Maternity/Paternity Leave. Solely for purposes of determining whether the Employee incurs a Break in Service under any provision of this Plan, the Advisory Committee must credit Hours of Service during an Employee's unpaid absence period due to maternity or paternity leave. The Advisory Committee considers an Employee on maternity or paternity leave if the Employee's absence is due to the Employee's pregnancy, the birth of the Employee's child, the placement with the Employee of an adopted child, or the care of the Employee's child immediately following the child's birth or placement. The Advisory Committee credits Hours of Service under this paragraph on the basis of the number of Hours of Service the Employee would receive if he were paid during the absence period or, if the Advisory Committee cannot determine the number of Hours of Service the Employee would receive, on the basis of 8 hours per day during the absence period. The Advisory Committee will credit only the number (not exceeding 501) of Hours of Service necessary to prevent an Employee's Break in Service. The Advisory Committee credits all Hours of Service described in this paragraph to the computation period in which the absence period begins or, if the Employee does not need these Hours of Service to prevent a Break in Service in the computation period in which his absence period begins, the Advisory Committee credits these Hours of Service to the immediately following computation period.
Maternity/Paternity Leave. An employee shall use sick leave (if available) for maternity purposes from the time the employee's doctor certifies the employee can no longer perform the essential functions of their position until the doctor certifies the employee can return to duty. An employee may use up to ten (10) days of sick (paternity) leave due to the birth of a child. An employee may use up to ten (10) days of sick leave for the adoption or new placement of a xxxxxx child. An extension of such leave may be granted under sick leave if the condition of the baby and/or the mother qualifies.
Maternity/Paternity Leave. 9.12.1 Upon request, the Employer may provide a Unit Member who is a natural or adopting parent a leave of absence for the purpose of maternity/paternity leave in accordance with the FMLA/CFRA and Education Code Section. A Unit Member shall notify the employer that he or she intends to take such leave at least four (4) weeks prior to the anticipated date of which the leave is to commence or less if approved by the Employer.
Maternity/Paternity Leave. A maternity leave without pay shall, upon written request, be granted to a teacher any time between the commencement and conclusion of her pregnancy. The commencement of such leave shall be at the discretion of the teacher and her physician. Except in case of emergency, the teacher shall give written notice to the superintendent at least thirty (30) calendar days prior to the date on which her leave is to begin. The request for leave shall include a physician's statement certifying the pregnancy, the anticipated date of birth, and the length of time the teacher should be able to work. All or any portion of a leave taken by a teacher because of a medical disability connected with pregnancy may, at the teacher's option, be charged to her available sick leave.
a. The teacher shall, in written request for leave, notify the superintendent that she will return to work either:
(1) as soon after the birth of her child as her physician certifies in writing that she is able to return, at which time the teacher shall be returned to her former position; or
(2) on the first day of the next school year following the conclusion of pregnancy, at which time the teacher shall be returned to her former position or a substantially similar position for which she is qualified, at the discretion of the superintendent.
b. A child care leave without pay, not to exceed one (1) year, shall be granted a teacher upon written request to the superintendent. Such a leave shall be requested at least thirty (30) calendar days prior to the conclusion of a maternity leave, or in the case of adoption, not later than three (3) months after the date of the adoption. A teacher's request shall be submitted not less than thirty (30) calendar days prior to the conclusion of any year already granted.
c. Upon return from the child care leave, the teacher shall be assigned to his former position, if available, or to a substantially similar position for which the teacher is qualified and if such a similar position is available. If no such position is available, the teacher shall be placed in the first open substantially similar position for which he is qualified.
Maternity/Paternity Leave. A teacher requesting maternity/paternity leave should give written notice to the District at least two (2) weeks prior to commencement of said leave. The written request for maternity/paternity leave should include a statement as to the expected date of return to employment and, within thirty (30) days after the childbirth, shall inform the employer of the specific day when she or he will return to work. During this leave, the employee is entitled to use accumulated sick leave for the period of actual disability as specified in the physician’s statement. This physician’s statement shall be attached to the employee’s notification of return to work. Failure to notify the employer of intent to return or failure to return to work on date stated, shall constitute a waiver of re-employment unless the Board extends the leave.
Maternity/Paternity Leave. A. A member of the bargaining unit who is expecting or adopting a child may request and shall be entitled to a leave of absence without pay for maternity/paternity or child care reasons to begin at any time during pregnancy, or in the case of adoption the receipt of custody, or up to one (1) year for child care after the child is born or adopted. Such leave shall be for the remainder of the current semester and one (1) additional semester. The maximum amount of leave granted for maternity or child care leave will be two (2) school calendar semesters including the semester in which the leave becomes effective.
B. Application for Leave - Application for maternity/paternity leave shall be filed on the Leave of Absence Form and shall contain a statement on the expected date of birth or the date of custody, the date on which the leave of absence is to commence and the term of the leave. The Board may require that the termination of such leave coincide with the end of a school year, the end of a semester, or some other point in time at which the teacher's return coincides with the needs of the Board to avoid disruption of the studies of pupils' work schedules and of other employees. This provision shall not be construed to require return while illness or disability precludes their return. In the case of a miscarriage or abortion, the bargaining unit member shall be entitled to reinstatement at the beginning of the next grading period provided the member requests reinstatement, in writing, filed with the Superintendent at least ten (10) days prior to the beginning of the next grading period. The bargaining unit member shall be entitled to the same teaching assignment held immediately prior to the leave unless shifts in pupil enrollment dictates or the job is combined or eliminated.
