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Phone: 412- 417-1748            Allegheny Intermediate Unit Education Association

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     Section 35 - Heath Sabbatical

 

 Application may be submitted at any time without requirement of 60 days notice. No required commitment by the Employee to return to active duty following a health sabbatical if the Employee is certified physically or mentally unable to do so.  Monetary compensation will be at 1/2 regular salary and retention of full benefits.  Continued movement on the salary scale, PSERS credit toward retirement and accrual of seniority.  Guaranteed return to same or similar position upon physician’s verification of ability to return to work.

 

Please read this section of the contract for more detailed information on sabbaticals.

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     Section 40 – Parental Leave/Procedure and Benefits for Extended Illness or

     Disability Leave Beyond Accumulated Leave

 

     A.     Child Care Leave

Employees shall be provided with an unpaid Child Care Leave up to one (1) year. Although a Child Care Leave will generally not exceed one year, an additional six months may be granted by permission of the Allegheny Intermediate Unit Board after consideration of the circumstances surrounding the request.

 

Employees shall notify the Human Resources Director at least thirty (30) days prior to the starting date of the Child Care Leave.

 

Employees shall notify the Human Resources Director at least sixty (60) days prior to the employee's return date. In the event the employee wishes to return early, he/she shall return from said leave only at the beginning of a semester and must provide the employer with written notice sixty days prior to return. This sixty day notice provision shall be waived should the teacher desire to return the first of a semester occurring within the first six months of said leave. Should an emergency arise that the employee needs to return before the beginning of the semester, this request should be immediately brought to the attention of the Program Administrator. Upon verification of this emergency, the employee shall return to work.

 

The employee shall accrue full seniority while on Child Care Leave. If an employee works in excess of one half of the regular work year in any one school year, he/she shall be granted credit for one year of employment for salary purposes.

 

Full seniority will be accrued retroactive to date of employment.

 

The employee may pay for fringe benefits while an employee is on Child Care Leave. 

 

Upon returning from Child Care Leave, the employee shall be returned to the same position the employee occupied prior to the leave; if that position no longer exists, the employee shall be returned to a position substantially equivalent to the position the employee held prior to taking the Child Care Leave.

 

  B.      Adoption Leaves

Employees shall be granted leaves of absence for adoption under the same conditions as Child Care Leaves upon official documentation from adoption agencies verifying the need for such leave.

 

C.    Procedures and Benefits Extended Illness or Disability Leave Beyond Accumulated Leave (including Child Bearing Leave). An employee in need of temporary disability leave (including child bearing) shall notify the Director of Human Resources.

 

The employee shall submit a certification of the temporary disability from the employee's physician at least two months in advance of such leave. This two month notification shall be waived in the event the employee's physician certifies that the temporary disability leave must be sooner.

 

Any employee will be eligible for disability payment consistent with the approved disability program and upon a physician certification that the employee is not able to perform his/her duties.

 

An employee will return to work when a physician certifies his/her ability to perform his/her duties.

 

Upon returning to work from a temporary disability leave, the employee shall be assigned to the same position held at the time leave commenced, if said position exists, or to a substantially equivalent position if the position no longer exists. The employee shall not be denied any available position for which he/she is properly qualified.

 

During temporary disability leave, the employee shall accrue seniority and be granted credit for salary purposes.

 

An employee shall be eligible for sick leave during temporary disability leave consistent with Section 28-Sick Leave.

 

The employee shall continue to pay the full premium for health coverage insurance after July 1,1996, prevailing Dental Program and a Life Insurance/Disability Program and other fringe benefits consistent with Section 38-Extended Illness or Disability Leave Beyond Accumulated Leave.

 

         Summary of Disability Leave

 

¨ To commence 60 days after the onset of the disability or after the exhaustion of accumulated sick leave, whichever occurs last.

¨ Monetary provision of 2/3 of salary up to $5,000 per month to age 65

¨ Retention of full benefits for 1 year

¨ Continued accrual of seniority

¨ No contributions into retirement account

¨ Guaranteed return to same or similar position upon physician’s verification of ability to return to work

 

           An Employee may take disability leave and a health sabbatical at the same time,            earning up to a full salary for 1 year.

           In the second year, an Employee may take disability leave, earning 66 2/3% of their l           last full year’s salary and keeping their benefits for an additional year.

 

 

      Section 84: Family and Medical Leave

 

    The Board shall comply with the requirements of the Family Medical Leave Act of 1993

     (hereinafter FMLA) and its corresponding regulation. (Section 84 of the Collective Bargaining

     Agreement)

 

   FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to 

   eligible employees for certain family and medical reasons.  Employees are eligible if they have

   worked for a covered employer for at least one year and for 1,250 hours over the previous 12

   months and if there are at least 50 employees within 75 miles.

 

¨  The employee shall contact The AIU Department Human Resources to give 30 days Advance Notice of his/her intent to take FMLA leave, except in emergencies.

 

¨ The contact person in HR is Janet Breiding.  E-mail- janet.breiding@aiu3.net; Phone:  412-394-5848

 

¨ All necessary documents will be e-mailed by HR to the Employee.   A Certification of Health Care Provider form will be included for completion by a physician.

 

¨ The calculation for the 12 month period (leave year) will begin with the first day of FMLA leave used by the Employee.

 

¨ If both spouses are employed by the IU, they will each be entitled to all FMLA leave rights.

 

¨ The Employee is not required to use other paid or unpaid leave for FMLA, unless they so request (i.e. 5 family illness days and/or any personal/emergency days).

 

¨ The Employee shall retain Health Benefits during the FMLA period.  Life insurance and disability insurance shall not be provided.

 

¨ The Employee may use FMLA on an intermittent basis.

 

¨ The Employee shall be reinstated at the conclusion of FMLA leave.  His/her assignment upon return shall be consistent with the provisions for other paid and/or unpaid leaves.

           Please read this section of the contract for more detailed information on Family and            Medical Leaves.

         Read Your Contract

         This document will answer many of your questions.

 

AIUEA Collective Bargaining Agreement

 

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AIUEA Contract

 

 

 

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