- Peace Corps Unpaid Leave Sample Clauses

- Peace Corps Unpaid Leave. Leave of absence may be granted without pay up to two (2) years to any employee who enrolls in the Peace Corps as a full-time participant. Such employee shall be restored to employment with the district and shall be given the benefit of any increases which would have been credited to him/her had he/she remained in active service with the school system, provided, however, that such employee shall make application to return to work within ninety (90) days after discharge from the Peace Corps, if a vacancy exists. If the leave has not expired, he/she may l be assigned to the same position in which employed prior to the leave or to a substantially equivalent position, if a vacancy exists, unless a further extension thereof is mutually agreed to by the Board and the Union. Seniority is to be frozen after two years.
Sample 1
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Related to - Peace Corps Unpaid Leave

  • Extended Unpaid Leave Upon written request, a permanent employee who has completed two (2) years of service shall be granted unpaid leave to a maximum of twelve (12) months, subject to the operational requirements of the Employer's operations and the availability of qualified replacement staff. An employee shall be entitled to up to a maximum of twelve (12) months unpaid leave for each two (2) years of service with the understanding that no employee can have more than twelve (12) consecutive months of unpaid leave at any one time. While on such leave employees shall continue to accumulate service, unless they would have been otherwise laid off, for seniority purposes only. The minimum amount of unpaid leave an employee may have under this Clause is eight (8) weeks. An employee will not be granted extended unpaid leave to take another position with the same Employer whether inside or outside a bargaining unit.

  • Other Unpaid Leaves It is agreed that this provision will be interpreted in a manner consistent with the Ontario Human Rights Code and the Employment Standards Act.

  • Unpaid Leave 6. Accrued compensatory time off may be used at the employee’s discretion, with management approval, after exhaustion of 100% sick leave (No. 3 above). However, FLSA compensatory time off shall not be counted against the employee’s four (4) month (nine [9] pay period [720 hours]) family or medical leave entitlement. Therefore, any use of FLSA compensatory time off under this Section shall extend the employee’s family or medical leave by the total amount of FLSA compensatory time off used.

  • Unpaid Leaves Employees on unpaid leaves may not participate in the matching program while on leave.

  • Extended Unpaid Maternity Leave (a) An employee is entitled to apply for leave without pay following Maternity Leave (“extended unpaid Maternity Leave”) to extend their leave by up to two years.

  • Scheduled Unpaid Leave Plan The following Scheduled Unpaid Leave Plan (SULP) is available to all permanent employees for the 2020-2021, and 2021-2022 school years. Employees approved for SULP days shall not be replaced. For employees who work a ten (10) month year a school board will identify:

  • Unpaid Sick Leave The City Manager shall, upon the advice and recommendation of the City physician, grant unpaid sick leave for up to one (1) year upon application of any employee whose paid sick leave is exhausted. Any extension of such leave shall be subject to the Civil Service Board rules.

  • Employment During Unpaid Maternity Leave (a) Special Temporary Employment

  • Unpaid Parental Leave (a) An employee is entitled to a period of up to 52 weeks unpaid parental leave in respect of the:

  • CONTRIBUTIONS WHILE ON UNPAID LEAVE As set forth in Administrative Code section 16.701(b), covered employees who are not in active service for more than twelve (12) weeks, shall be required to pay the Health Service System for the full premium cost of membership in the Health Service System, unless the employee shall be on sick leave, workers’ compensation, mandatory administrative leave, approved personal leave following family care leave, disciplinary suspensions or on a layoff holdover list where the employee verifies they have no alternative coverage.

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