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R 4320 Personnel Leave

Paid Sick Leave

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, 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.  Employees will be provided with five (5) sick days per year which, if unused, will accumulate in the employee’s total available sick leave.

Upon retirement, the district will buy back all sick leave/personal days accumulated by the employee at one-half the current sub-rate pay, unless the hourly rate is below half of the sub-rate.  The Superintendent must receive written notification of the intent to retire at the end of the current school year not later than March 15th of the given year.  This notice does not impact any retirement incentive deadlines approved by the Board of Education.  If the employee has submitted the retirement incentive application to the district, the employee does not have to submit an additional letter to receive pay for unused sick leave.

Personal Leave

Paid personal leave days may only be used for personal business that cannot be transacted in nonwork hours. Personal leave days cannot be used for work stoppages.  Personal leave days cannot be used for vacation (beyond 2 consecutive personal days).  Personal leave days cannot be used:

Any leave requested for a period more than two (2) consecutive days must be approved by the superintendent.  If the days beyond two (2) are not approved, yet still taken, the employee will have his/her pay docked accordingly.  Employees desiring to use personal days must make every reasonable effort to schedule a request to the faculty principal at least one week 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.  Employees will be provided with five (5) days of personal leave per year which, if unused, will be moved to the employee’s sick leave pool the following year.  Any days beyond five (5) in a school year will be considered in violation of the policy and the employee will be docked accordingly.

Bereavement Leave

Bereavement leave will be up to five (5) days upon the death of a husband, wife, child, parent, or parents-in-law, brother, sister, and grandchild.  Three (3) days shall be allowed for the death of grandparents, grandparents-in-law, brother-in-law, sister-in-law, or other persons residing in the household.  Bereavement leave is not accumulative. Any funeral leave taken outside the definition of relative will be personal leave. Arrangements should be made through the principals with final approval resting with the Superintendent.

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, personal leave, or sick 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 institution will be regarded as a resignation.

Upon completion of an approve 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.

Attendance Incentive

When finances allow, each employee who has perfect attendance (not including vacation for 12-month employees) each quarter will be giving a $50 gift card.  Anyone with perfect attendance for the year will be given an additional $100 gift card.  Perfect attendance means that the employee did not use a sick or personal day during that quarter.  Professional time does not apply.  The dates of the quarter will be as follows:

Incentive will be given to the staff member with their paycheck in the following month.

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Board Approved Date: September 21, 2021
Last Updated: September 2021