PROFESSIONAL LEAVE GUIDELINES Sample Clauses

PROFESSIONAL LEAVE GUIDELINES. 57.1 On approval of the building principal, Superintendent and the Board of Education, a professional leave without loss of pay may be granted for employees for the purpose of attending a professional meeting, according to the following conditions: A. Application forms shall be available in the office of each school. B. No more than three (3) employees may attend any one particular meeting that requires absence from classroom duties. In the area of athletics, attendance will be limited to no more than three (3) employees per sport. Such employees shall be current coaches in that sport and selection shall be determined by the Head Coach. 57.2 Professional Leave Guideline Expenses Board Policy: 1. Travel allowance, private car Current I.R.S. rate 2. Registration fee 100% (not to include membership dues) 3. Lodging 100% of the single rate at the conference hotel per night not to exceed $125.00 4. Food Breakfast $10.00 Lunch $15.00 Dinner $25.00 Receipts must be submitted for reimbursement and appropriate tax-exempt forms used. The District shall not be responsible to reimburse any tax paid that is subject to exemption. Employees falsifying documents for payments shall be subject to immediate dismissal. Total cost to the Board shall not exceed two hundred dollars ($200.00) per person for any meeting including travel allowance, registration fee, lodging, and food. The Board can not pay expenses of employee’s spouse or family. A. No employee will receive expenses for more than two (2) professional meetings per school year. The annual Sports Medicine Clinic shall be in addition to the above. No more than one (1) meeting shall be approved for the co-curricular area that requires absence from classroom duties. B. Conference must be in certification area and teaching assignment. C. Conference expenditures are limited to current year’s appropriations. The Board agrees to allocate funds annually ($75.00 per employee or $6,825.00 whichever is greater) for attendance at professional meetings. Such allocation shall be equally divided between the District’s first and second semester, the unused allocation from the first semester shall be carried forward for use in the second semester. Allocated funds above will not be used for any co- curricular professional leave expense reimbursements. This shall not apply to meetings/conferences which employees are required to attend by the Superintendent.
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PROFESSIONAL LEAVE GUIDELINES. 1. Teachers may be granted leave to attend educational conferences, meetings, and workshops, where attendance is felt to be beneficial to the teacher, the school, and the community. Permission to attend these meetings must be secured from the Superintendent/Assistant Superintendent as far in advance of the meeting as possible. Requests must be submitted on forms available at each building. All fees and costs associated with a conference/workshop/professional meeting (except for the cost of the substitute) shall be paid for by the teacher if s/he indicates to the Superintendent that the CEU’s (or their equivalent) and/or graduate credit intend to be applied toward certification/licensure/salary increases. 2. The following steps must be completed when applying to attend a professional meeting: a. Submission of application to the building principal. b. Coordination of requests by the building principal. c. After the building principal has made a written recommendation on the application form, the application will be forwarded to the Superintendent or designee for final action at least three work days before the meeting date. 3. Trips shall be rotated in the department or grade level, when deemed necessary by the department chairperson, when applicable, and the building principal. 4. Limitations shall be placed on the following: a. Expenses-a maximum amount shall be set annually by mutual agreement of the Superintendent and KEA President for lodging and meals. When possible, travel and lodging expenses shall be shared. Meals will be reimbursed only if the approved professional leave trip includes overnight travel. b. Out-of-state meetings – Upon recommendation of the building principal, out-of-state meetings will be considered if: i. Current membership in the organization sponsoring the meeting can be verified. Such verification must accompany the professional meeting request form. ii. Conference is not sponsored by an organization offering membership to teachers but is professionally justified. iii. A maximum allocation of two percent (2%) of the base salary will be allotted for each out-of-state trip. 5. Number of days per person - The total number of days granted in one school year shall not exceed six (6), with the exception of the following: a. Applicants who are officers of professional organizations b. Applicants who are scheduled to present in the program c. Discretion of the Superintendent or designee to request personnel to attend professional meetin...
Sample 1
PROFESSIONAL LEAVE GUIDELINES. 57.1 On approval of the building principal, Superintendent and the Board of Education, a professional leave without loss of pay may be granted for employees for the purpose of attending a professional meeting, according to the following conditions: A. Application forms shall be available in the office of each school. B. No more than three (3) employees may attend any one particular meeting that requires absence from classroom duties. In the area of athletics, attendance will be limited to no more than three (3) employees per sport. Such employees shall be current coaches in that sport and selection shall be determined by the Head Coach. 57.2 Professional Leave Guideline Expenses Board Policy: 1. Travel allowance, private car Current I.R.S. rate 2. Registration fee 100% (not to include membership dues) 3. Lodging 100% of the single rate at the conference hotel per night not to exceed $125.00 4. Food Breakfast $10.00 Lunch $15.00 Dinner $25.00 Receipts must be submitted for reimbursement and appropriate tax-exempt forms used. The District shall not be responsible to reimburse any tax paid that is subject to exemption. Employees falsifying documents for payments shall be subject to immediate dismissal. Total cost to the Board shall not exceed two hundred dollars ($200.00) per person for any meeting including travel allowance, registration fee, lodging, and food. The Board can not pay expenses of employee’s spouse or family.
Sample 1

Related to PROFESSIONAL LEAVE GUIDELINES

  • Professional Leave Professional leave without pay will be granted to full-time and regular part-time Nurses who are elected to the College of Nurses to attend regularly scheduled meetings of the College of Nurses. Professional leave without pay will be granted to Registered Nurses who are elected to the RNAO to attend regularly scheduled meetings. Professional leave without pay will be granted to Registered Practical Nurses who are elected to the RPNAO to attend regularly scheduled meetings.

  • Educational Leave Leave without pay may be granted for educational leave for the duration of actual attendance in an educational program.

  • Educational Leave of Absence Leaves of absence may be granted up to six (6) months under the above provisions only if the course would be beneficial to both the University and the employee.

  • Professional Improvement Leave A teacher may be granted leave to be used for the teacher's professional improvement. Professional improvement days may be approved by the superintendent and used for the purpose of: 1. Visitation to view other instructional techniques or programs. 2. Conferences, workshops, or seminars conducted by colleges, universities, or vocational schools. The teacher planning to use a professional improvement day shall notify the principal at least one week in advance of the proposed absence. The teacher shall be required to file a written report with the principal within one (1) week of attendance at such event. Also, the teacher may/shall be requested to return with materials and/or information to be shared with other teachers. The expense of attending such visitation, conference, workshop, or seminar will be paid by the Board when the proper reimbursement applications are sent to the district office. In cases where attendance at a convention, workshop, seminar, or other educational activity is deemed to be of value only to the individual teacher, leave may be granted for attendance with either no expenses or limited expenses being underwritten by the district. In these cases, no written or verbal reports will be required.

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Personal Leave Day Each employee who has been continuously employed by the College for more than four

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.

  • General Guidelines Conduct yourself in a responsible manner at all times in the laboratory.

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