Pregnancy/Adoption Leave. (July, 2009)
(1) Application for pregnancy leave shall be made a minimum of 30 days in advance of the first day of leave and shall be accompanied by a physician’s statement indicating anticipated date of incapacitation. See Appendix 3C(5)
(2) Actual performance of duties will terminate at a time mutually agreed upon by the employee, employer and her physician. Her physician’s written statement is required.
(3) Accumulated sick leave and personal business leave shall be used through the duration of her incapacity as verified in writing by her physician. When available, vacation leave may also be used for pregnancy leave.
(4) An employee who is ineligible for FMLA leave may take up to six (6) weeks of leave for the birth of his/her child, adoption, first-year care or xxxxxx care using a combination of accumulated sick leave or personal business leave or vacation leave or unpaid leave. Pregnant employees who need more than six (6) weeks of paid or unpaid leave for pregnancy-related incapacity must provide certification of the medical necessity for such leave.
(5) A physician’s statement indicating that the employee is physically able to resume her full duties shall be presented prior to returning. If the employee does not return to her position at the conclusion of the incapacity, this voids the leave protection and shall automatically be treated as a voluntary resignation.
Pregnancy/Adoption Leave. 1. When pregnancy prevents a member from performing her duties, the pregnancy will be deemed an illness to which the sick leave applies. A member shall, if requested by the Superintendent, furnish such medical reports as may be reasonably required to establish that the member is unable to return to work because of her illness.
2. A member who is otherwise eligible may take up to up to 12 work weeks of job-protected unpaid leave for the birth or placement of a son or daughter, to bond with a newborn or newly-placed son or daughter or to care for a son or daughter with a serious health condition, as provided in the Family and Medical Leave Act (“FMLA”). Such leave shall be concurrent with such employee’s available sick leave. If and to the extent that eligible members are spouses, the available FMLA leave also is subject to the applicable limitations upon FMLA leave for spouses working for the same employer. A member who participates in the District’s Sick Leave Pool and who requires leave in addition to the member’s other available leave in connection with the birth or placement of a child, may make application for additional leave from the Sick Leave Pool. Any such additional leave also shall be taken concurrently with FMLA leave.
3. If a member elects to be absent from work following childbirth, sick leave days will be deducted according to the number of days absent. If the member does not have enough sick leave days to cover the days absent, the member may elect to not work the balance of days up to six weeks (30 duty days) with the cost of a substitute deducted.
4. In the case of (3) above, the amount deducted from the member’s salary for a post- pregnancy absence from work shall not exceed the amount paid to the substitute or the member’s daily rate of pay, whichever is the lesser amount.
Pregnancy/Adoption Leave. The Employer and the Alliance agree that the best interests of the students, the teachers and the teaching profession shall be of paramount consideration in arranging the dates for commencement and termination of pregnancy/adoption leave.
Pregnancy/Adoption Leave a) Pregnancy/adoption leave is granted to permit a member to return from leave to the same position, if it still exists or a comparable position in terms of work setting and level of responsibility at the same rate of pay as that received by her at the time of commencing the leave or the rate she would have been earning had she worked throughout the leave, whichever is greater.
b) A member with a least thirteen (13) weeks service before the expected birth date is entitled to the following leave of absence without pay:
i) Such leave of absence shall be for a total period of seventeen (17) weeks or such shorter leave of absence as the member may request, it being understood that the leave shall not end before the expiration of six (6) weeks after the actual date of delivery, unless otherwise mutually agreed. Such application for leave to be accompanied by doctor’s certificate, indicating the date of the completion of the pregnancy.
ii) A member who intends to resume work on the expiration of a pregnancy leave of
c) The above pregnancy leave of absence may be started any time up to seventeen (17) weeks before the expected birth date. It is understood, however, that the Board may require the member to commence a leave of absence at such time as the duties of her position cannot reasonably be performed by a pregnant woman or the performance of the member’s work is materially affected by the pregnancy.
d) In accordance with the Employment Standard’s Act, seniority for all purposes continues to accrue during pregnancy/adoption leave.
e) The Board will maintain its share of benefit premiums paid, for the seventeen (17) week period provided the member maintains payment of her share, if any, of benefit premiums where applicable.
f) The member will not receive payment for any accumulated sick leave or vacation pay, if eligible, owing to her at the start of the pregnancy/adoption leave of absence, but such benefits shall be paid to her credit until she returns to work or advises that she does not intend to return to work.
g) A member entitled to a pregnancy/adoption leave of absence under this article, who provides the Service with proof that she is in receipt of employment insurance benefits shall be paid a supplemental employment benefit allowance as follows:
1. Up to a maximum of fifteen (15) weeks, payment equivalent to the difference between the sum of the weekly employment insurance benefit the employee is eligible to receive and seventy-five (75%) percent of th...
