Monroe City R-I


R 4320 Paid - Leave

This Regulation creates no rights extending beyond the contracted period of employment, or the employment of at-will staff members.

Paid 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, 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.

Professional staff (employees) may be terminated for excessive absences or tardiness. Unless authorized by the Board of Education or the Superintendent or otherwise authorized by law, an employee’s absence or tardiness is considered excessive if it:

  1. Is for a reason not granted as paid or protected leave under Board Policies or Regulations.
  2. Exceeds the number of days allotted by the Board for that particular leave.
  3. Is for a reason authorized by Board Policies or Regulations but exceeds more than 6 days per semester, or more than 12 days per school year.

Even if the absence or tardiness is authorized by the Board of Education or the Superintendent, if the absence or tardiness occurs for a reason not granted as leave under Board Policies or Regulations, or if it excessive, the employee’s salary will be docked and the employee will be subject to further discipline or termination. 

No employee will be disciplined or terminated for absences qualifying for protection under the Family and Medical Leave Act (FMLA) or other applicable law.  The district may require an employee to present employee certification of fitness to return to work whenever the employee is absent from work due to the employee’s health. FMLA Leave Act procedures shall apply to FMLA eligible employees. Information concerning employee’s rights under the FMLA will be posted in accordance with the law and will be provided in any employee handbooks that are distributed. For any employee who is not eligible for FMLA leave, including any employee who has exhausted available FMLA-protected leave, requests for leave and shall proceed according to the district’s established policies and regulations, and the procedural requirements of the FMLA shall not apply where they are not mandated by law.

The following leaves with pay will be provided to full-time professional staff (part-time professional staff will receive leave on a pro-rated basis):

** Leave must be used in either half (1/2) or full day increments.

A maximum of 100 unused days of leave may be accumulated for all employees.  Any unused days over 100 will be paid to the employee at a rate of $75 at the end of each school year.  Upon the end of employment, if the employee has 5 years of service or more with the district and has accumulated 100 unused days of leave, unused leave days will be paid out to the employee at a rate of $1.00 per day multiplied by the number of years of service with the district.

Employees may not use leave on days for which they are not required to report to work, including before actually beginning work in any given school year.

Additional Days Request

A full-time employee who needs more leave than is allowed may request up to ten (10) additional days, which shall be made through a written (or electronic) request and presented to the Bard for approval in its sole discretion.  If granted, the employee’s regular pay will be reduced by $75.00/day for a substitute, regardless of whether or not a substitute is hired.   

Reasons for Using Leave

Leave days may be used for the following reasons:

A district employee may not use leave during the period the employee receives Workers’ Compensation for any work-related injury.

Whenever possible, employees will inform their immediate supervisor 48 hours in advance of leave being requested.  However, 30 days’ notice is required by law if the leave qualifies for FMLA and such notice is practical.

A district employee may not use leave during or on a district Professional Development day.  However, with administrative approval, a district employee may be granted Professional leave to attend another professional development opportunity on the same day.


All professional staff employed on a 12 month basis will be entitled to ten (10) days of vacation per year.   After 15 years of consecutive service, 12 month employees shall be entitled to fifteen (15) days of vacation per year. Employees must request vacation time to their immediate supervisor or Superintendent.  The supervisor and/or Superintendent has the right to deny the request for vacation.  Vacation time may not be taken if the employee is receiving Worker’s Compensation for time lost due to a work-related injury. *** A 12 month, full time employee, unable to use their earned vacation days at the end of a contract/calendar year, may carry up to five (5) days in a carryover bank.  A maximum of five (5) days may be held in the carryover bank.  Accumulated vacation days over and above the maximum number allowed (earned + carryover), that are not used at the end of the immediate contract/calendar year, will be forfeited (***Revised 9/10/12)

Additional Paid Leave

The following additional paid leave will be provided to full-time and part-time employees:

Bereavement Leave

Pregnancy, Childbirth, and Adoption Leave

 We recommend either including the number of vacation days for 11, 10, and 9 month employees, or changing this so it applies to all full-time employees –whichever is the District’s current practice.

View Policy

Board Approved Date: September 10, 2012
Last Updated: September 2012