Sabbatical Leave Alert

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Request for Sabbatical Leave for Restoration of Health Prepared by PSEA Legal Division for PSEA Members Current as of August 7, 2020 During this pandemic, members with underlying health conditions which place them at risk for complications associated with COVID-19, or which may otherwise prevent them from performing their job duties, may wish to consider taking a sabbatical leave of absence. Under the School Code, any person employed in public schools in Pennsylvania who has completed ten years of satisfactory service as a professional employee may take a sabbatical leave of absence for professional development, for restoration of health, or, at the discretion of the school board, for other purposes. Following the first sabbatical leave, subsequent sabbatical leaves are permitted after each seven years of service. A school district may have local board policies that apply to sabbatical leave but may not limit the number of sabbatical leaves granted in any school year to less than ten percent of the individuals eligible for such leave. The School Code requires employers to give preference for sabbatical leaves based on the number of years since the employee’s last sabbatical. In addition, school boards may have adopted additional regulations regarding preference. An employee seeking a sabbatical leave for restoration of health must obtain documentation from a physician which states that, in the physician’s medical opinion, the employee’s health condition will improve during a leave for restoration of health. No sabbatical leave is to be granted unless the employee agrees to return to employment with the district for a school term following the leave. Employees who fail to return will be required to repay benefits received while on sabbatical unless the employee is prevented by illness or physical disability from returning. Members considering sabbatical leave should consult with their UniServ Representative concerning any requirements or questions about sabbatical leave, including those concerning rights and obligations with regard to return to employment following the leave. 225528v1 0006 225528v1 0006 .

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Sabbatical Leave Guidelines
2022-2023 Sabbatical Guidelines The following guidelines are in congruence with the USF System Regulation/Policy 10.104, as well as the provisions set forth in Article 22 of the USF-UFF Collective Bargaining Agreement. I. POLICY Sabbaticals for professional development are to be made available to eligible employees who meet the requirements stipulated in these Sabbatical Guidelines. Such sabbaticals are granted to increase eligible employees’ value to the University through enhanced opportunities for professional renewal, planned travel, study, formal education, research, writing or other experience of professional value, not as a reward for service. The University will make available to each eligible employee whose application has been reviewed by the University, a sabbatical for two (2) semesters at half-pay. For each 25 eligible employees, the University will make available at least one sabbatical at full-pay for one semester. All sabbatical applications are subject to the conditions set forth below. The employee must return to the University for at least one (1) academic year following participation in the sabbatical program. Agreements to the contrary must be reduced to writing prior to participation. Salary received during the program may be required to be returned to the University in those instances where neither of the above is satisfied. The employee must, within 30 days of returning from the sabbatical, provide a concise written report of accomplishments made during the sabbatical, to the President or representative. This report shall include information regarding the activities undertaken during the sabbatical, the results accomplished during the sabbatical as they affect the employee and the University, and research or other scholarly work produced or expected to be produced as a result of the sabbatical.
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Employee Benefits During Sabbatical and DIP Leaves
EMPLOYEE BENEFITS DURING SABBATICAL LEAVE OR DIFFERENCE-IN-PAY LEAVE The following information explains the effect of a sabbatical leave or difference-in-pay leave on medical, dental, vision, and retirement benefits. Because employees remain in pay status during these types of leaves and payroll deductions continue, such benefits are, by and large, unaffected. However, employees should be aware of certain options available to them. The following explanation does not apply to benefits during leaves of absence without pay. The information contained herein summarizes our understanding of the provisions of applicable laws and Memoranda of Understanding (MOU's) for collective bargaining units currently in effect, and may be superseded by revisions of these laws or MOU's. MEDICAL AND DENTAL INSURANCE: Membership in the State group coverage with the full State's contribution towards premiums will continue unchanged during the leave. Faculty who are enrolled in a service-area-limited plan (for example, Blue Shield HMO; Delta Care HMO) and who will be moving out of the plan's service area during the sabbatical may change to another plan with coverage more appropriate to their temporary residence location, and may change back to their original plan within 60 days of their return to their permanent address. Other changes in coverage-open enrollment changes, addition or deletion of dependents, etc.- may be accomplished under normal deadlines and procedures during these leaves. VISION CARE: Vision care coverage continues during a sabbatical or DIP leave. Faculty temporarily moving out of the area should be aware that the benefits paid to providers not participating in the plan are limited.
