Extended Leaves Without Pay Clause Samples

The Extended Leaves Without Pay clause allows employees to take a prolonged absence from work without receiving their regular salary. Typically, this clause outlines the conditions under which such leave may be granted, such as for personal reasons, family emergencies, or educational pursuits, and may specify the maximum duration and the process for requesting approval. Its core function is to provide a formal mechanism for employees to temporarily step away from their duties without severing their employment, thereby balancing organizational needs with employee well-being and flexibility.
Extended Leaves Without Pay. Up to one (1) school year may be granted if approved by the Director of Education or designate. If granted, the employee will be placed on the Occasional Teachers' List upon his/her return to work. Such leaves shall not be unreasonably withheld.
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Extended Leaves Without Pay. All non-probationary Occasional Teachers on the Occasional Teacher Roster may request to be listed as unavailable for a period of up to and including one (1) school year. The Occasional Teacher shall be returned to available status upon written notice to the Board. Failure to notify the Board within ten (10) days of expiration of the leave will result in removal from the Occasional Teacher Roster.
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Extended Leaves Without Pay. 467 Extended leaves of absence may be granted for health, professional study, or family 468 responsibilities, which may include child nurturing. Employees may request 469 extended leaves of absence without pay for a period of time to be terminated at the 470 conclusion of the semester during which leave commenced or for one additional 471 semester following the conclusion of the semester in which the leave commenced. 472 An employee shall file an application with the Office of Talent and Personnel. The 473 application shall be reviewed by that Office and will be submitted to the Board of 474 Directors for their consideration. The employee’s service will resume either at the 475 beginning of the fall or spring semester in accordance with the leave of absence 476 agreement. 477 478 While on extended leave, the employee’s interest in the retirement funds, 479 accumulated sick leave and placement on the salary schedule shall be frozen. While 480 no additional benefits will be provided by the Employer during the leave period, the 481 employee may purchase such benefits. At the conclusion of the extended leave of 482 absence, the salary of the employee shall be the salary stated on the salary schedule 483 for the step and class for which that employee was appointed at the time of the 484 commencement of the leave. A request for early termination of the leave agreement 485 and reinstatement of position must be made in writing to the Office of Talent and 486 Personnel at least thirty (30) days prior to the beginning of the new semester. The 487 Employer shall reserve the right to delay reinstatement until the beginning of the 488 school semester following the request. Early reinstatement before the beginning of 489 the new semester would be contingent upon an available vacancy. An employee who 490 is granted a leave of absence for a regular school year must indicate a desire to 491 return at the time all other employees sign a contract for the upcoming school year.
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Extended Leaves Without Pay. Teachers may be granted leaves, not exceeding 12 calendar months, which will be subject to prior approval of the Board and will be taken without pay. No credit toward salary increments shall be given upon the teachers return unless the teacher has completed at least one-half year of teaching experience. 1. Special consideration will be given to those teachers wishing to further their experience of improving their skills in the area of their field of instruction. Teachers leaving the system within two years of taking an extended leave will reimburse the Board of any monies received during the leave. 2. Teachers on leave will be returned to their former or an equivalent position consistent with the provisions of Article XI, B, of the Agreement
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Extended Leaves Without Pay. Extended leaves without pay will only be considered for employees who have completed three (3) full years of service to the district. Such leaves, if granted, shall terminate on September 1 next following the school year during which the leave was granted unless the Board and the employee mutually agree otherwise. Drivers returning from an extended leave of absence that does not exceed ninety (90) days shall be assigned to their original run held prior to their leave. ARTICLE VII
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Extended Leaves Without Pay. Employees, SUCCESS employees or sign language interpreters may request extended leaves of absence without pay for a period of time to be terminated at the conclusion of the semester during which leave commenced or for one additional semester following the conclusion of the semester in which the leave commenced. An employee shall file an application in the Office of Human Resources. The application shall be reviewed by that office and will be submitted to the Board of Directors for their consideration. Extended leaves of absence may be granted for health, professional study, or family responsibilities, which may include child nurturing. The employee’s service will resume either at the beginning of the fall or spring semester in accordance with the leave of absence agreement. While on extended leave, the employee’s interest in the retirement funds, accumulated sick leave and placement on the salary schedule shall be frozen. While no additional benefits will be provided by the Employer during the leave period, the employee may purchase such benefits. At the conclusion of the extended leave of absence, the salary of the employee shall be the salary stated on the salary schedule for the step and class for which that employee was appointed at the time of the commencement of the leave. A request for early termination of the leave agreement and reinstatement of position must be made in writing to the Office of Human Resources at least thirty
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Extended Leaves Without Pay. Employees may request extended leaves of absence without pay for a period of time to be terminated at the conclusion of the semester during which leave commenced or for one additional semester following the conclusion of the semester in which the leave commenced. An employee shall file an application in the office of the Executive Director of Human Resources Management. The application shall be reviewed by that office and will be submitted to the Board of Directors for their consideration. Extended leaves of absence may be granted for health, professional study, or family responsibilities, which may include child nurturing. The employee’s service will resume either at the beginning of the fall or spring semester in accordance with the leave of absence agreement.
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Extended Leaves Without Pay 
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Related to Extended Leaves Without Pay

