon the onset of a pregnancy related condition that would qualify for a sick leave. In the event of unforeseen circumstances, the anticipated duration of the Leave may be reduced upon the sole discretion of the Superintendent.
2) The Leave shall not exceed the balance of the school term semester in which it commences and one three (13) additional school term. Every effort shall be made to have semesters provided that such leave terminated immediately terminates prior to the start of a new the school term. Such leave shall commence upon (1) the date agreed upon by the Superintendent or designee and the teacher; (2) the actual date of delivery; or (3) the date on which the teacher is required to leave or cease employment because she is unable to perform her duties, whichever shall first occur. Such leaves which commence during the summer recess shall begin no later than July 1year in August. The Superintendent or designee may waive any of the provisions of this subsection C in his/her sole discretion, and any such waiver Leave shall not be precedential in any respecttaken intermittently.
D. Sick leave shall not be applicable during the period of the maternity/child-rearing leave. 3) Any accumulated sick leave available at the commencement of the leave shall be available to the teacher upon return to employment in the District.
E. With the consent of the carrier, the teacher may maintain insurance benefits by making timely payments of all premiums which may be due to the District’s business office or elsewhere pursuant to its direction.
F. Any teacher who has been employed ninety-three (93) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scale.
G. In all instances where member desiring a teacher is granted a maternity/child-rearing leave of eight (8) calendar months or more, as a condition thereof, she shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave that she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District.
H. Any teacher desiring adoption leave Leave as a result of becoming an adoptive parent parent, or upon the placement of a xxxxxx child shall notify the Superintendent or designee, of his designee in writing, writing upon the initiation of such adoption proceedings. Leave shall be granted upon satisfactory written notification to the Superintendent proceedings or designee of the date the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, as soon as known, the expected day placement of the delivery of the childa xxxxxx child is contemplated.
I. 4) A maternityMaternity/child-rearing leave may be granted to a non-tenured teacher under unusual circumstances by action of the Board, subject to all conditions applicable to a tenured teacher, and provided the term of such leave shall not be considered in computing full time employment under Section 24-11 of the Illinois School Code for purposes of the continuous employment necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured teacher shall not constitute a precedent for the granting or withholding of leave to any other non- tenured teacher. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leave, provided nothing herein shall be construed as requiring any non-tenured teacher to apply for such leave or accept the conditions established therefore.
J. Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leave. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such disability.
K. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave Child Rearing Leave shall be unpaid and shall not entitle the member to any other employment benefits. However, a Maternity/Child Rearing Leave shall not prevent an employee from concurrently utilizing any other paid or unpaid leave they are entitled to or from concurrently receiving any benefits they are entitled to receive from any other such paid or unpaid leave. A Maternity/Child Rearing Leave shall be subject to all of the applicable notice and other requirements as set forth in of this policy. Eligibility for such leave shall arise rise upon the anticipated birth of a child which the teacher has fathered or upon his child, the planned adoption of a child, the planned placement of a xxxxxx child, or upon the development of a prenatal pregnancy related condition that would qualify for sick leave.
L. A teacher granted a leave of absence hereunder 5) Such Leaves, which commence during the summer recess, shall agree as a condition precedent to waive any claim to unemployment compensation.
M. In start at the event beginning of the death of the object child of the leave, the leave of absence may be terminated upon the request of the teacher and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired to replace the teacher on maternity leavefall semester.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Maternity/Child Rearing Leave. A non-professional employee or tenured teacher who has entered upon contractual continued service shall be eligible for entitled to maternity/child-child rearing leave without pay or other benefits subject to the following conditions: (As used herein, “teacher” means a tenured teacher, except in Section I, which is applicable only to non-tenured teachers, and in Sections J and L which are applicable to all teachers.):
A. The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancy. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties.
B. Notification of intent to take such Application for leave shall be made in writing to the Superintendent or designee at least one hundred and twenty (120) calendar days prior to the anticipated birth of the child. Said application shall include a written statement from the obstetrician or physician indicating the expected date of delivery or, if not yet known, as soon as possible.
