Sabbatical Leave Applications Clause Samples

The Sabbatical Leave Applications clause outlines the process and requirements for employees to formally request extended leave for professional development or personal reasons. Typically, it specifies eligibility criteria, the necessary documentation, and the timeline for submitting applications, such as requiring advance notice and a detailed plan for the sabbatical period. This clause ensures a standardized and transparent procedure for granting sabbatical leave, helping both employees and employers manage expectations and maintain operational continuity.
Sabbatical Leave Applications. 10.2.12.2.1 Applications must be submitted to the Human Resources Department, Leaves and Separations Unit, for approval. Applicants with unsatisfactory evaluations in the year of application shall be subject to approval by the Chief Administrative Officer or his/her designee. 10.2.12.2.2 The percentage of sabbatical leaves granted for a school year shall be the same as the net COLA percentage increase that the District received from the State in the prior year. In no event, however, shall the percentage of sabbatical leaves granted be less than 1% or more than 2% of the tenure-track teachers in the unit. Two (2) one-half year sabbaticals shall be counted as a single sabbatical leave for the purposes of this section. 10.2.12.2.3 Qualifying applicants shall be placed in rank order on a single list according to the length of time since the termination of any previous sabbatical leave, or, if no previous sabbatical leave has been granted, in order of the length of time since the beginning of service as defined in Section 10.2. 12.1.1 immediately preceding appointment as determined by the District for salary purposes. In the event the cutoff point falls among two (2) or more applicants, each of whom has equal precedence, a lottery will be held to determine the rank order of the offer of the sabbatical. Those not granted a sabbatical in the lottery will be offered a sabbatical the following school year. 10.2.12.2.4 Sabbatical leaves shall be granted for one (1) year or one-half (1/2) year. 10.2.12.2.5 A teacher may apply for a “split” sabbatical where the teacher can demonstrate, with a course catalogue or other documentation, that an education program is only offered at times when a full year sabbatical would not allow the teacher to fulfill the requirements of the program. A split sabbatical is defined as the teacher taking one semester of the sabbatical in one school year and the second semester of the sabbatical in a subsequent year within an overall span of three (3) school years. 10.2.12.2.6 A partnership sabbatical shall be defined as two (2) teachers who have been partnership teaching and apply to share a one year sabbatical. During the sabbatical year one teacher shall be on sabbatical the first semester and teach the second semester and the other partnership teacher shall teach the first semester and be on sabbatical the second semester. 10.2.12.2.7 The Chief Administrative Officer shall consult with a committee of teachers appointed by the Union to es...
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Sabbatical Leave Applications. (1) Plans for sabbatical leave should be made with the full knowledge of the principal of the school in which the applicant is serving. (2) Applications that appear to meet the objectives of Board policy and are consistent with administrative procedures must be submitted to the Certificated Human Resources Office by January 10 of the year preceding the proposed sabbatical leave. (3) Appropriate application forms for sabbatical leaves may be secured through the Certificated Human Resources Office.
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Sabbatical Leave Applications. (1) Applicants for sabbatical leaves shall file with their College Sabbatical Leave Committee a written request containing detailed plans of their proposal. (2) Applications shall be filed on or before November 1 of the fiscal year preceding the proposed leave. (3) Applications and recommendation(s) of each College Sabbatical Leave Committee shall be forwarded to the District Sabbatical Leave Committee composed of the following members: one administrator from each college appointed by the College President, one faculty member from each college appointed by each College Academic Senate, one AFT representative appointed by the AFT Executive Council, and one Human Resources representative who shall be a non-voting member appointed by the Vice Chancellor of Human Resources. The Human Resources representative shall serve as a coordinator of the District Sabbatical Leave Committee. The District Sabbatical Leave Committee shall determine in priority order its recommendations as well as a priority order list of alternative applicants when applications in excess of the limit are received. The District Sabbatical Leave Committee shall forward its recommendations to the Chancellor for review and submission to the Governing Board. (4) Applicants will be notified by the Governing Board on or before February 1 of the final acceptance or rejection of their application. (5) Under exceptional circumstances, late applications will be considered. (6) After a leave has been granted, any significant change of purpose or in the plan shall be cause for reconsideration of the agreement between the District and the faculty member.
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Sabbatical Leave Applications. A Joint Administrative-Association Sabbatical Leave Committee (SLC) shall be established to evaluate sabbatical leave applications and make recommendations to the Board. The committee shall be composed of an elementary principal, a secondary principal, and two (2) Association members appointed by the Executive Board of the Association. A representative of the Board shall vote in the event of a tie.
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Sabbatical Leave Applications. Plans for sabbatical leave should be made with the full knowledge of the principal of the school in which the applicant is serving.
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Related to Sabbatical Leave Applications

