Return to Teaching Clause Samples

The "Return to Teaching" clause outlines the conditions under which an individual, typically an employee on leave or secondment, may resume their teaching duties. It generally specifies the process for notifying the employer of the intent to return, any required timelines, and the position or role to which the individual will be reinstated. For example, it may require the employee to provide written notice a certain number of weeks before returning and clarify whether they will return to their previous teaching assignment or a comparable role. This clause ensures both the employer and employee have clear expectations regarding the transition back to teaching, minimizing disruption and uncertainty for both parties.
Return to Teaching a. Notification of intent to return to teaching following extended maternity/parental leave shall be made to the Superintendent or designate, in writing, on or before April 30th for return in the following school year, or November 30th for return at the start of the second (2nd) semester. b. Upon return to teaching after extended maternity or parental leave, the teacher will be assigned to a position for which they have the necessary qualifications, if possible in the same school where they worked before the leave. Failing this, the teacher shall be placed in a comparable position within the District for which they have the necessary qualifications.
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Return to Teaching. A teacher who is absent on account of sickness and is able to return to teach for a fraction of regularly scheduled teaching time as verified by a duly qualified medical practitioner is entitled to do so subject to the following conditions: 7.3.4.3.1 A plan for such a re-entry that meets the needs of the teacher and the board of education shall be determined by mutual agreement between the teacher and the board of education. 7.3.4.3.2 Should a mutually agreeable plan not be devised, the teacher has the option to continue to be paid full sick leave benefits in accordance with this Article or to return to teach in accordance with the contract of employment. 7.3.4.3.3 There shall be periodic reviews of the partial sick leave arrangement as initiated by the teacher or the board of education. Should there be no mutual agreement to continue or modify the plan, Clause 7.3.4.3.2 applies.
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Return to Teaching. Any vice-principal (VP) who chooses to return to the bargaining unit within 12 months of their appointment shall be permitted to do so without loss of seniority within the local bargaining unit. The vacancy created by the VP appointment shall be filled by a permanent teacher. The return of any VP to the bargaining unit is contingent upon there being a vacancy for which the VP is qualified. No member of the bargaining unit shall be adversely affected due to the return of a VP to the bargaining unit.
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Return to Teaching. The district recognizes that there may be instances where a KAA member would like to return to a teaching position within the district. In such cases, assuming all qualifications are met, and there are no KEA applicants, administrators will be guaranteed an opportunity to interview for positions for which they apply.
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Return to Teaching. Any vice-principal (VP) who chooses to return to the bargaining unit within 12 months of their appointment shall be permitted to do so without loss of seniority within the local bargaining unit. The vacancy created by the VP appointment shall be filled by a permanent teacher. The return of any VP to the bargaining unit is contingent upon there being a vacancy for which the VP is qualified. No member of the bargaining unit shall be adversely affected due to the return of a VP to the bargaining unit. 1. STLDP Adjudication Process 2. Payment of Reduced Income Days 3. Letter re: Permission to Release Experience Information Preparation Date: June 28, 2012 Effective Date of Services: xxxxxx Acronyms, Abbreviations and Definitions 3 AMS Roles within Manulife 3 Intake and File Initiation 4 Initial Interview, Claim Assessment and Recommendation 6 Early Intervention (Ongoing Case Management) 8 Appeal Process 10 AMS to LTD Transition 12 Confidentiality 12
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Return to Teaching. Any vice-principal (VP) who chooses to return to the bargaining unit within 12 months of their appointment shall be permitted to do so without loss of seniority within the local bargaining unit. The vacancy created by the VP appointment shall be filled by a permanent teacher. The return of any VP to the bargaining unit is contingent upon there being a vacancy for which the VP is qualified. No member of the bargaining unit shall be adversely affected due to the return of a VP to the bargaining unit. 1. STLDP Adjudication Process 2. Payment of Reduced Income Days 3. Letter re: Permission to Release Experience Information Copy for archive purposes. Please consult original publisher for current version. Copie à des fins d’archivage. Veuillez consulter l’éditeur original pour la version actuelle. Copy for archive purposes. Please consult original publisher for current version. Preparation Date: June 28, 2012 Effective Date of Services: xxxxxx Copie à des fins d’archivage. Veuillez consulter l’éditeur original pour la version actuelle. Acronyms, Abbreviations and Definitions 3 AMS Roles within Manulife 3 Intake and File Initiation 4 Initial Interview, Claim Assessment and Recommendation 6 Early Intervention (Ongoing Case Management) 8 Appeal Process 10 AMS to LTD Transition 12 Copy for archive purposes. Please consult original publisher for current version. Copie à des fins d’archivage. Veuillez consulter l’éditeur original pour la version actuelle. Confidentiality 12
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Related to Return to Teaching

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code. (b) The Home and the Union agree to ongoing and timely communication by all participants. For the purposes of expediting communication the Home and the Union agree that participants will use electronic communication where available. (c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.

  • Return to Duty The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to-work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.

  • Return to Service Upon completion of a leave of absence, the employee is to be returned to the classification formerly occupied, or to a similar classification if the employee's former classification no longer exists. The employer has the right to fill the position formerly occupied when the employer feels it necessary. An employee may be returned to active pay status prior to the originally scheduled expiration of the leave if such earlier return is agreed to by both the employee and the Superintendent.

  • Return to Position Upon return from FMLA leave, the employee shall be returned to the same or equivalent position in the same class and work location, including the same shift or equivalent schedule, unless the University and the employee agree in writing to other conditions and terms under which such leave is to be granted.

  • Graduated Return to Work Where an Employee is not receiving benefits from another source and is working less than his/her regular working hours in the course of a graduated return-to-work as the Employee recovers from an illness or injury, the Employee may use any unused sick/short term disability allocation remaining, if any, for the portion of the day where the Employee is unable to work due to illness or injury. A partial sick/short term leave day will be deducted for an absence of a partial day in the same proportion as the duration of the absence is to an employee’s regular hours. Where an employee returns on a graduated return to work from a WSIB/LTD claim, and is working less than his/her regular hours, WSIB and LTD will be used to top up the employee’s wages, as approved and if applicable. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source; • and is working less than his/her regular hours of work; • and has sick leave days and/or short-term disability days remaining from the previous year The employee can access those remaining days to top up their wages proportional to the hours not worked. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source, • and is working less than his/her regular hours of work, • and has no sick leave days and/ or short-term disability days remaining from the previous year, the employee will receive 11 days of sick leave paid at 100% of the new reduced working hours. When the employee’s hours of work increase during the graduated return to work, the employee’s sick leave will be adjusted in accordance with the new schedule. In accordance with paragraph c), the Employee will also be allocated one hundred and twenty (120) short-term disability days payable at ninety percent (90%) of regular salary proportional to the hours scheduled to work under the graduated return to work. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours.