RELATED LEAVE Clause Samples

RELATED LEAVE. WITHOUT FFCRA ENTITLEMENTS
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RELATED LEAVE. An Employee shall be entitled to up to five (5) days of leave pay in each fiscal year to be granted on the recommendation of the Employer as follows and charged against the Employee’s leave credits:
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RELATED LEAVE. The District agrees to work with an employee, as required by law and the collective bargaining agreement, for taking time needed to comply with a medical professional’s recommendations, including to self-quarantine, secure one’s own health, or secure the health of one’s household during the COVID-19 crisis. In the event a CSEA bargaining-unit employee is exposed to coronavirus or is taken ill with coronavirus or wishes to self-quarantine for reasonable cause (i.e. family members who are uniquely vulnerable), the employee may use available leaves for which they are eligible, without fear of reprisal. Subject to Executive Orders, current law, regulations and guidance, the employee may access leave under the Families First Coronavirus Response Act (“HR 6201”) to comply with a medical professional’s recommendations, including to self-quarantine, secure one’s own health, or secure the health of one’s household during the COVID-19 crisis. Employees with dependent-care needs may access leave pursuant to HR 6201. When an employee is not permitted to work due to safety screening (e.g., high temperature or positive report of key symptom), the employee may access leave under HR 6201 and/or the collective bargaining agreement. The District agrees to reasonably accommodate, as required under the Americans with Disabilities Act, support staff who are at higher risk for severe illness (medical conditions that the CDPH says may have increased risks) through the interactive process which may include, among other things, options such as telework or negotiated change in classification or duties. The District may work with the employee to develop a paid and/or unpaid flexible leave plan through the interactive process if that leave plan would be an appropriate and reasonable accommodation under the Americans with Disabilities Act. The parties recognize that the Federal “Families First Coronavirus Response Act,” also known as HR 6201, provides most employees with two weeks of paid leave for coronavirus-related absences, and extends Family Medical Leave Act (FMLA) leave. Specifically, HR 6201 provides as follows, became effective 4/2/20, and ends on 12/31/20: a.80 hours of paid sick leave for full-time employees (pro rata for part-time) at the employee’s regular rate of pay (up to $511 per day and $5,110 in total) if:
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RELATED LEAVE a. No Symptoms - An employee who is required to quarantine, or care for someone who is required to quarantine, but that employee is not symptomatic will work remotely. While a doctor’s note releasing a staff member to return to work is preferred, the District understands that this may not be possible in all situations. Staff members who complete a fourteen-day quarantine and remain free of COVID-19 symptoms or have a doctor’s note clearing them to work may return to the buildings. In the event that the staff member has an exposure through work, the District will reimburse any costs for COVID-19 testing.
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Related to RELATED LEAVE

  • Casual Leave Employees may be granted casual leave with pay to a maximum of two (2) hours for the following purposes:

  • MATERNITY-RELATED REASSIGNMENT OR LEAVE a. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses a risk to her health or that of the foetus or child. b. An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. modifies her job functions or reassigns her, or ii. informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. Where the Council concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

  • Sabbatical Leave Administrators who have been employed in the Okemos Public Schools for seven (7) consecutive years may be granted a sabbatical leave upon request. Application should be made with the Superintendent in February for a leave beginning the following school year. There may be up to two (2) Administrators eligible for sabbatical leave each year. This does not guarantee any particular number of sabbatical leaves. Requests for sabbatical leave will be considered only for a full semester or a full year and shall not exceed two (2) semesters. During said sabbatical leave, Administrators must be in the employ of the Okemos Public Schools and will be paid one-half (1/2) of their salary and full fringe benefits. Administrators must return to service with the Okemos Public Schools immediately upon termination of the sabbatical leave and shall continue service with the Okemos Public Schools for a period of one (1) year, or subject to such conditions as may be mutually agreed upon by the individual and the Board at the time of leave approval. If Administrators do not return to the service of the Okemos Public Schools after termination of their sabbatical leave, they must refund in full all compensation received from the Okemos Public Schools while on leave unless they receive a written waiver to the contrary from the Board. An Administrator returning from sabbatical leave must submit a written statement within forty-five (45) calendar days after the conclusion of the leave to the Board of Education indicating the accomplishments achieved during the leave and showing how these accomplishments related to the betterment of the school district. Providing the leave does not exceed one school year, an Administrator, upon return from sabbatical leave, will be restored to the former position, if available, and if not, to a comparable position or to a position that is mutually agreed upon for which the individual is qualified. In computing service to determine the Administrator's salary at the expiration of leave, time spent on leave will be counted as active service in the Okemos School District.

  • Special Leave The Employer, in any one year, may grant to an Employee: (a) special leave without pay for such a period as it deems circumstances warrant; (b) special leave with pay for reasons other than those covered by 19.02 to 19.11 inclusive, for such period as it deems circumstances warrant.

  • Sabbatical Leaves A. The purposes of a sabbatical leave are to enable a teacher to pursue an activity that will benefit the school system by enhanced professional competence or to enable a teacher to perform in a critical area of need as well as benefit the teacher personally. Such activities might be study leading to a graduate degree with concentration in the individual's current teaching field and/or certification areas or study leading to a bachelor’s degree for a non-degree vocational teacher; or study leading to a graduate degree with concentration in an area of specialization other than the current teaching field and/or certification areas or travel. B. Upon recommendation of the Superintendent, sabbatical leaves will be granted no more than fifteen (15) applicants per year. Requests for sabbatical leave must be received in writing by the C. No applicant with an unsatisfactory rating on the prior year evaluation will be considered. ▇. ▇▇ be eligible, a teacher must have completed at least six (6) full years of active service in the ▇▇▇▇▇▇▇▇▇ County school system. A teacher who has completed a sabbatical will be considered only after all applicants who have not had a sabbatical. ▇. ▇▇ applicant who intends to study must register for a minimum of twelve (12) semester hours per semester unless an exception is granted by the Director of Human Resources. After the sabbatical has been completed, the teacher shall present to the executive director of Human Resources adequate verification of the work or experience completed. ▇. ▇▇ applicant who intends to pursue a program other than formal study must present a comprehensive proposal of the proposed program. If the applicant is accepted for a sabbatical leave, the approved program can be changed only by written consent of the executive director of human resources prior to July 1 of the sabbatical year. After the sabbatical has been completed, the teacher shall present to the Director of Human Resources adequate verification of program completion. G. A teacher on sabbatical leave (either for one-half [½] of a school year or for a full school year) will be paid by the Board at fifty (50) percent of the salary rate which the teacher would have received if the teacher had remained on active duty, provided that such teacher agrees to return to employment in the ▇▇▇▇▇▇▇▇▇ County school system for a period of one (1) year. Should the teacher not return to the service of the Board, the teacher will be required to refund the salary granted for sabbatical leave. H. Upon return from sabbatical leave, a teacher will be placed on the salary schedule at the level the teacher would have achieved had the teacher remained actively employed in the system during the period of absence.