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.

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, vacation or recreation use. Employees desiring to use personal days must 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 two (2) days of personal leave per year which shall be non-cumulative.

Child Bearing Disability Leave

Child bearing disability leave is employee leave for recuperation and recovery after the birthing of a child.  Child bearing disability leave is available upon doctor recommendation for an employee that has physically given birth. Leave shall be up to six (6) calendar weeks in length, beginning with the birth of the child or children. These days include all calendar days (not to be confused with employee contracted days), regardless of normal student or teacher attendance on those days. These days must be used consecutively and may not be separated into two (or more) disparate leave periods. The employee will not experience any loss in pay during the allotted six (6) weeks. Allotted child bearing disability leave will run concurrently with FMLA leave and all appropriate paperwork should be completed as outlined in Policy/Regulation 4321 to utilize FMLA.

Employees seeking to utilize child bearing disability leave should contact their supervisor with their written doctor's recommendation for said leave.  Before the scheduled due date the employee should work with her supervisor to make arrangements for a substitute. The employee should get written confirmation of the allocation of child bearing disability leave from their supervisor. The employee should also give an approximate date of delivery, though it is understood that such dates are - by nature - flexible. Failure to follow these procedures may result in a reduction in allocated time or no allocation of leave for the employee. 

Bereavement Leave

Bereavement leave refers to absence due to death in the employee's family. A leave not to exceed five (5) days shall be allowed, without loss of pay, in case of absence due to death in the immediate family of the employee or employee's spouse. Immediate family is interpreted to be the spouse, parent, child, brother or sister, grandparents, grandchildren, or other relative or non-family living in the home of the employee. 

A leave not to exceed two days shall be allowed, without loss of pay, in case of absence due to the death of an uncle, aunt, niece, nephew, or cousin of the employee or employee's spouse. 

Upon written request the employee may be permitted to use sick leave, up to a maximum of five (5) additional days, after bereavement leave has been used. Travel consideration will be taken into account when granting additional bereavement leave. 

Employees seeking to utilize bereavement leave should contact their supervisor in writing or verbally before the time of the absence. They should receive a response in writing to confirm the allotment and length of the bereavement leave. Failure to do so could result in no bereavement leave or reduced leave being allocated to the employee. 

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 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.