Research Leave. A Member who has previously completed a Master’s degree, may apply for a Research Leave instead of an Educational Leave in which case the eligibility criteria and all related processes associated with an Educational Leave as set out in Clauses 28.01 to 28.12 shall apply except as modified herein:
(a) Clauses 28.01, 28.02 and 28.04 – 28.06 shall apply to Research Leave in the same manner as to Educational Leave.
(b) Clause 28.03 shall be replaced with the following: A Member on Research Leave shall receive salary paid bi-weekly based upon eighty (80%) percent of full salary of the Member at the time the leave is taken.
(c) Clause 28.07 shall be replaced with the following: By October 1st, a Member shall make an application, supported by a detailed research proposal, to the Xxxx of the Collegiate for a Research Leave that would commence the following academic year, if approved. The Xxxx shall not make any firm commitment to hire a term replacement for the Member taking a full Research Leave prior to five (5) months before the commencement of the leave.
(d) Clauses 28.08 - 28.11 shall be modified as follows: Upon receipt of the application for research leave, the Xxxx shall establish an ad hoc committee to vet the application(s) in the light of the curriculum requirements of the Collegiate Division and the resulting benefit to both the Collegiate and to the Member. The committee shall consist of at least three (3) members including an Associate Xxxx and two full-time tenured Members, one each from arts and from science areas. No Member shall serve on the committee if to do so would create either a real or perceived conflict of interest. By October 15th, the Collegiate research leave committee shall forward its comments or recommendation, together with the application and research proposal, to the University Study Leave Committee, for consideration. The University Study Leave Committee shall consider the application using the same academic rigour as would be used in reviewing any University of Winnipeg application for research leave. By November 15th, the University Study Leave Committee shall forward its recommendation, together with the application and research proposal, to the Xxxx. By November 30th, the Xxxx shall forward the Member’s application and the Xxxx’x recommendation(s) along with that of the Collegiate and University committees to the Vice-President (Academic). The Vice-President (Academic) shall forward these recommendations along with their rec...
Research Leave. The employer undertakes to explore with Revenue Canada a self-funded “research-leave” for those who have held CUPE 3903 Affirmative Action Contractually Limited Appointments in the YUFA bargaining unit, during which the person would continue to accrue applicable prior experience and would remain covered under the YUFA benefits plan. The employer further undertakes to explore making this option available to employees holding contracts in Unit 2.
Research Leave. 9.1.1 Purpose
(a) Research leaves are intended to assist Faculty Members in scholarship, including research and creative professional work, and pedagogical pursuits that are beneficial to the member and the University. Such pursuits may include advanced study, research, scholarly writing, and the widening of professional and ecclesial contacts.
(b) All Faculty Members who hold a tenured appointment have the right to take research leaves under this Article. Research leave involves leave from teaching and service duties at the University for the duration of the leave. Research leaves are normally for a half year (6 months) or a full year (12 months).
Research Leave. (a) Full time Librarians who hold permanent status shall be entitled to a research leave under the same terms as apply to Faculty Members under Article 9.1 above, with references to the Xxxx being read as to the Chief Librarian.
(b) Such research leave may be granted when the Librarian has demonstrated the potential to benefit from the leave, and when the research proposed can be made use of in the Librarian’s continuing employment with the University.
Research Leave. Research leave shall be granted to employees for writing theses, textbooks, as well as in other cases prescribed by legislation. Period, procedure and conditions of granting and payment of research leaves shall be established by the Cabinet of Ministers of Ukraine.
Research Leave a) Faculty Members with tenure are eligible for research leave for a period of up to, but not exceeding, twelve (12) months, after completing six (6) Appointment Years of full-time Research, Teaching and Service, unless a period of less than six (6) Appointment Years is specified in the Faculty Member’s letter of appointment.
b) Research leave is encouraged but it is not an entitlement. Where a Faculty or program may be adversely affected by the number of Members eligible for Research Leave in a given year, the employer may postpone a leave for a period of no more than one (1) year. When the Employer postpones a Faculty Member’s leave for which he/she is otherwise eligible, the period of postponement is subtracted from the time required to qualify for a subsequent leave. Normally the University will not consider granting a full year’s leave in two
Research Leave. It was agreed that each academic staff shall be entitled to an academic research leave of twenty-six (26) working days per annum to enable him or her to take advantage of research facilities or opportunities that are not available locally or are available for a short period only.