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(Petition for Determination of Tenant(S) Not in Occupancy And
SANTA MONICA RENT CONTROL BOARD 1685 Main Street, Room 202 Santa Monica, CA 90401 (310) 458-8751 www.smgov.net/rentcontrol PETITION FOR DETERMINATION OF TENANT(S) NOT IN OCCUPANCY AND NEW MAXIMUM ALLOWABLE RENT INSTRUCTION SHEET AND GENERAL INFORMATION If you own a unit which is not being used as the tenant(s)’ usual residence of return, you may file a petition after serving notice on the tenant. If the petition is granted, the Board will determine the new Maximum Allowable Rent that may be implemented after you give proper written notice to the tenant. Summary of the steps for filing a Petition for Determination of Tenant(s) Not In Occupancy: 1. Serve the tenant(s), occupant(s) and tenant's agent(s) at all known addresses with a written notice that you intend to file a Petition for Determination of Tenant(s) Not in Occupancy and the bases for that petition. This must be done between 10 and 30 days prior to filing the petition. 2. Complete a Proof of Service Form. 3. File the Petition, with a copy of the Notice(s), the Proof of Service form(s) and documentary evidence. Detailed instructions for each step follow. If you have questions, please call the Rent Control Board at 458-8751 and speak with an Information Coordinator. The Board’s web site at www.smgov.net/rentcontrol may also be helpful. 2021 N-Petition instruction.docx 1 3/2021 STEP 1: NOTICE TO TENANT Serve the tenant(s), occupant(s) and agents for the tenant(s) with a written notice that you intend to file a Petition for Determination of Tenant(s) Not in Occupancy.
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The New York City Department of Education Division of Human Capital 65 Court Street Brooklyn, New York 11201
THE NEW YORK CITY DEPARTMENT OF EDUCATION DIVISION OF HUMAN CAPITAL 65 COURT STREET BROOKLYN, NEW YORK 11201 PERSONNEL MEMORANDUM #4 2019-2020 TO: All Superintendents, Executive Directors, Heads of Offices, Principals of All Day Schools, Borough Office Executive Directors, Borough Office Deputy Directors, Borough Office Senior Human Resources Directors and Borough Office Human Resources Directors FROM: Tomás Hanna Chief Human Capital Officer, Division of Human Capital SUBJECT: SABBATICAL LEAVES OF ABSENCE FOR UNITED FEDERATION OF TEACHERS (UFT) and COUNCIL OF SUPERVISORS AND ADMINISTRATORS (CSA) - EFFECTIVE AUGUST 1, 2020 THROUGH JULY 31, 2021 DATE: February 10, 2020 SECTION I – UFT Sabbaticals I. TIMELINE FOR UFT SABBATICAL LEAVE OF ABSENCE FOR STUDY II. GENERAL GUIDELINES AND ELIGIBILITY REQUIREMENTS FOR STUDY III. GUIDELINES GOVERNING SABBATICAL FOR RESTORATION OF HEALTH SECTION II – CSA Sabbaticals I. TIMELINE FOR CSA SABBATICAL LEAVE OF ABSENCE FOR STUDY II. GUIDELINES GOVERNING CSA SABBATICAL LEAVE OF ABSENCE III. GUIDELINES GOVERNING SABBATICAL FOR RESTORATION OF HEALTH SECTION III – Communications I. CONTACT INFORMATION AND GENERAL INFORMATION SECTION I – UFT Sabbaticals I. TIMELINE FOR UFT SABBATICAL LEAVE OF ABSENCE FOR STUDY (DUE DATES FOR SABBATICAL APPLICATIONS FOR STUDY) **Note: Approval by a Principal and/or Superintendent is NOT a final determination. Final determination of whether a sabbatical will be granted will not be determined until an administrative review of eligibility is completed by the Medical, Leaves and Records Administration. Full Year (2020-2021) Sabbaticals (16 Credits Required) Application Dates: February 14, 2020 Application period open. March 19, 2020 Final date for employee to submit application via SOLAS. March 26, 2020 Final date for Principal’s recommendation to Superintendent in SOLAS.