  • Sabbatical Leaves A. The purposes of a sabbatical leave are to enable a teacher to pursue an activity that will benefit the school system by enhanced professional competence or to enable a teacher to perform in a critical area of need as well as benefit the teacher personally. Such activities might be study leading to a graduate degree with concentration in the individual's current teaching field and/or certification areas or study leading to a bachelor’s degree for a non-degree vocational teacher; or study leading to a graduate degree with concentration in an area of specialization other than the current teaching field and/or certification areas or travel. B. Upon recommendation of the Superintendent, sabbatical leaves will be granted no more than fifteen (15) applicants per year. Requests for sabbatical leave must be received in writing by the C. No applicant with an unsatisfactory rating on the prior year evaluation will be considered. ▇. ▇▇ be eligible, a teacher must have completed at least six (6) full years of active service in the ▇▇▇▇▇▇▇▇▇ County school system. A teacher who has completed a sabbatical will be considered only after all applicants who have not had a sabbatical. ▇. ▇▇ applicant who intends to study must register for a minimum of twelve (12) semester hours per semester unless an exception is granted by the Director of Human Resources. After the sabbatical has been completed, the teacher shall present to the executive director of Human Resources adequate verification of the work or experience completed. ▇. ▇▇ applicant who intends to pursue a program other than formal study must present a comprehensive proposal of the proposed program. If the applicant is accepted for a sabbatical leave, the approved program can be changed only by written consent of the executive director of human resources prior to July 1 of the sabbatical year. After the sabbatical has been completed, the teacher shall present to the Director of Human Resources adequate verification of program completion. G. A teacher on sabbatical leave (either for one-half [½] of a school year or for a full school year) will be paid by the Board at fifty (50) percent of the salary rate which the teacher would have received if the teacher had remained on active duty, provided that such teacher agrees to return to employment in the ▇▇▇▇▇▇▇▇▇ County school system for a period of one (1) year. Should the teacher not return to the service of the Board, the teacher will be required to refund the salary granted for sabbatical leave. H. Upon return from sabbatical leave, a teacher will be placed on the salary schedule at the level the teacher would have achieved had the teacher remained actively employed in the system during the period of absence.

  • Sabbatical Leave 1. Upon written application, not later than April 1 of any school year, a unit member who meets the following qualifications shall be granted a sabbatical leave. 2. All applications for sabbatical leave will be reviewed by a committee consisting of three (3) representatives to be named by the Superintendent, and three (3) representatives to be named by the Association President. The committee shall consider, among other qualifications, the following: a. The proposed program of the applicant as related to professional graduate study, travel, writing, or research. b. The value of the proposed program to the Pickerington Schools, its pupils, and the individual applicant. c. The applicant’s total length of service with Pickerington Schools. 3. In order to be eligible for a sabbatical leave, a unit member must have been employed in the Pickerington School District for at least five (5) years. 4. Unit members requesting such leaves must accompany their applications with detailed plans for the proposed use of their sabbatical leaves. Within ninety (90) days after the expiration of his/her leave, the unit member will make a written report to the Superintendent detailing the use, which was made of his/her leave. If the leave was granted for graduate study, the unit member will present to the Superintendent a transcript from the university or college attended. 5. Unit members approved for a sabbatical leave will be notified of their approval by May 15th, or as soon thereafter as possible. A unit member on a sabbatical leave shall be given an employment contract for the year of leave and shall be entitled to a salary equal to the difference between their previous salary and the salary of the substitute teacher replacing them while on sabbatical leave. 6. As a condition of being granted a sabbatical leave, a unit member must agree to return to the Pickerington Schools for a period of one (1) year upon returning from leave. Failure to do so shall require the unit member to refund to the Board all payments received from the Board for sabbatical leave purposes during the leave period. Such refund shall be made within a four (4) month period beginning with the first full month said unit member was to have returned to duty. Such time limit may be extended by agreement of both parties. 7. Unit members on sabbatical leave shall be given full experience credit on the salary schedule and credit for seniority purposes for the period of the leave and shall return to their same or to a similar position as they held at the time the leave commenced. 8. A bargaining unit member on sabbatical leave may maintain health, life, and dental insurance benefits during the period of leave. Any member desiring continuation of such benefits must notify the Treasurer not less than thirty (30) days prior to the commencement of the leave and pay to the Treasurer an amount equal to fifty percent (50%) of the total monthly cost of the insurance not less than ten (10) days in advance of the time that the Board premium payment is due. 9. Any bargaining unit member who purchases retirement credit for the portion of their salary forfeited during the sabbatical leave will pay to STRS both the employee and employer share of retirement contributions. 10. All such sabbatical leaves shall be granted in conformity to the provisions of Section 3319.131 of the Ohio Revised Code.

  • Medical Leave of Absence An employee who, because of illness or injury, has exhausted all sick leave benefits may be granted a medical LEAVE OF ABSENCE without pay. The seniority status of an employee who is granted a medical LEAVE OF ABSENCE shall be determined in accordance with the provisions of the Article herein titled "Seniority/Layoff." An employee requesting a medical LEAVE OF ABSENCE without pay shall be required to furnish conclusive evidence of disability to the EMPLOYER, specifically the Leave and Accommodation Management (▇▇▇)

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

  • Maternity Adoption and Parental Leave The following is intended only as a summary of The Employment Standards Act provisions pertaining to Pregnancy and Parental Leave. In all cases of dispute the provisions of the Act will determine the outcome. a. An employee who is pregnant is entitled to maternity leave for a period of up to seventeen (17) weeks, in accordance with The Employment Standards Act. The employee must have been employed for at least thirteen (13) weeks to qualify for such leave. b. The employee shall normally give the Employer two (2) weeks’ notice in writing of the date she intends to commence the leave and shall provide the Employer with a certificate from a legally qualified medical practitioner giving the estimated day upon which delivery will occur in his opinion in the case of the maternity leave. c. Where an employee intends to return to work sooner than (or later than) her original date of return, she shall give the Employer at least four (4) weeks written notice of such intention. It is understood however, that in no case will a maternity leave exceed a total of 17 weeks, except as noted in The Employment Standards Act. d. An employee who has been employed for at least thirteen (13) weeks is entitled to a parental leave of up to thirty seven (37) weeks beginning with the termination of the maternity leave, or the leave resulting from coming into the custody, care and control of a child for the first time in case of the mother. In the case of the other parent who has been employed for at least thirteen weeks, the parenting leave must commence no more than fifty two (52) weeks after the day the child is born or comes into the custody, care and control of the parent for the first time. The employee must give the Employer at least two (2) weeks written notice of her intent to commence such leave.