ARTICLE FOURTEEN

Apr 9, 2007 3:56 PM

STAFF DEVELOPMENT

A.  Full-time Employees

      Full-time employees are entitled to paid leave in accordance with the following:

      1.   Sick Leave

      Sick pay accrues at the rate of one (1) day per month, to a maximum of ten (10) days per year.  Unused accrued days are not paid upon termination of employment regardless of whether the separation is voluntary or involuntary.     Unused accrued days may be carried for four (4) years; when calculating sick time accrual the year with the least time accrued shall be dropped.

 

      2.   Personal Days

      Up to three (3) personal days per year may be used, subject to prior notification and approval which will not be unreasonably denied.  Personal days do not accrue beyond one year, and are not paid upon termination, regardless of whether the separation is voluntary or involuntary.

 

      3.   Bereavement Leave

      Up to three (3) days, including the day of the funeral shall be granted for death in the immediate family.  The immediate family consists of mother, father, children, siblings (including in-laws and step relations), grandparents, husband, wife and domestic partner.  Unused bereavement leave does not accrue.  For other death absences personal days or vacation may be used.

 

      4.   Maternity/Paternity/Family Leave

      Employees may use their accrued paid leave time and up to two years of unpaid leave for maternity/paternity and/or to care for a child or other family member or for personal illness of the employee.  Full health coverage will continue for employees covered by the CWE health insurance plan for up to six months while on unpaid leave on the same basis with respect to payment of its cost as immediately prior to the commencement of the leave.

 

      5.   Jury Duty

      Up to two (2) weeks of paid leave shall be granted to serve on jury duty.

 

B.  Part-time Employees

Part-time employees shall earn leave time at the rate of one (1) hour for each twenty (20) hours worked.  Unused leave time is not paid upon termination of employment regardless of whether the separation is voluntary or involuntary.  Employees who use unearned leave time have a legal obligation to repay it upon cessation of service, at the rate of pay then in effect. Reasonable notice of leave of at least two (2) hours must be given by the employee to the program education director or supervisor so as to permit finding a substitute.  Unused accrued hours may be carried forward four (4) years; when calculating leave time accrual the year with the least time accrued shall be dropped.

 

C.  Shared Leave Time: Serious Health Condition

In case of the serious health condition of an employee, or in the employee’s family, or otherwise in an extreme emergency necessitating the employee taking time off, and if the employee uses up all his/her accumulated paid time off, fellow employees may, per occurrence, donate a portion of their leave time to the affected employee, up to a maximum of fifty (50) hours by part time employees and five (5) days by full time employees (such day being defined as 6.5 hours).  Medical documentation must be provided.  Confidentiality shall be respected in the application of this program and the Employer and the Union will agree on procedures to implement this provision.  Upon termination of employment, whether voluntary or involuntary, transfer of unused accrued leave time to another employee will not be permitted.”  “Serious Health Condition” is defined as such by the provisions of the Family and Medical Leave Act and related regulations.

D.  Unpaid Leave

      1.   Except as otherwise provided in Sections A and B of this Article, employees may apply for up to one (1) year of unpaid leave and, if granted, they will not lose seniority and will be eligible to return to work at the end of the leave subject to the following.  Requests for unpaid leave will not be unreasonably denied.

 

      2.   At least two (2) weeks before the end of their unpaid leave employees shall notify the Consortium’s Director of Education in writing of their intention to return to work, at the end of the authorized leave period or to seek an extension of the leave.  An employee’s failure to provide two weeks’ notice of his or her intention to return to work may result in delaying his or her return to a work assignment until after the cycle or semester of the assignment has been completed.  Failure to notify the Director of Education of intention to return to work or to seek an extension of leave by the end of the leave period will be deemed resignation from CWE employment.  However, if serious illness or other verified emergency circumstance prevents timely compliance with the notification/return requirement(s), the Employer will reinstate the returning employee in accordance with his/her contractual seniority rights. Such reinstatement and a return to a work assignment may be delayed until after the cycle or semester of the assignment has been completed.

      3.   No benefits accrue or are paid during unpaid leaves, except as specifically provided in this Agreement.