Beginning with the school year 2017-2018 sick leave and personal days will be rolled into the same accumulated account. However, employees are still required to adhere to the following regulations and to mark the appropriate building forms to designate the reason for the absence. All certified and support staff who work 15 or more hours per week shall be granted sick leave/ personal days in accordance with the number of months employed (see below for details of the total amount of paid sick/personal days awarded per year).
9-10 month employees = 10 days
11 month employees = 11 days
12 month employees = 12 days
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 and/or verification that the employee may return to work regarding an absence of more than three (3) consecutive days or absence immediately preceding or following a school holiday or break in the school calendar (excluding a regular weekend)
Payment for unused sick/personal leave will be at the rate of 50 (fifty dollars) per day. Classified staff may build up a maximum of 60 days and will be paid at the end of each fiscal year for days that are accumulated over the maximum. (e.g. employee "A" ends the fiscal year with 60 days. Beginning with the 17-18 school year they are granted the additional number of days according to the months worked at the end of the 17-18 fiscal year they will be paid to bring them back to the maximum of 60 accumulated days) Certified employees may build up to the maximum of 90 and the same guidelines as for classified. (e.g. employee "B" ends the fiscal year with 90 days. Beginning with the 17-18 school year they are granted the additional number of days according to the months worked at the end of the 17-18 fiscal year they will be paid to bring them back to the maximum of 90 accumulated days.)
Personal Leave
A maximum of three (3) days may be used in any school year for Personal Leave purposes. These days are used at the discretion of the employee for occasions that are not covered under the sick leave policy or one of the other leave policies listed in other sections of this regulation, and cannot be performed before or after school hours. All unused personal leave at the end of each fiscal year will be converted to Paid sick leave for the employee as defined by Paid Sick Leave.
“Requests for personal leave immediately preceding or following a school holiday or break in the school calendar (excluding a regular weekend) must have prior approval for a medical, court, or funeral related reason from their Principal/Direct Supervisor and the Superintendent. Any other unapproved leave preceding or following a holiday or break in the calendar would result in a dock in pay for the time missed by the employee.
Staff must also request prior approval from their Principal/Direct Supervisor and the Superintendent for the usage of more than two consecutive personal leave days. This leave must be requested from the Principal/Direct Supervisor and the Superintendent at least two (2) weeks prior to the date of the paid leave.”
A maximum of three (3) times per school year the Principal/Direct Supervisor and Superintendent may approve for a staff member to miss 2 or fewer hours of a work day that does not require a substitute without being charged leave for a personal leave matter. This leave must have prior approval from both the Principal/Direct Supervisor and Superintendent prior to the leave being used. This leave request can be denied by the Principal/Direct Supervisor and Superintendent based upon being excessively used by the employee or due to staffing needs and/or substitute being required.``
If extenuating circumstances occur, the Superintendent of Schools may approve additional usage of accumulated leave as the situation dictates.
Bereavement Leave
A maximum of three (3) days may be used in any school year for bereavement purposes. Use of these days will be charged to personal/sick leave and if insufficient personal leave is available, to sick leave. Bereavement leave is available only upon the death of a member of the employee's immediate family, as that term is defined in the sick leave regulation. Bereavement leave is not accumulative.
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. (Jury Summons must be provided to Time Keeper with an Absence Slip.)
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 the first fifteen (15) calendar days of military leave in each federal fiscal year. Additional military leave shall be without pay, except as required by federal and state law.
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 în 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.