  • Other Leaves Without Pay 10.10.1 Upon recommendation of the Superintendent and approval by the Board of Trustees, leave without compensation, increment, seniority, or tenure credit may be granted for a period of one school year for the following purposes: Peace Corps, care for a member of the immediate family who is ill, long-term illness of the bargaining unit member, service in an elected public office, or professional study or research. 10.10.2 The applications for and granting of such leaves of absence shall be in writing. In addition, a bargaining unit member on such leave shall notify the District Human Resources Office by March 15 of the school year as to an intent to return to employment in the District. Failure to so notify will be considered an abandonment of position.

  • Leaves Without Pay A. Military leave shall be granted in accordance with statutory requirements and University policy. B. Appearance as an individual rather than as an officer or an employee of the University, whether voluntary or in response to a legal order, to appear and testify in private litigation. If an employee has vacation or compensatory time off available to use, the employee may choose to use that leave for this purpose. C. In accordance with the Family Medical Leave Act, an employee shall be granted up to twelve (12) weeks unpaid leave to care for a family member. During this period of time, the Employer shall continue to make the Employer's contribution to the employee's health insurance as though the employee were on payroll. An employee may also be eligible to use sick leave under the provisions of Article 17. D. An employee shall be granted up to sixteen (16) hours unpaid time per year for business connected to children's schooling (i.e., conferences). If an employee has vacation or compensatory time off available to use, the employee may choose to use that leave for this purpose. E. Other personal leaves may be granted at any time to any employee for any period of time for personal purposes with department head approval. This leave may include personal unpaid educational leave to attend a University educational program leading toward a University degree. Should more than one (1) employee in a work location request personal leave at the same time and staffing not allow approval of more than one (1) employee on leave, the employee with the most University Seniority shall get the leave. However, personal or educational leave may be denied if other previously approved leaves do not allow staffing flexibility to grant additional leaves.

  • Parental Leave Without Pay (a) Where an employee has or will have the actual care and custody of a new- born child (including the new-born child of a common-law spouse), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee’s care. (b) Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an order under the laws of a province for the adoption of a child, the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child comes into the employee’s care. (c) Notwithstanding paragraphs (a) and (b): (i) where the employee’s child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay, or (ii) where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which his or her child is hospitalized, the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on parental leave. However, the extension shall end not later than one hundred and four (104) weeks after the day on which the child comes into the employee’s care. (d) An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks in advance of the expected date of birth of the employee’s child (including the child of a common-law spouse), or the date the child is expected to come into the employee’s care pursuant to paragraphs (a) and (b). (e) The Employer may, (i) defer the commencement of parental leave without pay at the request of the employee; (ii) grant the employee parental leave without pay with less than four

  • Special Leave Without Pay Section 1. Employees may participate in a Special Leave Without Pay Program as established by the Hennepin County Board of Commissioners. The Special Leave Without Pay Program period is from date of County Board Approval through December 31, 2021. Section 2. Upon the request of either party, the EMPLOYER and the UNION shall meet and confer on the extension of this Special Leave Without Pay Program each year through 2021. Section 3. The EMPLOYER's policy on use of Special Leave Without Pay (SLWOP) provides that employees may use SLWOP in cases where they would otherwise not take the leave. The EMPLOYER will therefore interpret its policy on SLWOP to allow SLWOP for Union Leave and Parenting Leave in cases where the employee would not otherwise take the leave.

  • Leave Without Pay An employee shall not be entitled to payment for a public holiday falling during a period of leave without pay (including sick leave and military leave without pay) unless the employee has worked during the fortnight ending on the day on which the holiday is observed.