C. B. After consultation with the teacheremployee, the Superintendent or designee shall prepare a plan for the commencement and termination of such leave, taking into consideration maintenance of continuity of instruction or services and medical factors to the maximum possible degree, and the pertinent time factors related thereto. The leave shall not exceed the balance of the school term in which it commences and one (1) additional school term. Every effort shall be made to have such leave terminated immediately prior to the start of a new school term. Such leave shall commence upon (1) on the date agreed upon to by the Superintendent or designee and the teacher; (2) the actual date of delivery; or (3) the date on which the teacher is required to leave or cease employment because she is unable to perform her duties, whichever shall first occuremployee. Such leaves which commence during the summer recess shall begin no later than July 11st. The Superintendent or designee may waive any of In the provisions of this subsection C in event the employee is unable to perform his/her sole discretionduties due to disability related to pregnancy, and he/she may elect to commence on the leave immediately or to use any such waiver accumulated sick leave until sick leave is exhausted or until the commencement of the leave, whichever shall not be precedential in any respectfirst occur.
D. Sick X. Xxxx leave shall not be applicable during the period of the maternity/child-rearing leaveleave period that follows any otherwise-applicable paid leave for birth or adoption under Section
9.1. Any accumulated sick leave available at the commencement of the maternity/child-rearing leave shall be available to the teacher employee upon return to employment in the Districtdistrict.
E. D. With the consent of the carrier, the teacher eligible employees may maintain insurance benefits by making timely payments of all premiums payments which may be due to the District’s business office or elsewhere pursuant to its direction.
F. E. Any teacher school year employee granted maternity/child rearing leave who has been employed ninety-three (93) completed one semester or more days of the school term prior to the at commencement of such leave shall be entitled considered to such have completed a full year for purpose of salary advancement on consideration. For purposes of this provision, full year employees shall be required to have completed six months or more of the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scalecalendar year.
G. In all instances where a teacher F. If an employee is granted a the maternity/child-child rearing leave of eight (8) calendar months or more, as a condition thereof, he/she shall advise the Superintendent or designee in writing no later than February 15 15th, prior to the termination of such leave leave, that he/she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence above shall be treated as an a voluntary election not to return to employment and as a resignation from the District.
H. G. Any teacher such employee desiring adoption leave as a result of becoming an adoptive parent shall notify the Superintendent or designee, in writing, upon the initiation of such adoption proceedingsproceeding. Leave shall be granted by the Superintendent upon satisfactory written notification notice to the Superintendent or designee of the date the child is expected to be received. It shall be the responsibility of the applying teacher employee to keep the Superintendent or designee informed on the status of the proceedings, proceedings and, as soon as known, the expected day date of the delivery of the child.
I. X. A maternity/child-child rearing leave may be granted to a non-tenured nontenured teacher under unusual circumstances by action of the Board, subject to all the conditions applicable to a tenured tenure teacher, and provided the term of such leave shall not be considered in computing full time employment under Section 24-11 of the Illinois School Code for purposes of the continuous employment necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured nontenured teacher shall not constitute a precedent for the granting or withholding of leave to any other non- tenured nontenured teacher. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leave, provided nothing herein shall be construed as requiring any non-tenured nontenured teacher to apply for such leave or to accept the conditions established thereforeestablished.
J. Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leave. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such disability.
K. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave shall be unpaid and shall be subject to all of the applicable notice and other requirements as set forth in this policy. Eligibility for such leave shall arise upon the anticipated birth of a child which the teacher has fathered or upon his planned adoption of a child.
L. A teacher granted a leave of absence hereunder shall agree as a condition precedent to waive any claim to unemployment compensation.
