Leave

All employees are expected to work the number of days listed on the board approved school calendar or use approved leave. However, absences without pay may be necessary in emergency or unusual/extraordinary situations, and when all other Board eligible leave has been exhausted.

Employees can use leave for sickness, personal, or bereavement (if district-provided bereavement leave is exhausted).  Leave can be taken as needed except for the first and last day of school, days connected to holidays, and professional development days, unless approved by the Superintendent.

The Superintendent/or designee may request a physician’s statement regarding an absence and/or verification that the employee may return to work.

Unused leave may be rolled over into the following school year. Unused leave can accumulate up to 90 days. Accumulated days above 90 will be paid out at the end of the fiscal year using the tiered system below.

Upon voluntary separation of employment from the district, payment for all unused, accumulated leave shall be made to that employee based on the following tiered system:

Employees leaving the District who are eligible for reimbursement under this policy will receive reimbursement with the last paycheck from the District.

Dock Days (Absences without Pay)

Principal or immediate supervisor is authorized to approve up to two days of unpaid absences for an employee per fiscal year.

The employee is required to notify the principal or immediate supervisor, using the NC Dock in Pay Request form, at least 24 hours in advance or as soon as practicable, if all other leave has been exhausted, and if the absence is to be without pay. The employee must provide the reason, rationale, and supporting documentation for the request. The employee must receive approval prior to the absence.

The use of short-term, unpaid absences as addressed in this policy does not apply to situations involving board-approved unpaid absences, such as Family and Medical Leave, which must be approved and processed in accordance with state and federal law, and Board policy.

Any abuse or misuse of dock days by an employee will have disciplinary actions up to and including termination.

Bereavement Leave

When a death occurs in an employee’s immediate family, a staff member may take up to five days off with pay to attend the funeral or make funeral arrangements for a spouse, parent, and children/step-children and up to three days of with pay to attend the funeral or make funeral arrangements for extended family. These days do not have to be taken consecutively and District may require verification of the need for the leave.

Leave for Jury Duty

Employees called for jury duty, for participation in the jury selection process, or subpoenaed to testify in a civil or criminal proceeding will be granted leave with pay. Employees will receive their normal pay less any jury or witness fees received. Employees called for jury selection or service on a jury will not be requested or required to use annual vacation or leave for time required in such civic service.

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 military duty, including training, shall be eligible for a grant of military leave.

Application for military leave shall be made in advance, as soon as practicable after the employee becomes aware of his/her obligation to report and immediately upon the employee's receipt of official notice to report. A copy of the official orders must be added to the leave application. The Superintendent/designee must approve the application. Emergency mobilization orders shall be dealt with on an individual basis.

The District recognizes that employees who receive notice to report for duty typically are not provided with discretion as to when to report. However, whenever an employee has a choice as to when to report for military duty, the employee's military leave shall be arranged during periods in which school is not in session. When the employee is given a choice as to when to report for duty, the Superintendent/designee may request that the employee seek a change in military orders if such a change appears to be in the best interest of the District.

Employees shall receive leave with pay for up to one hundred twenty (120) hours of military leave in each federal fiscal year. Additional military leave shall be without pay, except as required by federal and state law. Any person entitled to military leave shall only be charged military leave for any hours which the person would otherwise have been required to work had it not been for such military leave at a minimum of one hour and additional charges will be in multiples of one hour.

Each employee shall furnish a copy of the employee's military payroll voucher to the Superintendent/designee within thirty (30) days of the employee's return to regular assignment so that the necessary salary adjustments can be made.

Employee eligibility for reinstatement after military duty is completed shall be determined in accordance with federal and state laws.

Domestic/Sexual Violence Victim Leave (See Policy and Regulation 4322).

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) child care, 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 leave is approved by the Board, the employee is not paid for the period of the leave. Insurance benefits may be continued by the employee by making all payments to the Payroll Office, one month in advance.

Whenever a leave of absence has been granted by the Board to the end of the school year, 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

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

9-month/10-month Certified Employees 

Nine and ten month certified employees will be awarded ten leave days per school year.

9-month/10-month Hourly Employees 

Nine- and ten-month hourly employees earn Earned Time Off (ETO) at the rate of one day per month starting August 1 and ending May 30. Eligibility to accrue ETO is contingent on the employee either working or utilizing accrued ETO for the entire pay period. ETO is not earned in pay periods during which unpaid leave, short or long-term disability leave, or workers’ compensation leave is taken. Employees who have worked for the district ten or more years will be awarded ten ETO days at the beginning of the school year instead of being awarded one per month.

11-month Certified Employees

Eleven month certified employees will be awarded eleven leave days per school year.

11-month Hourly Employees

Eleven-month hourly employees earn ETO at the rate of one day per month starting August 1 and ending June 30. Eligibility to accrue ETO is contingent on the employee either working or utilizing accrued ETO for the entire pay period. ETO is not earned in pay periods during which unpaid leave, short or long-term disability leave, or workers’ compensation leave is taken. Employees who have worked for the district ten or more years will be awarded 11 ETO days at the beginning of the school year instead of being awarded one per month.

12-month Certified and Non-Certified Salaried Employees (usually Supervisors or Directors)

Twelve month salaried employees will be awarded twelve leave days per year.

Twelve month salaried employees will have ten days of vacation. Vacation days from the prior year can be used through October 1 the following school year. Vacation not used by October 1 is not rolled over to the following school year and the employee should request to be paid for unused vacation days at the employee’s daily rate. Any changes to when vacation days are used can be made with permission of the Superintendent.

Twelve month employees who have worked for the district ten or more years are entitled to an additional five vacation days to be awarded on July 1. The accumulation and use of vacation is as described above and cannot be rolled over to the following year, unless permission is given by Superintendent.

12-month Non-Certified Hourly Employees

Twelve-month hourly employees earn ETO at the rate of one day per month starting July 1 and ending June 30. Eligibility to accrue ETO is contingent on the employee either working or utilizing accrued ETO for the entire pay period. ETO is not earned in pay periods during which unpaid leave, short or long-term disability leave, or workers’ compensation leave is taken. Employees who have worked for the district ten or more years will be awarded 12 ETO days at the beginning of the school year instead of being awarded one per month.

Twelve month hourly employees earn .83 of a vacation day per month starting July 1 and ending June 30. Vacation days from the prior year can be used through October 1 the following school year. Vacation not used by October 1 is not rolled over to the following school year and the employee should request to be paid for unused vacation days at the employee’s hourly rate times the number of hours scheduled per day.

Twelve month employees who have worked for the district ten or more years are entitled to an additional five vacation days to be awarded on July 1. The accumulation and use of vacation is as described above and cannot be rolled over to the following year, unless permission is given by Superintendent.