Research Leave. A. A CAP shall be eligible for a one-quarter leave of absence, typically to be taken in the Spring Quarter of the third year of the appointment, to pursue scholarly activity (“Research Leave”). The CAP must apply for their Research Leave by written request to the Xxxx of the College, including the nature of the scholarly activity and the location where the scholarly activity will occur. A CAP may apply for Research Leave for a different quarter, but the decision to grant Research Leave in any quarter other than Spring Quarter in the third year remains within the College’s discretion. All Research Leave requests must be approved by the Office of the Xxxxxxx. CAPs will not be eligible for Research Leave in their first year.
B. During their Research Leave, a CAP remains employed full-time and thus, remains “in residence” with the University. Accepting employment, a fellowship or an apprenticeship for wages, a salary or other remuneration during a period of paid leave is grounds for dismissal and any CAP who is determined to have accepted and begun such outside employment, fellowship or apprenticeship during a paid leave of absence shall return to the University all salary, benefits and reimbursements paid by the University during that the portion of the leave period during which the CAP received outside remuneration. Nothing in this paragraph prevents a CAP from seeking and obtaining external funding, solely for research and writing, if the CAP is granted a second research leave of absence as set forth in Article 16, Section 3.D.
C. Each CAP may teach up to two approved courses of their own design outside the Core curriculum. The timing of each such course must be coordinated with and approved by the CAP’s Core Chair, so as to ensure sufficient staffing for the Core sequences. Assuming approval, the first such course may be scheduled during the second, third or fourth year of their appointment, and the second such course cannot be scheduled in the same academic year as the first such course. If a CAP chooses to teach their own course, they will receive one Core course release during that Quarter of the appointment.
D. CAPs may choose one of two options to devote additional time to research in the Spring Quarter of their fourth year. CAPs may waive the opportunity to teach one of the courses of their own design, as set forth in Article 16, Section 3.C, still receiving in that quarter their full salary for teaching only one section of their Core course. Alterna...
Research Leave. (Aca)
5.3.1 All regulations governing Research Leave and the entitlements, duties and obligations of the employee are set out in the Guidelines on Research, Teaching, Study and Professional and Organisational Periods/Duties Overseas and in New Zealand. The most recent edition of these guidelines shall form an integral part of this Agreement and can be found at xxxxx://xxx.xxxxxx.xx.nz/about/policies-procedures-and-guidelines/
5.3.2 Where revisions of the Guidelines on Research, Teaching, Study and Professional and Organisational Periods/Duties Overseas and in New Zealand are considered, the Employer will first consult with employee organisations and the relevant unions that are party to this agreement. When such amendments are made, a new edition of the guidelines shall be published and made available to all academic employees who are bound by this Employment Agreement. This revised edition shall then supersede the previous edition as the prevailing set of conditions governing Research Leave. Similarly it will be open to employee organisations and the relevant unions to make representations to the Employer regarding any major revision at any time.
Research Leave. 209 Article 6.8 WORKPLANNING AND WORKLOAD 211 Article 6.9 MANAGEMENT APPOINTMENTS 211 Article 6.10 FINANCIAL EXIGENCY. 212 Article 6.11 APPLICABLE CLAUSES IN OTHER SECTIONS OF AGREEMENT 212 Appendix A XXXXX PROGRAM TEACHING STAFF SALARY GRID 213 Article 7.1 DESCRIPTION OF ROLE 215 Article 7.2 POSITION REQUIREMENTS 215 Article 7.3 PROFESSIONAL RESPONSIBILITIES 216 Article 7.4 RECRUITMENT AND APPOINTMENT PROCEDURE 216 Article 7.5 TERMS OF APPOINTMENT 217 Article 7.6 CONDITIONS OF EMPLOYMENT 218 Article 7.7 PERFORMANCE EVALUATION 219 Article 7.8 LEAVES OF ABSENCE 219 Article 7.9 FINANCIAL EXIGENCY. 220 Article 7.10 APPLICABLE CLAUSES IN OTHER SECTIONS OF AGREEMENT 220 Appendix A EXTENSION PROGRAM STAFF SALARY GRID 220 LETTER OF UNDERSTANDING #1 225 LETTER OF UNDERSTANDING #2 226 LETTER OF UNDERSTANDING #3 227