M. In the event of the death of the object child of the leave, the leave of absence may be terminated upon the request of the teacher and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired to replace the teacher on maternity leave.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Maternity/Child Rearing Leave. A teacher who has entered upon contractual continued service shall be eligible for granted maternity/child-child rearing leave without pay or other benefits subject to the following conditions: (As used herein, “teacher” means a tenured teacher, except in Section IE, which is applicable only to non-tenured teachers, and in Sections J and L which are applicable to all teachers.).
A. The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancydelivery. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties.
B. Notification of intent to take such Application for a maternity/child rearing leave shall be made in writing to the Superintendent or designee at least one hundred twenty (120) calendar days prior to the anticipated birth of the child.
C. After B. In consultation with the teacher, the Superintendent or designee shall prepare a plan for the commencement and termination of such leave, taking into consideration maintenance of continuity of instruction and medical factors to the maximum possible degree, and the pertinent time factors related thereto. The leave shall not exceed the balance of the school term in which it commences and one (1) additional school term. Every effort shall be made to have such leave terminated terminate immediately prior to the start of a new school term. Such leave shall commence upon (1) the date agreed upon by the Superintendent or designee and the teacher; (2) the actual date of delivery; or (3) the date on which the teacher is required to leave or cease employment because she is unable to perform her duties, whichever shall first occur. Such leaves leaves, which commence during the summer recess recess, shall begin no later than July 1. The Superintendent or designee may waive any of the provisions of this subsection C Section in his/her sole discretion, and any such waiver shall not be precedential in any respect.
D. Sick C. A teacher shall be allowed the use of sick leave following the birth of a child according to when the child is born: August through March: up to 45 school days. April through June 15th: the duration of the school year, and up to 25 school days after the start of the next school year (must not exceed a total of 45 school days). June 16th through June 30th: up to 30 school days at the start of the next school year. July 1st through July 15th: up to 35 school days at the start of the next school year. July 16th through July 31st: up to 40 school days at the start of the next school year. Any teacher who has medical reason with written explanation from a physician for continued sick leave beyond the preceding allocation of days shall be allowed to utilize additional sick leave days for the specified period. Any other alteration or extension of the preceding allocation of days is left to the discretion of the Superintendent or designee, and such decision shall be without precedential effect. Following this period of time, sick leave shall not be applicable during the period of the maternity/child-child rearing leave. Any accumulated sick leave available at the commencement of the unpaid leave shall be available to the teacher upon return to employment in the District.
E. With the consent of the carrier, the teacher may maintain insurance benefits by making timely payments of all premiums which may be due to the District’s business office or elsewhere pursuant to its direction.
F. Any teacher who has been employed ninety-three (93) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scale.
G. In all instances where a teacher is granted a maternity/child-rearing leave of eight (8) calendar months or more, as a condition thereof, she shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave that she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District.
H. D. Any teacher desiring adoption leave as a result of becoming an adoptive parent shall notify the Superintendent or designee, in writing, upon the initiation of such adoption proceedings. Leave shall be granted granted, as in Section B. above, upon satisfactory written notification to the Superintendent or designee of the date the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, as soon as known, the expected day date of the delivery of the child. This Section shall not be applicable if the adopted child is ten (10) or more years of age at the time the child is received.
I. E. A maternity/child-child rearing leave may be granted to a non-tenured teacher under unusual circumstances by action of the Board, subject to all the conditions applicable to a tenured teacher, and provided the term of such leave shall not be considered in computing full full-time employment under Section 24-11 of the Illinois School Code for purposes of the continuous employment em- ployment necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured teacher shall not constitute a precedent for the granting or withholding of leave to any other non- non-tenured teacher. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leave, provided nothing herein shall be construed as requiring any non-tenured teacher to apply for such leave or to accept the conditions established thereforeestablished.
J. F. A teacher who has been granted a maternity/child rearing leave of absence shall not become eligible for a subsequent maternity/child rearing leave unless and until such teacher has returned to full-time service for at least one (1) complete school term provided under exceptional circumstances the Board may grant such a leave in its sole and absolute discretion. The granting or withholding of such leave shall be without precedential effect.
G. Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-child rearing leave. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such actual disability.
K. H. A male teacher who has entered upon contractual continued service shall be entitled to a child-child rearing leave of absence. Such leave shall be unpaid and shall be subject to , provided the teacher complies with all of the applicable notice and other requirements as set forth in of this policySection. Eligibility for such leave shall arise upon the anticipated birth of a child child, which the teacher has fathered fathered, or upon his planned adoption of a child.
L. A I. If a teacher granted brings into his or her home a newly adopted child, such teacher shall be allowed to utilize up to forty-five (45) consecutive sick leave of absence hereunder shall agree as a condition precedent to waive any claim to unemployment compensation.
M. In the event days and/or personal leave days with pay, upon imminent arrival of the death child into the home. The adoption leave shall be granted according to the following: August through March: up to 45 school days. April through June 15th: the duration of the object child school year, and up to 25 school days after the start of the leave, next school year (must not exceed a total of 45 school days). June 16th through June 30th: up to 30 school days at the leave of absence may be terminated upon the request start of the next school year. July 1st through July 15th: up to 35 school days at the start of the next school year. July 16th through July 31st: up to 40 school days at the start of the next school year. Any alteration or extension of the forty-five (45) school days is left to the discretion of the Superintendent or designee, and such decision shall be without precedential effect. The intent of this leave is to allow the teacher time to prepare for the arrival of a child new to the teacher, and to grant a period of time for the parent and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired child to replace the teacher on maternity leaveform a relationship with each other.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Maternity/Child Rearing Leave. a) A teacher who has entered upon contractual continued her/his third year of consecutive contracted service shall be eligible for maternityentitled to a Maternity/child-rearing leave without pay or other benefits subject to Child Rearing Leave of Absence (“Leave”) under the following conditions: guidelines:
(As used herein, “teacher” means a tenured teacher, except in Section I, which is applicable only to non-tenured teachers, and in Sections J and L which are applicable to all teachers.)
A. 1) The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery and an opinion that the teacher may safely continue in her employment and perform all her regular teaching duties during her pregnancy. From time to time, the Superintendent or designee may request the teacher to furnish subsequent statements from the physician indicating her continued ability to perform her teaching duties.
B. Notification of intent to take such leave shall be made in writing to the Superintendent or designee at least one hundred twenty (120) calendar days prior to the anticipated birth of the child.
C. After consultation with the teacher, the Superintendent or designee shall prepare agree upon a plan for the commencement and termination of such leaveLeave, taking into consideration maintenance of continuity of instruction and instruction; medical factors to the maximum possible degreefactors, as applicable; and the pertinent time factors related thereto. The leave Leave shall commence no later than the birth of the child, the adoption of a child, the placement of a xxxxxx child, or upon the onset of a pregnancy related condition that would qualify for a sick leave. In the event of unforeseen circumstances, the anticipated duration of the Leave may be reduced upon the sole discretion of the Superintendent.
(2) The Leave shall not exceed the balance of the school term semester in which it commences and one three (13) additional school term. Every effort shall be made to have semesters provided that such leave terminated immediately terminates prior to the start of a the new school termyear in August. Such leave The Leave shall commence not be taken intermittently.
(3) Any teacher desiring a Leave as a result of becoming an adoptive parent, or upon (1) the date agreed upon by placement of a xxxxxx child shall notify the Superintendent or designee in writing upon the initiation of such adoption proceedings or as soon as the placement of a xxxxxx child is contemplated.
(4) A Maternity/Child Rearing Leave shall be unpaid and the teacher; (2) the actual date of delivery; or (3) the date on which shall not entitle the teacher is required to any other employment benefits. However, a Maternity/Child Rearing Leave shall not prevent an employee from concurrently utilizing any other paid or unpaid leave they are entitled to or cease employment because she is unable from concurrently receiving any benefits they are entitled to perform her dutiesreceive from any other such paid or unpaid leave. A Maternity/ Child Rearing Leave shall be subject to all of the applicable notice and other requirements of this policy. Eligibility for such leave shall rise upon the anticipated birth of the child, whichever shall first occur. the planned adoption of a child, the planned placement of a xxxxxx child, or upon the development of a prenatal pregnancy related condition that would qualify for sick leave.