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Sabbatical Leave Procedures
________________________________________________________________________ VALENCIA COMMUNITY COLLEGE DISTRICT BOARD OF TRUSTEES POLICY AND PROCEDURE Number: 6Hx28: 3D-12 Title: Sabbatical Leave Specific Authority: 1001.64 (18) FS. Law Implemented: 1001.64 (18) FS. ________________________________________________________________________ Policy: A. Sabbatical leaves are authorized for the primary purpose of offering renewal and learning opportunities for eligible faculty, administrators, and professional staff employees such that the quality of the individual's future contributions to Valencia Community College is enhanced. A sabbatical leave should provide the individual a significant opportunity for new, or renewed, achievement and growth through activities such as study, research, writing, creative work and travel so that the individual’s teaching and/or professional effectiveness may be enhanced. Sabbatical leaves granted in accordance with this policy and its implementing procedures are given to members of the faculty and staff not as a reward for past service, but rather for the purpose of enabling them to acquire additional knowledge and competency in their respective fields, acquire renewed energy and focus, and/or to complete projects that support the mission of the College. B. Sabbatical leaves are not to be understood as deferred compensation or automatically approved. Sabbatical leave may be granted, upon application and approval based on established criteria, for study, research, creative work, field observations or other pursuits
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Leave of Absence (FEA) Frequently Asked Questions
Leave of Absence (FEA) Frequently Asked Questions 1. What is a leave of absence? A leave of absence is an unpaid absence for a period of one (1) semester or one (1) year that may extend to two (2) school years. 2. Are sabbatical leaves and leave of absences different? Sabbatical leave is a partially paid leave of absence for the purpose of professional development requiring an application, presentation, and committee review. A long term leave of absence is unpaid, and can be approved for reasons other than professional development. The district is not approving sabbatical leave for the 2021-2022 school year. 3. What are the timelines for applying for a leave of absence? You must submit your request for a leave of absence for the first semester of the following school year (or the entire school year) no later than February 15th. If you desire a leave of absence during the second semester of the school year, you must submit your request no later than October 15th. You must submit a request using a change of status form, which is signed by your supervisor and routed to the labor relations team in the human resources department. 4. As a first or second year teacher with the district, may I request a long term leave of absence? In accordance with the negotiated agreement, teachers must be in their third consecutive year of teaching with the district to be approved for a long term leave. First or second year teachers are not eligible for a leave of absence. 5. Will I maintain health benefits during a leave of absence? Health benefits will end August 31st, provided a teacher is in a paid status the last contract day and more than 140 contract days.
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President's Sabbatical Award Procedure Number: 407P Contact Information
Policy Procedure: President’s Sabbatical Award Procedure Number: 407P Contact Information: [email protected] Forms: Form 105-100 - President’s Sabbatical Award Request Last Reviewed Date: 06/13/2020 1. Eligibility a. To be eligible for consideration, applicants for sabbatical leave must meet the following criteria: i. Hold a full-time nine-month teaching Faculty Employment Contract or a twelve- month teaching, professional, or administrative Faculty Employment Contract. ii. Have completed six years of creditable full-time service at NOVA at the time of application for sabbatical leave. iii. Have completed six years of creditable full-time service at NOVA since a previously awarded paid sabbatical, Fulbright, educational leave. There is an absolute maximum of sabbatical, Fulbright, or educational leave that may be taken in a seven-year period: for teaching faculty, two semesters; for twelve- month administrative/professional faculty, one year. 2. Purpose a. The President’s Sabbatical Award shall be granted for approved projects of full-time independent study, research, and/or creative work which will renew teaching abilities, and to foster and enrich intellectual and professional growth and development. Projects may be concerned with wide-ranging interests or with work in specialized fields and should address issues in the substance of the applicant’s teaching field, research interests, professional field, or in some other area which will enhance understanding of related fields. b. The President’s Sabbatical Award is not designed for planned courses of study or academic credit, including completion of doctoral research or a dissertation. 3. Application a. To apply for the award, faculty members should submit an award proposal and Form 105-100 - President’s Sabbatical Award Request electronically to the Chair of the Personnel Services Committee by November 1 of each year.
