Common use of Other Long-term Leaves Without Pay Clause in Contracts

Other Long-term Leaves Without Pay. a. Human Resources may grant other long-term leaves without pay to those employees who have a continuing contract and who have completed two (2) full years with SPS immediately prior to the leave. Human Resources will not approve more than one (1) year of these types of leave without pay, regardless of whether the leave is less than the employee’s contracted FTE. Exceptions to the one-year limitation may be granted for leaves to serve in the Peace Corps, childcare or other programs with specific terms. These leaves may be granted for professional growth or education, employment opportunities (other than teaching in another school district, state or foreign country), serving in a public office, study or travel, professional experience or other purposes approved by Human Resources. b. Employees using leave for a year may continue insurance coverage by self-paying the entire premium, if allowed by the insurance carrier. c. The employee granted the leave must intend to return to the SPS. d. In times of financial difficulty, Human Resources shall extend leaves to those employees requesting them on a case by case basis. e. Deadline for Notification of Intent to take a leave: Any employee desiring a leave of absence has the responsibility to inform Human Resources in writing as early as possible but no later than the first business day in March prior to the year the leave is desired. Approval or rejection of the request will be provided within 20 work days of receipt of a completed application by Human Resources. f. Deadline for Notification of Intent to Return: On or before the first business day in March of the year the leave of absence occurs, Human Resources must receive written confirmation of an employee’s intent to return. An employee’s failure to confirm their return will be considered a resignation from employment from the SPS. g. Long term leave without pay will not be granted to any employee who is on a performance improvement plan, probation, or currently subject to disciplinary action.

Other Long-term Leaves Without Pay. a. Human Resources may grant other long-long term leaves without pay to those employees who have a continuing contract and who have completed two (2) full years with SPS immediately prior to the leave. Human Resources will not approve more than one (1) year of these types of leave without pay, regardless of whether the leave is less than the employee’s contracted FTE. Exceptions to the one-one year limitation may be granted for leaves to serve in the Peace Corps, childcare or other programs with specific terms. These leaves may be granted for professional growth or education, employment opportunities (other than teaching in another school district, state or foreign country), serving in a public office, study or travel, professional experience or other purposes approved by Human Resources. b. Employees using leave for a year may continue insurance coverage by self-paying the entire premium, if allowed by the insurance carrier. c. The employee granted the leave must intend to return to the SPS. d. In times of financial difficulty, Human Resources shall extend leaves to those employees requesting them on a case by case basis. e. Deadline for Notification of Intent to take a leave: Any employee desiring a leave of absence has the responsibility to inform Human Resources in writing as early as possible but no later than the first business day in March prior to the year the leave is desired. Approval or rejection of the request will be provided within 20 work days of receipt of a completed application by Human Resources. f. Deadline for Notification of Intent to Return: On or before the first business day in March of the year the leave of absence occurs, Human Resources must receive written confirmation of an employee’s intent to return. An employee’s failure to confirm their his/her return will be considered a resignation from employment from the SPS. g. Long term leave without pay will not be granted to any employee who is on a performance improvement plan, probation, or currently subject to disciplinary action.