(5) Such leaves Leaves, which commence during the summer recess recess, shall begin no later than July 1. start at the beginning of the fall semester.
(6) For non-tenured teachers, the term of such Leave shall not be considered as full-time employment under Section 105 ILCS 5/24-11 of the School Code for the purposes of determining whether a teacher has worked the four (4) consecutive school terms that are necessary to attain contractual continued service status.
b) The Superintendent or designee Superintendent, with mutual consent of the teacher, may waive any numbers 1-5 of the provisions of this subsection C above guidelines in his/her sole discretion, and any such waiver shall not be precedential in any respect.
D. Sick (1) In the event a teacher is also eligible for an FMLA leave, the FMLA leave shall not be applicable during will run in conjunction with the period Maternity/Child Rearing Leave. In the event a prenatal pregnancy related health condition, a post- natal condition related to the health of the maternity/child-rearing leave. Any accumulated sick leave available at the commencement birthmother, or a health related condition of the leave shall be available to the teacher upon return to employment in the District.
E. With the consent of the carriernewborn, adopted child or newly placed xxxxxx child would qualify for a sick leave, the teacher may maintain insurance benefits by making timely payments of all premiums which elect to concurrently use accumulated sick time, to the extent they remain eligible to utilize their accumulated sick leave, during their Maternity/Child Rearing Leave.
(2) A Maternity/Child Rearing Leave may be due to the District’s business office or elsewhere pursuant to its direction.
F. Any teacher who has been employed ninety-three (93) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted. If the leave exceeds the school term in which such leave commences, the second school term shall not be considered for step advancement on the salary scale.
G. In all instances where a teacher is granted a maternity/child-rearing leave of eight (8) calendar months or more, as a condition thereof, she shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave that she intends to return to employment. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District.
H. Any teacher desiring adoption leave as a result of becoming an adoptive parent shall notify the Superintendent or designee, in writing, upon the initiation of such adoption proceedings. Leave shall be granted upon satisfactory written notification to the Superintendent or designee of the date the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, as soon as known, the expected day of the delivery of the child.
I. A maternity/child-rearing leave may be granted to a non-tenured first or second year teacher under unusual circumstances by action of the Board, subject to all conditions applicable to a tenured teacherteacher with two or more years of consecutive experience, and provided the term of such leave shall not be considered in computing full as full-time employment under Section 24105 ILCS 5/24-11 of the Illinois School Code for the purposes of determining whether a teacher has worked the continuous employment four (4) consecutive school terms that are necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. The granting of maternity leave to any non-tenured teacher a Maternity/Child Rearing Leave of Absence under this subparagraph 2 shall not constitute a precedent for the granting or withholding of leave to any other non- tenured teacher. Each teacher as each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leaveLeave granted pursuant to this subparagraph 2, provided nothing herein shall be construed as requiring any non-tenured first or second year teacher to apply for such leave or accept the conditions established therefore.
J. (3) Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leave. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability. Such teacher shall return to employment immediately following the termination of such disability.
K. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave shall be unpaid and shall be subject to all of the applicable notice and other requirements as set forth in this policy. Eligibility for such leave shall arise upon the anticipated birth of a child which the teacher has fathered or upon his planned adoption of a child.
L. A teacher granted a leave of absence hereunder shall agree as a condition precedent to waive any claim to unemployment compensation.
M. In the event of the death of the object child of the leave, the leave of absence may be terminated upon the request of the teacher and the teacher reemployed for the next vacant position for which the teacher is legally qualified or upon expiration of the contract of the teacher who was hired to replace the teacher on maternity leave.Maternity/
Appears in 1 contract
Samples: Collective Bargaining Agreement
