Pay During Leave. Employees whose request for training leave is approved, will be paid at the rate of 60% of salary and benefits, pro-rata where applicable.
Pay During Leave. All or part of such Extended Pregnancy/Maternity Leave for which the teacher has provided a physician certification that she is not capable of performing duties due to physical disability may be charged to the teacher’s Accumulated Xxxx Leave Days at her discretion. The teacher may also request to use up to ten (10) Accumulated Sick Leave Days for the period of the leave commencing immediately following the later of the end of the sixth (6th) week after the date of birth or the date the teacher’s physician certifies that the teacher is capable of physically performing/returning to her duties. The remainder of the leave will be without pay, but the teacher will remain eligible to continue coverage under the group health insurance program provided she timely pays the full premium cost.
Pay During Leave. The employee’s entitlement to pay during any leave or time off provided in this Article will depend upon the availability of Paid Time Off, temporary disability pay under Workers’ Compensation, State Disability Insurance or Paid Family Leave. Whether the employee continues in pay status or receives pay supplementation from one or more of these sources does not extend or reduce the maximum amount of leave to which an employee is entitled under any part of this Article. (Employees on military leave shall be compensated in a manner and to the extent provided in the military leave policy applicable to all District employees.)
Pay During Leave. The teacher may request to use up to forty (40) consecutive Accumulated Sick Leave Days for the period of the leave. The remainder of the leave will be without pay, but the teacher will remain eligible to continue coverage under the group health insurance program provided he/she timely pays the full premium cost.
Pay During Leave. 1. Personal Medical Leave is an unpaid job protected absence.
2. An employee who is granted Personal Medical Leave may use all available paid time off, consistent with this contract’s Paid Time Off Policy regarding earned, sick, vacation, personal, and holiday time. During continuous leave, employees may elect to take the leave unpaid. Once the employee goes into unpaid status, s/he will remain on unpaid status through the completion of the leave. During intermittent leaves, employees are required to use earned/sick/vacation/personal/holiday time, if they have time available. Intermittent leave can be taken without pay if the SHARE member does not have time available in their bank(s). If a SHARE member is scheduled for a vacation that has been approved, it will not be cancelled in the event that the employee has exhausted their available paid time off as a result of their intermittent leave usage following the approval of the vacation.
3. Employees may not use earned/vacation/sick time to postpone the start of the leave or to prolong approved leave time.
Pay During Leave. Except as provided in this paragraph, all FMLA days are without pay. However, an employee may use accrued vacation and personal days for any covered FMLA leave, may utilize accrued sick days for FMLA leaves due to the employee's own serious health condition, and may use family sick leave for the illness of a spouse, child or parent. The University may, in its discretion, based on the needs of the campus, require an employee to utilize accrued vacation, personal, or sick days during a covered leave. The Human Resources Office will notify the employee if the University is going to require the use of accrued time during a covered leave.
Pay During Leave. FML is unpaid except to the extent the employee elects to substitute accrued paid leave time. An employee may use accrued sick leave when the FML is for the employee's or the employee's family member's serious health condition. An employee may substitute accrued vacation leave, compensatory time off and/or paid administrative leave for any FML. The substitution of paid leave time does not extend the 12-week maximum leave time.
Pay During Leave. Family and/or pregnancy disability leave is unpaid leave. However,
Pay During Leave. 1. FMLA/MPLA leaves are unpaid job-protected absences. Employees may receive paid leave under other statutory leave programs, such as PFML.
2. An employee who is granted FMLA/MPLA leave may use all available paid time off, consistent with this contract’s Paid Time Off Policy regarding earned, sick, vacation, personal, and holiday time. During continuous leave, employees may elect to take the leave unpaid. Once the employee goes into unpaid status, s/he will remain on unpaid status through the completion of the leave. During intermittent leaves under FMLA or MPLA, employees are required to use earned/sick/vacation/personal/holiday time, if they have time available. Intermittent leave can be taken without pay if the SHARE member does not have time available in their bank(s) or is not eligible for statutory pay. If a SHARE member is scheduled for a vacation that has been approved, it will not be cancelled in the event that the employee has exhausted their available paid time off as a result of their intermittent leave usage following the approval of the vacation.
3. Employees may not use earned/vacation/sick/personal time to postpone the start of the leave or to prolong approved leave time.
Pay During Leave. Family Care or Medical Leave is unpaid, except that an Employee may use accrued Vacation Leave, Holiday Leave, Executive Leave, or CTO for this purpose. An Employee may also use Sick Leave, subject to the limit in Subsection 10.1.4, during a Family Care or Medical Leave. A leave due to the Employee’s own illness is not subject to the limit in Subsection 10.1.4.
