Maternity/Paternity Leave Sample Clauses

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 ▇▇▇▇▇▇ 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. 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 classified employee whose performance of duty is interrupted by reason of pregnancy or pregnancy of spouse/partner may apply for, and on application shall receive, the benefits of Maternity/Paternity Leave. To be recognized as a partner, an Affidavit of Domestic Partnership must be on file with the Human Resources Department prior to requesting any benefits. Such leave shall be for the purpose of postnatal care, birth of a child or the adoption of a child. All maternity/paternity leave must be used within one (1) year of the birth or adoption of a child. The employee shall submit a letter informing the primary evaluator of the pregnancy as soon as possible. A conference involving the employee and the primary evaluator shall be called by the primary evaluator and a decision shall be reached concerning the employee’s absence and a tentative separation date. The employee is responsible for contacting the Human Resources Department prior to the absence regarding the details of the leave. If the employee qualifies for FMLA leave, Maternity/Paternity Leave will be managed under FMLA guidelines (see related section – Family and Medical Leave). If an employee does not qualify for FMLA leave, Maternity/Paternity leave will be managed as follows: a. The number of paid and unpaid days shall not exceed the total of sixty (60) duty days during the year. The employee will be required to use any applicable of their paid leave days (including sick, vacation, etc.) before unpaid leave is taken (see related article – Unpaid Leave). b. If an extension is medically necessary, as verified in writing by the employee's physician, and the employee has the necessary amount of illness leave, absences will be regarded as illness leave. If accumulated illness leave has been exhausted, the employee will automatically be placed on extended absence for personal or disability leave (see related article – Extended Absence for Personal Illness or Disability Leave) and be subject to the provision thereof.

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. Leave without pay shall be granted members requesting maternity/paternity leave, which shall include adoption, in accordance with the provisions and procedures herein. 1. If a member gives birth or adopts a child during the school year, the member may use unpaid maternity/paternity leave for the balance of the semester during which the birth or adoption occurs plus up to three (3) additional semesters. Members may only use maternity/paternity leave in semester increments and may only return to work at the beginning of the semester following the use of maternity/paternity leave. However, if a member has accrued sick leave, the member may use paid sick leave up to eight (8) weeks as the first eight (8) weeks of the maternity/paternity leave, unless the member’s medical circumstances require the use of additional accrued paid sick leave. If any portion of this 8-week period occurs during summer recess, the member shall not be permitted to use this portion of the paid sick leave during the following school year. 2. If a member gives birth or adopts a child during the summer recess, the member may use unpaid maternity/paternity leave up to four (4) semesters. Members may only use maternity/paternity leave in semester increments and may only return to work at the beginning of the semester following the use of maternity/paternity leave. If a member gives birth or adopts a child during the summer recess, the member shall not be permitted to use any paid sick leave as part of the maternity/paternity leave unless the member’s medical condition qualifies for the use of paid sick leave. 3. Members shall notify the Superintendent/designee at least forty-five (45) calendar days, or as soon as practicable, prior to the member’s return to work date, where practicable. Failure to meet this timeline will result in a forfeiture of the leave rights provided herein. 4. Any available leave under the Family & Medical Leave Act shall run concurrently with the leave provided under this section of Article XII. 5. Requests for such leave shall be submitted at least thirty (30) days prior to the date on which the leave would be scheduled to begin, or as soon as the member becomes aware of the need, whichever is later, unless unusual conditions arise so that a licensed physician recommends the need for leave to commence sooner than the thirty (30) day period. Failure to meet these time lines will result in a forfeiture of the leave rights provided herein. 6. When assigning a member wh...

Maternity/Paternity Leave a) All tenured certified personnel shall be granted a maternity/paternity (including adoptions) leave not to exceed one year. Written application for leave shall be made to the Superintendent no later than 30 days prior to the date the leave is to commence. The application shall state the anticipated beginning and ending dates of the leave, and the type or combination (sick and/or unpaid) leave(s) desired. b) A maximum of 9 weeks of accumulated sick leave may be used for compensated maternity/paternity leave; and used compensated sick leave days shall be applied in accordance to eligible days under the Family Medical Leave Act (FMLA). Uncompensated leave time does not contribute to service time for purposes of establishing steps or seniority. EXAMPLE: A teacher is allowed 12 weeks of unpaid leave according to FMLA. Agreement currently provides a maximum of 9 weeks of paid accumulated sick leave which may be used for compensated maternity/paternity leave. The District allows 9 weeks of compensated sick leave as part of the 12 weeks of FMLA. If the teacher takes the 9 weeks paid, they will have 3 weeks remaining of uncompensated FMLA. c) When granted a non-compensated maternity/paternity leave, hereunder, employee may continue group insurance benefits by paying 100% of each monthly required premium by the 15th day of the previous month for which it covers. d) After maternity/paternity leave, the employee shall return to a position for which she/he is legally qualified. e) The Superintendent and/or Board may waive the above listed time requirements under appropriate circumstances and shall not set a precedent with respect to any other maternity/paternity leave. f) Anything in this article to the contrary notwithstanding, a teacher shall not be entitled to a maternity/paternity leave of more than nine weeks if she/he has been previously granted a maternity/paternity leave and has not returned to full-time employment for at least one (1) full school term since the termination of such prior leave. A teacher may use accumulated paid sick days of nine weeks or less during the maternity/paternity leave.

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.

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.