Non-use of Leave Stipend Clause Samples

Non-use of Leave Stipend a. During each grading period, a teacher who uses: i. Zero (0) days of his/her leave days shall receive a $250 stipend. This stipend for which a teacher qualifies shall be paid not later than six (6) weeks after the conclusion of each grading period. 1. New hires will be placed on the row and column commensurate with current teachers with similar teaching credentials, based on degree attainment at the time of hiring. A salary adjustment to salaries of new teachers hired at a tentative salary prior to the ratification of this contract will be made to conform to the new salary schedule. 2. The superintendent has discretion to place new hires where needed for hard to fill positions. A. 2024-2025 Salary Schedule A 48588 50327 52129 B 49754 51535 53380 C 50948 52772 54661 D 52171 54039 55973 E 53423 55336 57316 F 54705 56664 58692 G 56018 58024 60101 H 57362 59417 61543 I ▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇ J 60149 62303 64532 K 61593 63798 66081 L ▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇ M 64585 66897 69291 N ▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇ O 67722 70147 72657 P 69347 71831 74401 Q 71011 73555 76187 R 72715 75320 78015 S 74460 77128 79887 T 76247 78979 81804 B. Co-curricular Pay Schedule Teachers assigned to co-curricular duties, as determined by the Board and provided herein, shall be paid in addition to their basic salary the amount(s) stipulated herein. The stipend includes pay for services rendered before school starts, during vacation periods, and after school closes according to the assignment of the Board. Pro-rated payment for coaches and/or sponsors will occur in the event of a long-term school closure that prevents in-person instruction as well as extra-curricular and/or co-curricular activities. Teachers on sabbatical, FMLA, long-term disability, and temporary disability are not eligible to participate in assigned co-curricular duties and, as such, are not eligible for compensation for those duties while on such leaves.
View Source

Related to Non-use of Leave Stipend

  • Abuse of Leave If it is found that a leave is not actually being used for the purpose for which it was granted, the Employer may cancel the leave and direct the employee to report for work by giving written notice to the employee.

  • Use of Leave An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

  • Commencement of Leave Parental leave must commence no later than the first anniversary date of the birth or adoption of the child or of the date on which the child comes into the actual care and custody of the employee. The employee will decide when his or her parental leave is to commence.

  • Termination of Leave Interruption of pregnancy will terminate the leave. Human Resources may require in such cases forty-five (45) days’ notice to return.

  • General Leave Provisions 21.1.1 Except where explicitly noted in Article ▇▇ ▇▇▇▇▇ ▇▇▇▇▇, the Employer may implement, modify, or eliminate the leaves of absence as outlined in this Article and consistent with all state and federal leave requirements. The Employer reserves the right to modify its Leave of Absence policies. The Employer will inform the Union of any material and substantial changes in its Leave of Absence policies prior to implementation.