SECTION G - CHILD-REARING LEAVE AND PART-TIME EMPLOYMENT OPTION

1. Absence due to disability

Absences due to disability resulting from pregnancy or child birth are covered by the District's Sick Leave and Family and Medical Leave Act (FMLA) policies. A female teacher unable to work for pregnancy-related reasons is entitled to sick leave benefits on the same basis as employees unable to work for other medical reasons. Employees are entitled to use available sick leave benefits with medical certification.

2. Child-Rearing Leave

a. A child-rearing leave of absence is a leave taken by a teacher who is physically able to work for the purpose of caring for his/her newborn or newly adopted child. Child rearing leaves of absence of up to twelve (12) weeks are available in accordance with the Family and Medical Leave Act. Tenured teachers who are not eligible for a FMLA leave or who wish to take child rearing leaves of longer than twelve (12) weeks shall have the option of being on leave until:

i) The beginning of the school year in the fall first following the birth or placement in the home of the child; or

ii) The beginning of the school year in the fall first following a period ending twelve (12) months after birth or placement in the home of the child.

The first twelve (12) weeks of a leave under either paragraph i) or ii) shall be considered FMLA leave for eligible teachers.

Probationary teachers are not eligible for child rearing leaves of absence except as provided for by FMLA.

b. A teacher who wishes to take a child-rearing leave of absence shall notify the Superintendent of his/her desire to take such a leave. If the teacher intends to take a longer leave than is available under the FMLA, he/she shall advise the Superintendent which of the two options listed under paragraph 2a he/she has selected. Such notice shall be given in writing at least thirty days prior to commencement of the leave.

c. Teachers who take leaves pursuant to paragraph 2a shall give the Superintendent notice of his/her intent to resume teaching duties by February 15 of the year in which the leave terminates and whether he/she wishes to avail him or herself of the part-time option available under paragraph 3 of this Article. If the teacher fails to give notice of intent to return by February 15, all employment and tenure rights of the teacher in the District shall cease.

d. Upon returning, the teacher shall be placed on the salary schedule at the same position to which he/she was entitled prior to commencement of the leave.

e. Insurance coverage during the first twelve (12) weeks of a child rearing leave shall be as provided by the FMLA for eligible teachers. After twelve (12) weeks, the teacher may continue insurance coverage in the school insurance program to the extent permitted by the carrier during his/her leave but will be required to pay all premiums connected with the coverage. Teachers who are not eligible for FMLA leave must pay all premiums during their leave. All premiums must be paid in advance of the month due.

f. Should there be an unsuccessful pregnancy or other serious extenuating circumstances, these procedures may be modified by mutual agreement of the teacher and the Board.

g. Child-rearing leave is granted on the condition that the teacher taking the leave will not utilize it to engage in alternative employment which is any way substantially equivalent in either income or career potential to the teacher's teaching position in the District.

3. Option for Part-Time Employment

Teachers who wish to go on part-time status to care for a newborn or newly adopted child may request to teach on a part-time basis for a temporary period of time as follows:

a. The end of the school year in which the child was born or placed and up to two (2) school years following birth or placement of the child;

b. One (1) school year following the end of a full year of child-rearing leave; or

c. Two (2) school years if the teacher only takes a child-rearing leave for the remainder of the school year following the birth or placement of the child.

The Teacher and Superintendent or designee shall meet to agree upon the part-time schedule. If the teacher returns, he/she shall maintain tenure status and accrue seniority on a pro rata basis while working part-time. Teachers who have been teaching on a part-time basis will be assigned to a full-time position for the year following the expiration of the agreed upon part-time service.