Pregnancy/Adoption Leave. Any female bargaining unit member who becomes pregnant following her employment by the Board will notify the Superintendent in writing of her pregnancy as soon as possible after she learns that she is pregnant. At that time, she shall indicate the anticipated date of the requested pregnancy leave. She will also notify the Superintendent in writing of the anticipated delivery date promptly after her doctor informs her of that date. A bargaining unit member may use any or all of the member’s accumulated sick leave for pregnancy-related absence from work during the forty-two (42) calendar days following the date of the childbirth. In addition, a bargaining unit member may use sick leave for absence due to illness or disability resulting from her pregnancy prior to the childbirth and after the period of time set forth in paragraph 2 above. A bargaining unit member who is adopting a child may use ten (10) days of his or her accumulated sick leave in connection with the placement and adjustment. A bargaining unit member may also be entitled to Family and Medical Leave under Article 11, N.
Pregnancy/Adoption Leave. Upon certification of the attending physician to the Superintendent in writing that it is not in the best interest of the teacher's health that she perform her assigned duties, the period of sick leave shall be determined by the attending physician. If in the opinion of the attending physician the teacher is able to continue her assignment, every effort shall be made to effect restoration to the original or comparable position held at the time said teacher went on Pregnancy Disability Leave. Upon application to the Superintendent, sick leave may be granted prior to the date of delivery as determined by the attending physician. Sick leave may be used for maternity/adoption purposes under the following restrictions: Upon application to the Superintendent, a maximum of six (6) weeks of sick leave may be granted for adoption purposes in the event it is required by the adoption agency or the attending physician.
Pregnancy/Adoption Leave. Provided an employee has at least thirteen (13) weeks service, the Employer shall grant such leave without pay, at the written request of the employee, for any period up to a maximum of one (1) year. During such leave seniority for all purposes shall continue to accrue and the Employer will continue to pay their share of the cost of pension, life insurance, accidental death, extended health and dental plans, provided the employee continues to pay their share (if any) of the cost of the benefits.
Pregnancy/Adoption Leave a) Pregnancy / Adoption leave is granted to permit a member to return from leave to the same position if it still exists or a comparable one in terms of work setting and level of responsibility at the same rate of pay as that received by her at the time of commencing the leave or the rate she would have been earning had she worked throughout the leave, whichever is greater.
b) A member with at least thirteen (13) weeks service before the expected birth date is entitled to the following leave of absence without pay:
i. Such leave of absence shall be for a total period of seventeen (17) weeks or such shorter leave of absence as the member may request, it being understood that the leave shall not end before the expiration of six (6) weeks after the actual date of delivery. Such application for leave to be accompanied by doctor’s certificate, indicating the date of the completion of the pregnancy.
ii. A member who intends to resume work on the expiration of a pregnancy leave of absence granted to her under this section, shall so advise the Service in writing at least fourteen (14) days prior to completion of the leave or at least twenty-eight
Pregnancy/Adoption Leave. (a) Applies only to full time employees, provided the employee has at least thirteen (13) weeks service, the Employer shall grant such leave, without pay, at the written request of the employee, for any period up to a maximum of fifty-two (52) weeks. During such leave, seniority for all purposes shall continue to accrue. The Employer may request a certificate from a legally qualified medical practitioner stating the expected birth date.
(b) The Employer will continue to pay their share of the cost of M.S.P.P., life insurance, accidental death, extended health and dental plans, provided the employee continues to pay their share (if any) of the cost of the benefits.
(c) Employees shall be entitled to use vacation or other forms of leave provisions to extend their leave up to fifty-six (56) weeks.
(d) At least sixty (60) days prior to the expiration of the approved pregnancy/adoption leave arrangements, employees may make written request for an additional leave of absence of up to fifty-two (52) weeks. Such requests will be made in writing to the Executive Director, or her designate, who will advise the employee in writing within thirty (30) days of receipt of the request. Applicable extended health care benefits provided under this Collective Agreement may continue, providing the premium costs of such benefits are paid by the employee to the Employer during the extended leave period.
Pregnancy/Adoption Leave. 19.01 The Board will grant a pregnancy/adoption leave without pay to a teacher as per the terms of the Employment Standards Act. At the time of notification of her pregnancy leave, or within thirty (30) calendar days of the birth/adoption of the child, the teacher may request an extended leave of absence up to the end of the school year following the expiration of the Pregnancy/Parental leave. This leave shall be provided to the teacher.
19.02 The Board will return a teacher to the teacher’s previous school in a teaching assignment for which he or she is qualified upon returning from the leave of absence in 19.
01. If a teacher’s leave begins and ends within the same school year, the Board will make every effort to return the teacher to the teaching assignment held prior to the leave.