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Sabbatical Leave
SABBATICAL LEAVE The Franklin Parish School Board shall grant sabbatical leave for the purpose of professional or cultural improvement or for medical leave to all teaching personnel in accordance with statutory provisions. Teaching personnel shall include any person employed by the Board who holds a valid teaching certificate issued by the State Board of Elementary and Secondary Education and any social worker or school psychologist employed by the Board who holds a valid professional auxiliary certificate in school social work or school psychology issued by the State Department of Education. SABBATICAL MEDICAL LEAVE A teacher is eligible for sabbatical medical leave if the teacher’s regular sick leave balance is twenty-five (25) days or less at the time leave is set to begin. The application shall be accompanied by a statement from a licensed physician certifying that the leave is medically necessary. If the Board, upon review of the application, questions the validity of accuracy of the certification, the Board may require the applicant, as a condition for continued consideration of the application, to be examined by a licensed physician selected by the Board. In such a case, the Board shall pay all costs of the examination and any tests determined to be necessary. If the physician selected by the Board finds a medical necessity, the leave application shall be granted. If the physician selected by the Board disagrees with the certification of the physician selected by the applicant, then the Board may require the applicant, as a condition for continued consideration of the application, to be examined by a third licensed appropriate physician whose name appears next in the rotation of physicians on a list established by the local medical society for such purpose and maintained by the School Board.
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Winter / Spring 2007
FOLLOWING SEASEA 2005-2006 Annual Report Issue Winter/Spring 2007 sea at thirty-five TABLETABLE OFOF CONTENTSCONTENTS Winter/Spring 2007 Cover Story SEA at Thirty-five SEA celebrates its 35th Anniversary year . .1 Features Ann Wickes Brewer A tribute to a SEA trustee emeritus . .4 Heading for a ‘roasted world’ John Bullard’s Boston Globe editorial . .9 In Every Issue Passages Events and news of general interest . .8 Scuttlebutt Alumni news from around the world . .10 Science Corner The evolution of oceanographic equipment . .26 Currents Mariah Klingsmith and Jarod Maggio (C-187) volunteer for the Peace Corps in the Philippines . .28 Special Report 2005-2006 Report to Donors From the desk of Board Chair, Linda Cox Maguire . .14 Annual Report . .15 Following SEA Winter/Spring 2007 Editor: Jan Wagner Cover Design: Lori Dolby Design: MBDesign Photography: Sandie Allen, Laurie Bullard, courtesy Colgate University, Mariah Klingsmith, Jarod Maggio, Amy Radar, courtesy Sparkman & Stephens, Jan Wagner, Become an alumni enrollment volunteer! For more information, Jim Watters, Laurie Weitzen contact Laurie Weitzen at (800) 552-3633, ext. 12 or [email protected] Following SEA is available online. If you’d like your prints, slides, or digital images considered for the next issue contact: Kerry Sullivan, ext. 20 or [email protected]. Sea Education Association, Inc., PO Box 6, Woods Hole, Massachusetts 02543 Phone 800-552-3633 Fax 508-457-4673 www.sea.edu Recycled Chlorine-Free Paper / Soy Ink captains October 1982 4 sea A lesson in determinationat thirty-five The story of SEA’s founding and the early years of struggle to gain a pathway to success is a lesson in determination on the part of Corwith Cramer, Jr.
