Paid Sick Leave

The number of sick leave days are a part of and shall be included in and calculated as a part of paid leave days. Sick leave may only be used for illness of the staff member or the staff member's immediate family. Immediate family is defined as spouse, parent, grandparent, child, sibling, daughter or son?in-law, grandchild, of an employee or employee's spouse or non?family residing within the staff member's home. The Superintendent/designee may request a physician's statement regarding an absence and/or verification that the employee may return to work. See Policy 4310 for the number of paid leave days that are available to staff.

Paid Personal Leave

Paid personal leave days may only be used for personal business. Personal leave days cannot be used for work stoppages. Employees desiring to use personal days must submit a request to the faculty principal at least two days in advance. The Superintendent/ designee has the right to deny any request for personal leave that does not conform to the policy or would cause a hardship to students or staff. See Policy 4310 for the number of paid leave days that are available to staff.

Bereavement Leave

1. A maximum of two (2) days may be used for bereavement purposes. Bereavement leave to attend funerals shall be calculated by the hour.
2. In the event of the death of a member of the employee's immediate family, if more than two (2) days are needed, additional leave will be charged to personal leave up to an additional three (3) days. Bereavement leave taken pursuant to B. is available only upon the death of a member of the employee's immediate family, as that term is defined in the paid sick leave regulation.
3. For the purposes of Bereavement leave in item B, an aunt, uncle, niece or nephew of the employee or spouse will be considered immediate family as well. Bereavement leave does not accumulate.

Leave for Jury Duty

Employees called for jury duty or subpoenaed to testify in a civil or criminal proceeding will be granted leave apart from personal leave. Employees will receive their normal pay less any jury or witness fees received.

Military Leave

An employee who is a member of the National Guard, or an organized military service of the United States, and who is required by laws of the United States or the State of
Missouri to report for a training period, shall be eligible for a grant of military leave for training purposes.

Application for Military Leave for training purposes shall be made in advance, immediately upon receipt by the employee of official notice to report from the appropriate military authorities. A copy of the official orders must accompany the application for leave which must be approved by the Superintendent/designee. When possible military leave for employees shall be arranged during nonduty periods. The Superintendent/designee may request a change in military orders when it seems to be in the best interest of the school system. Emergency mobilization orders shall be dealt with on an individual basis.

The pay status of the employee on military leave for training purposes shall be Leave With Pay. The employee's salary received from the District shall be reduced by a figure equivalent to the gross salary received from the State of Missouri or the Federal government for the period of the military leave for training purposes. In no event, however, shall any employee be paid under this provision an amount in excess of the total salary he/she would have earned had he/she been fulfilling his/her regular assignment with the District.

It is the responsibility of each employee to furnish the Superintendent/designee within thirty (30) days of his/her return to his/her regular assignment, a copy of his/her payroll voucher for military training purposes so that the necessary salary adjustments can be made.

Leave of Absence

Upon the recommendation of the Superintendent/designee and the approval of the Board, an employee of the District may be granted a leave of absence for Non?Family and Medical Leave Act (FMLA) childcare, education, or other good cause. Such leave is renewable upon written request for one additional year only. Application for leave is to be made in writing to the Superintendent/designee via Principal/supervisor and must include the period for which the leave is requested and the reasons for the request. The period should be set to least disrupt the education of students. Requests for leave for an entire school year should normally be made in writing before March 1 of the preceding year.

If the Board approves leave, the employee is not paid for the period of the leave. The employee may continue insurance benefits by making all payments to the Payroll Office, one month in advance.

Whenever the Board to the end of the school year has granted a leave of absence, the employee must notify the Superintendent in writing by the first day of March of an
intention to resume his/her position at the beginning of the next school year. Failure to notify the Superintendent/designee of such intention will be regarded as a resignation.

Upon completion of an approved leave, provided proper notification is given, a teacher will be re-employed by the District unless placed on involuntary leave of absence if tenured; or, if notified of nonrenewal of contract by April 15 if a probationary teacher.

If desired, and whenever feasible, the employee will be placed on the same or equivalent position to the one held prior to the approved leave.

NOTE: Leave of absence without pay under the provisions of this regulation does not apply as service towards tenure for probationary teachers.