Section 9.4. Maternity Leave. 38 Upon application therefore, the District shall grant maternity leave. Such leave shall commence at 39 such time as the employee, and her medical advisor, deem necessary. Employees granted maternity 40 leave must return to work not later than one (1) year following the granting of the maternity leave. 41 Employees granted maternity leave may, at their option, be allowed compensation for maternity leave 42 in accordance with Section 9.1.1 above. Her physician must inform the District that she is unable to 44 able to return. Seniority shall accrue during this leave.
Section 9.4. Maternity Leave. 24 Maternity leave will be deducted from the employee’s illness and injury leave. Such leave will be 25 approved upon request, but only for a reasonable length of time as determined by the employee’s own 27 injury leave will be without pay.
Section 9.4. Maternity Leave. 10 Upon application therefore, the District shall grant child-rearing leave, pursuant to Section 9.7, 11 immediately following the conclusion of maternity leave granted under Section 9.1. The leave shall be 12 for a mutually agreed definite period of time, not to exceed one (1) year. Employees granted child 13 rearing leave must return to work at the agreed time or resign. Seniority and other benefits shall not 15 leave may be reinstated earlier at the sole discretion of the District. Employees must be allowed up to 16 sixty (60) days of child rearing leave or leave for the rest of the school year, whichever is less, during 17 which they will retain rights to their run, which will not be bid.
Section 9.4. Maternity Leave. 33 In the case of pregnancy, for the period of the employee’s temporary disability caused by the 34 pregnancy or childbirth, as verified by the employee’s physician, a leave of absence with pay may be 35 granted. Sick leave may be used, if available.
Section 9.4. Maternity Leave. (See Section 9.7.) 16
Section 9.4. Maternity Leave. 34 In accordance with WAC 162.30.020, a woman is entitled to take a Leave of Absence for childbirth for 35 a reasonable length of time and thereafter return to the same or similar position consistent with the 36 School District's policy on temporary disability. 38 Upon application, the District shall grant maternity leave for the time an employee is disabled due to 39 pregnancy. The following guidelines will apply:
Section 9.4. Maternity Leave. 15 An employee requesting maternity leave shall give written notice to the District at least two (2) weeks 16 prior to commencement of said leave. The written request for maternity leave should include a 17 statement as to the expected date of return to employment. The employee may use accrued sick, 18 personal, and vacation leave concurrently with any applicable federal or state leave. Once federal 19 leave, such as FMLA, is exhausted, employees will have the opportunity to exhaust any remaining 20 accrued sick leave for child bonding. Once exhausted, the employee must request an unpaid personal 21 leave of absence for continued child bonding up to ninety (90) days. If the employee does not qualify 22 for federal or state leave, the employee may use accrued sick, personal, and vacation leave up to sixty 23 (60) calendar days after childbirth. Requests for additional leave beyond ninety (90) days after birth 24 shall be submitted using Section 9.6.
Section 9.4. Maternity Leave. 45 Use of sick leave for temporary disabilities related to the childbirth process shall conform to Washington 46 Administrative Code 000-00-000. In the event sick leave has been exhausted, the employee shall be 47 granted a leave of absence under "Leave Of Absence, Section 9.5" contained herein. 1 Sick leave shall be granted for the time required for any temporary disability related to the childbirth
Section 9.4. Maternity Leave. 2 Upon application therefore, the District shall grant maternity leave. Such leave shall commence at such 3 time as the employee, and her medical advisor, deem necessary. Employees granted maternity leave
Section 9.4. Maternity Leave. 45 A. It is an unfair practice to discharge an employee or penalize her in terms and conditions of 46 employment because she requires time away from work for childbearing.
