Reproductive Loss Leave. Employees who have been employed for at least 30 days, are entitled up to a maximum of five days of reproductive loss leave for a reproductive loss event, as defined by a failed adoption, failed surrogacy, miscarriage, stillbirth, or unsuccessful assisted reproduction.
Reproductive Loss Leave. Each classified employee shall be entitled to take leave for a reproductive loss event as defined in Section 12945.6 of the Government Code.
Reproductive Loss Leave. 10.1 Members of the unit shall be entitled to a leave of absence, not to exceed five (5) days, following a reproductive loss event, including miscarriage, unsuccessful assisted reproduction, failed adoption, failed surrogacy, or stillbirth, as defined.
Reproductive Loss Leave. 10.1.2 All paid leaves granted pursuant to the provisions of this article shall be credited as service for step advancement on the salary schedule and to the extent permitted by law shall be credited towards retirement in the same proportion as salary received.
Reproductive Loss Leave. 10.16.1 An employee may be eligible for reproductive loss leave in accordance with applicable state laws.
Reproductive Loss Leave. 5 The District agrees to grant leave to process the grief caused by a reproductive loss event as required by 6 Government Code Section 12945.6.
Reproductive Loss Leave. An eligible unit employee may take up to five (5) days of reproductive loss leave following a reproductive loss event. A “reproductive loss event” is defined as the day or, for a multiple-day event, the final day of a failed adoption, failed surrogacy, miscarriage, stillbirth, or an unsuccessful assisted reproduction. Days for reproductive loss leave may be taken nonconsecutively. Such leave must be completed within three months of the event, except that if a unit employee takes another available leave prior to or immediately following a reproductive loss event, the unit employee shall complete the reproductive loss leave within three months of the end date of the other leave. A unit member may use bereavement leave, accrued and available sick leave, personal leave, or compensatory time off for reproductive loss leave. If no such paid leaves are available, reproductive loss leave shall be unpaid.
Reproductive Loss Leave. An employee who suffers a reproductive loss in their family may take up to five days of paid reproductive loss leave. Pay for reproductive loss leave is calculated at the employee’s normal rate of pay. Additional unpaid leave may be taken upon approval of the VP of Human Resources. In that circumstance, the employee may elect to use accrued vacation, sick pay, or leave without pay. For the purposes of reproductive loss leave, “family” shall be defined as in the Sick Leave section above. NOTE: THE POLICIES LISTED BELOW IN SECTIONS 21-24 ARE SUMMARIES. THE FULL POLICY LANGUAGE CAN BE FOUND IN THE LEGAL AID EMPLOYEE HANDBOOK. CHANGES TO THE POLICIES WILL NOT BE UNILATERALLY IMPLEMENTED BY THE EMPLOYER.
Reproductive Loss Leave. Certificated employees shall be entitled to take leave for a reproductive loss event as defined in Section 12945.6 of the Government Code. Employees shall be eligible to take up to five (5) days of leave for a reproductive loss. Accumulated sick leave and compensatory time off may be utilized for such leave. After all accumulated sick leave is exhausted, employees may request a leave of absence without compensation. Reproductive Loss Leave need not be taken immediately or consecutively but must be taken within three (3) months from the loss event. Employees will be entitled to take up to twenty (20) days within a 12-month period if they experience more than one (1) reproductive loss. Verification (e.g., doctor’s note) may be requested for Reproductive Loss Leave.
Reproductive Loss Leave. Unit members who have been employed for at least 30 days, are entitled up to a maximum of five days of reproductive loss leave for a reproductive loss event, as defined below: ● “Failed adoption” means the dissolution or breach of an adoption agreement with the birth mother or legal guardian, or an adoption that is not finalized because it is contested by another party. This event applies to a person who would have been a parent of the adoptee if the adoption had been completed.