C. Rights While on Leave - The bargaining unit member on maternity/paternity leave or child care leave shall be entitled to request and receive the right to continue to be covered by part and/or all insurance benefits providing the insurance company or hospital service association involved permits such continuance of coverage of the person on leave of absence and the bargaining unit member pays to the Treasurer of the Board in advance each month, the full amount of the monthly group plan premium of such coverages. Any overpayment of premium shall be refunded to the staff member upon termination of leave.
Maternity/Paternity Leave. Employees shall be entitled to take up to six (6) months of leave for maternity/paternity purposes commencing as determined below within 12 months following the birth, placement of a son or daughter with the employee for purposes of adoption or xxxxxx care, or adoption of the child; the provisions of Department Procedure 5/101.17 Family and Medical Leave Act (3/05) will apply concurrently with this benefit. Pursuant to the dictates of the Pregnancy Discrimination Act (PDA), Public Law 95-555, if an employee is temporarily unable to perform her job duties due to a medical condition related to pregnancy or childbirth, the employee shall be treated in the same manner as other employees affected by other temporary disabilities. Employees will use FMLA leave time at the beginning of the maternity/paternity leave and exhaust such FMLA leave time concurrently with their accrued leave. The type of leave used will be at the employee’s discretion, but the type will be designated in advance to Payroll. If the employee does not designate the leave usage in advance of using it, Payroll will use leave in the following order: sick, vacation, professional leave, and then bonus leave for maternity/paternity purposes. All maternity/paternity leaves must be taken as one continuous leave period (unless special circumstances clearly show a legitimate need for broken periods of leave) with the leave without pay being the last to be designated. By the sixth (6) month of pregnancy, employees should make an appointment with Health and Safety to develop a tentative plan for leave usage. Employees should submit a leave application request prior to taking leave to indicate the type of leave that will be utilized.
Maternity/Paternity Leave. An employee is entitled to use, as appropriate, accumulated sick leave, accumulated annual leave, accumulated compensatory time off, or leave without pay for adoption purposes or as maternity/paternity leave (regardless of the type of delivery or results of pregnancy) if the provisions below are met.
13.2.1 Maternity leave may be taken prior to the expected birth date of the child.
13.2.2 To utilize sick leave the employee must be incapacitated and unable to work because of illness or her pregnant condition. After birth or adoption, sick leave may be utilized if the child is ill under the provisions of 11.3 above.
13.2.3 If, after exhausting accumulated sick leave, an employee needs additional time off from work because she is incapacitated, accrued annual leave shall be granted. If additional time is required, leave without pay may be granted by the appointing authority if considered justifiable.
13.2.4 Pregnancy shall not jeopardize an employee’s job or seniority, except for leave without pay limitations. The employee shall be responsible for reporting the pregnancy as soon as it is an established fact so that steps may be taken to protect the employee’s health or modify her working conditions and in order that any necessary staffing adjustments may be planned.
13.2.5 The requirements of the Family Medical Leave Act will be followed.
Maternity/Paternity Leave. Upon written request, a unit employee shall, after the birth of his/her child, or adoption of a child, be granted maternity/paternity leave for up to six (6) months. Maternity/paternity leave may begin upon conclusion of any paid sick leave to which the parent is entitled under Article 22 of this Agreement; however, such leave must conclude for each parent within twelve months after the birth or adoption of the child. In those instances where both parents are covered by this provision, maternity/paternity leaves may be taken either concurrently or consecutively. The Employer may grant an extension of such leave upon request of the employee based on operational needs of the Employer. Upon the birth of their child, or adoption of a newborn or special needs child, an employee may certify the need to use up to two (2) weeks of sick leave prior to the beginning of a maternity/paternity leave. The Employer shall consider requests for annual leave immediately prior or subsequent to maternity/paternity leaves in the same manner as requests for annual leave at other times.
Maternity/Paternity Leave. A Maternity/Paternity leave utilizes the teacher’s available PTO and accumulated sick days while under a doctor’s care. Such a leave commences the day following the birth, or adoption, of the child and continues for twelve (12) weeks. During this twelve (12) week period, the teacher may use up to sixty (60) available PTO and accumulated sick days. If the teacher has fewer than sixty (60) available accumulated sick days, the teacher may choose to take the remainder of the twelve (12) week period as an uncompensated leave. If the birth, or adoption, of the child occurs over the summer break, the provisions will not be granted if the leave is set to expire prior to the first day of the school year. If the provision has not expired over the summer break, then the teacher may use any/all of the residual days, beginning with the first day of the new school year and continuing consecutively. If the teacher is medically disabled, as verified by a physician’s statement, beyond the provisions cited here within, the teacher may use more of his/her available sick days to cover the time period of the disability. Uncompensated leave may continue for up to one (1) year following the birth, or adoption, of the child. The teacher granted such a leave shall have the right to maintain, at his/her sole expense during the leave, all insurance benefits in which he/she was enrolled at the time of the request. A teacher on uncompensated leave is required to return within one (1) year following the birth, or adoption, of the child, except the return date may be adjusted beyond the child’s first birthday to the first day of the next grading period. The teacher granted such a leave will be returned to the same assignment or one that is comparable and equal in benefits as determined by the Administration.
