Common use of Parent/Child Rearing Leave Clause in Contracts

Parent/Child Rearing Leave. Bargaining Unit members with at least two continuous years of employment shall be granted parental leave without pay or other benefits subject to the following conditions: 1. Application for child rearing leave shall be made in writing to the Superintendent at least sixty (60) calendar days before the proposed commencement of such leave. 2. The staff member and Superintendent or designee shall mutually determine the commencement and termination of the leave. The leave shall not exceed the balance of the school year in which it commences and one (1) additional school year. 3. Sick leave shall not be applicable during the period of child rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the staff member upon return to active employment in the District. 4. Any staff member on parental leave shall notify the Superintendent in writing by March 1 of intent to return to employment the following school year. 5. A male qualifying staff member 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 Article. 6. An employee granted a leave of absence hereunder shall agree in all cases, as a condition precedent to the granting of such leave, to waive any claim to unemployment compensation. In the event such waiver is not effective, the employee agrees to reimburse the Board for any resultant unemployment compensation costs incurred by the Board. 7. Upon return to employment from leave, the staff member shall receive an available assignment consistent with his/her/their primary position held prior to leave, provided that leave status will not exempt the staff member from reduction in force (RIF). Placement in his/her/their previous assignment is not guaranteed.

Parent/Child Rearing Leave. Bargaining Unit members with at least two continuous years of employment A tenured Teacher shall be granted parental leave without pay or other benefits subject to the following conditions: 1. Application for child rearing leave shall be made in writing to the Superintendent at least sixty (60) calendar days before the proposed commencement of such leave. 2. The staff member Teacher and the Superintendent or designee shall mutually determine the commencement and termination of the leave. The leave shall not exceed the balance of the school year in which it commences and one (1) additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school year. Additionally, leaves granted hereunder commencing in the school year shall be for no less than a semester. 3. Sick leave shall not be applicable during the period of child rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the staff member Teacher upon return to active employment in the District. 4. When a leave has been granted under this paragraph, tenure shall not be interrupted. 5. With the consent of the insurance carrier, the Teacher may maintain medical insurance by making timely payments of all premiums to the District Business Office or elsewhere as may be directed. 6. Any staff member Teacher on parental leave shall notify the Superintendent in writing by March 1 of intent to return to employment the following school year. 57. Any Teacher desiring adoption leave as a result of becoming an adoptive parent shall notify the Superintendent in writing upon the later of the initiation of the legal proceedings therefore or the Teacher’s acceptance by an adoption agency, whichever shall be applicable. Leave shall be granted upon written notification to the Superintendent of the date the child is expected to be received. It shall be the responsibility of the applicant to keep the Superintendent informed of the status of the proceedings and, as soon as known, the expected day of receipt of the child. 8. Nothing in this section shall be construed as requiring any Teacher to apply for a child rearing leave. A Teacher not eligible for or not desiring such leave may utilize accumulated sick leave during the 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 leave of absence without pay or other benefits during such period of disability. Such Teacher shall return to employment immediately following the termination of actual disability, as certified by the Teacher’s physician, or if the Board chooses, a physician of the Board’s choice. If the Board chooses a physician, the Board will pay for the expense of the certification. 9. A male qualifying staff member tenured Teacher 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 Articlesection. Eligibility for such leave shall rest upon the anticipated birth of the child or upon his planned adoption of a child. 610. An employee granted a leave of absence hereunder shall agree in all cases, as a condition precedent to the granting of such leave, to waive any claim to unemployment compensation. In the event such waiver is not effective, the employee agrees to reimburse the Board for any resultant unemployment compensation costs incurred by the Board. 711. Upon return to employment from leave, the staff member Teacher shall receive an available assignment consistent with his/her/their primary position held prior to leaveher professional preparation, provided that leave status will not exempt the staff member Teacher from reduction Reduction in force (RIF)Force. Placement in his/her/their her previous assignment is not guaranteed. 12. To the extent that a tenured Teacher’s temporary illness or disability under this Section also qualifies as a “serious health condition” under the Family and Medical Leave Act and to the extent that the Teacher is an “eligible employee” as defined in Article V, Section I of this Agreement, the first sixty (60) teacher work days of a Teacher’s leave under this Section shall also be construed as medical leave under the Family and Medical Leave provisions of Article V, Section I of this Agreement.

Parent/Child Rearing Leave. Bargaining Unit members with at least two continuous years of employment shall be granted parental leave without pay or other benefits subject to the following conditions: 1. Application for child rearing leave shall be made in writing to the Superintendent at least sixty (60) calendar days before the proposed commencement of such leave. 2. The staff member and Superintendent or designee shall mutually determine the commencement and termination of the leave. The leave shall not exceed the balance of the school year in which it commences and one (1) additional school year. 3. Sick leave shall not be applicable during the period of child rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the staff member upon return to active employment in the District. 4. Any staff member on parental leave shall notify the Superintendent in writing by March 1 of intent to return to employment the following school year. 5. A male qualifying staff member 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 Article. 6. An employee granted a leave of absence hereunder shall agree in all cases, as a condition precedent to the granting of such leave, to waive any claim to unemployment compensation. In the event such waiver is not effective, the employee agrees to reimburse the Board for any resultant unemployment compensation costs incurred by the Board. 7. Upon return to employment from leave, the staff member shall receive an available assignment consistent with his/her/their her primary position held prior to leave, provided that leave status will not exempt the staff member from reduction in force (RIF). Placement in his/her/their her previous assignment is not guaranteed.