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1 PURPOSE the Purpose of the Voluntary Administrative Sabbatical
COVID-19 Pandemic Voluntary Administrative Sabbatical Program Effective Date: Start: July 1, 2020 – End: July 31, 2021 Application Deadline: June 15, 2020 PURPOSE The purpose of the voluntary administrative sabbatical program is to allow tenured and tenure-track faculty to volunteer for an unpaid temporary leave of absence due to the COVID-19 pandemic. The voluntary administrative sabbatical will begin July 1, 2020 or August 1, 2020 (if on a 9-10 month contract) and continue until July 31, 2021. This program sets forth the framework under which employees can voluntarily apply for an unpaid sabbatical. SCOPE All full-time, Texas based, tenured and tenure-track faculty are eligible to apply for participation in this program. Generally, faculty occupying essential, critical, or hard-to-fill positions, or with critical knowledge or skills, may not be approved to participate. The approval of the Dean, Provost, and Human Resources will be required. Faculty participation in the voluntary sabbatical program is not an entitlement and is subject to the approval and discretion of UIW. During the voluntary sabbatical furlough period, the faculty employee: • does no work for UIW and receives no pay; • remains a university employee; • must complete form to engage in outside work; • must continue to comply with all provision of the employee handbook; • is ineligible to apply for unemployment compensation; • is ineligible to apply for Federal CARES Act weekly supplement of $600; • is eligible to continue insurance benefits through COBRA; • is eligible for educational benefits for children. • retains accrued vacation and sick hours (additional time will not accrue); and • retains university service date during sabbatical.
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Andrew Grant Wood
Andrew Grant Wood Andrew Grant Wood was born in Montreal, Canada, and raised in Kalamazoo, Michigan. Educated at Michigan State University and at the University of California, Wood is Rutland Professor of History at the University of Tulsa. He has published eight books and several essays on LaIn America, Mexico and the U.S.-Mexico Borderlands. Wood specializes in urban, immigraIon, music and tourism histories with a longstanding interest in the port of Veracruz, Mexico. Phone: (918) 269-7059-email: [email protected] web: andrewgrantwood.com 1 Andrew Grant Wood Employment Fall 2000-present Stanley Rutland Professor-History of the Americas (tenured 2005, promoted to full 2011, named Rutland Chair 2012). History Department, University of Tulsa, Tulsa, OK. 1998-2000 Postdoctoral Historian The University of California Institute for Mexico and the United States (UC MEXUS). University-wide HeadQuarters, Riverside, CA. Education 1990-1997 Ph.D. in Latin American History. University of California, Davis, CA. Areas of Specialty: Comparative Urban History, Geography and Culture in the Americas. Advisors: Arnold J. Bauer, Charles F. Walker, John Walton (Sociology), Michael Johns (Geography UC Berkeley). Founding member: Hemispheric Institute on the Americas. 1989 M.A. in U. S. and Latin American History. Michigan State University, East Lansing, MI. Areas of Specialty: African American Diaspora, Urban History, Latin American History. Advisors: David Bailey, Darlene Clark Hine, Harry Reed. 1986 B. A. in Humanities (Art History, Philosophy, and Literature). Michigan State University, East Lansing, MI. Advisors: Linda Stanford, Richard Peterson, Glenn Wright. Current Book Project A Port in the Storm: Colonial Veracruz in the Atlantic World.
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Sabbatical/Career Break Policy
Sabbatical/Career Break Policy Adopted: February 2020 To be reviewed: November 2022 HEARTS Academy Trust is committed to providing a happy, caring and safe learning environment for all within a values led context, where everyone feels valued and grows in confidence and independence. We promote HAPPINESS through a creative, exciting and practical curriculum, which generates a love of, and interest in, learning and a resilience and hope which supports us through challenging times. Great value is placed on pupils’ self ESTEEM which is developed through a positive and motivated attitude to learning, a healthy lifestyle, good social skills, self-discipline and a positive self-image. We promote the highest standards of ACHIEVEMENTin all areas of the curriculum and help all pupils to fulfil their potential regardless of gender, race or ability. We foster RESPECT and RESPONSIBILITY for all by establishing good relations between the school, home and community. Pupils are taught respect for themselves, others and the environment. They are also taught to take full responsibility for their own choices and responsibility for themselves and their community. We encourage TRUTH and honesty in all aspects of school life – relationships, work and the curriculum and learn to trust and accept others’ individuality and uniqueness. We develop SPIRITUALITY and SERVICE so that calm, quiet, reflective times which support deep thought are part of school life and beauty is appreciated. We promote a service culture that reflects our duty to support and show compassion to all members of the community and not just ourselves. Children at the HEART Introduction The trust is committed to providing employees with a work-life balance and offering opportunities to retain experienced and competent members of staff to enable the constant delivery of high quality education.
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