All full-time employees will be entitled to sick leave hours based on combination of their scheduled hours per day and months of service (plus one day (in daily hour increment)).

• 12 month, 8 hour/day employee is entitled to 104 sick hours;

• 11 month, 8 hour/day employee is entitled to 96 sick hours;

• 10 month, 8 hour/day employee is entitled to 88 sick hours;

• 9 month, 7.50 hour/day employee is entitled to 75 sick hours;

• 9 month, 6.75 hour/day employee is entitled to 67.50 sick hours; and

• 9 month, 6 hour/day employee is entitled to 60 sick hours.

Unused sick leave days max out at a cumulative 800 hours for support staff and certified staff. Any hours over 800 at the end of the year will be converted back to days and paid to employee at a rate of $75 per day. Upon termination of employment after at least 5 years of service, the accumulated sick hours up to the max of 800 hours are converted back to days and are paid out to the employee at a rate of $1.00 for each year of service to in District per day accumulated.

A full-time employee who needs more sick leave time than is allowed may request up to the ten (10) additional days, which will be converted into hours based on their scheduled daily hours. The employee’s regular pay will be reduced by $70.00 ($35 for support staff) a day for a substitute regardless whether or not a substitute is hired. Time lost before actually beginning the work of any given year shall not be allowed for a new employee. A first year employee would be eligible for sick leave after actually beginning work.

Absences may be charged against sick leave in hour increments for the following reasons:

1. Illness, injury or incapacity of the employee. The Board reserves the right to require a physician’s   certification attesting to the illness or incapacity of the claimant and/or inclusive dates of the employee’s incapacitation.  The FMLA health certification procedures apply to FMLA-qualifying absences, even if such absences are paid sick leave.
2. Illness, injury or incapacity of a member of the immediate family. The Board defines “immediate family” to include spouse, parent, grandparent, child, sibling, daughter or son-in-law, grandchild or non-family member residing within the staff member’s home. (Note: “Family” for FMLA purposes is more limited.)
3. Illness, injury or disability of other relatives, with permission granted by the superintendent.

A district employee may not use sick leave during the period the employee receives Workers’ Compensation for time lost to work-related incidents.