Common use of Leave Days Clause in Contracts

Leave Days. It is the expectation that employees will report to work on a regular basis and be on time for scheduled work. Absenteeism places an undue burden on the school district’s ability to manage and direct the programs and activities that affect students, parents, staff and the community. It is recognized that over the course of the year, there may be reasons for employees to be absent from work. However, the frequency and duration of these absences must be monitored by the employer and excessive absenteeism will be addressed. Good attendance will benefit employees in terms of job security, better earnings, protection of sick leave benefits and equitable treatment. All AFSCME personnel, in the event of personal illness, family illness, death in family or other reason, are expected to follow the reporting procedures for absences as provided by the district/supervisor. All employees must request and receive permission from their appropriate administrator/supervisor before leaving their assigned work area and/or building while on duty. Failure to comply with the reporting procedures may result in loss of pay to the employee and/or further disciplinary action. Any absence which is taken for an improper reason or which is used for purposes other than as stated by the employee shall be considered abusive. Any employee abusing the leave policies of the district shall be subjected to appropriate discipline, up to suspension or termination. In addition, it is the expectation that employees will punch themselves in and out of work and not request others to do so. Employees who register time records for other employees (punch in or out of work) or who request such action, will be subject to discipline, up to and including termination. A. A member of the bargaining unit selected to attend conferences, conventions or other functions of the International Union, or of the Michigan A.F.S.C.M.E. Council 25 shall be excused from work to attend such functions without loss of pay, subject to the following limitations. 1. The number of days that may be used under the terms of this provision shall not exceed twelve (12) workdays within a two-year period for the entire bargaining unit. 2. The Union shall provide at least a two (2) week notice prior to the use of conference days under this provision, and not more than two (2) employees shall be absent at any one time for this purpose. B. Funeral or bereavement leave may be used at the request of the employee in connection with death(s) in the immediate family. 1. Immediate family shall be considered to include the following: spouse, parents or step-parents, children or step-children, siblings, grandparents, grandchildren, aunts and uncles, in-laws (including mother-in-law, father-in-law, daughters-in-law, sons-in law, sisters-in-law, and brothers-in-law), or any other relative living in the employee's home. 2. The first two (2) days of leave will not be deducted from sick leave, but any additional days will be deducted from accumulated sick leave, including necessary travel time that may be authorized upon approval of the immediate Supervisor. 3. Requests may be submitted for funerals of non-immediate family members using personal days or sick days. C. Sick leave may be taken without loss of pay for personal illness, and for serious illness or quarantine of immediate family members (i.e. spouse, parents or step-parents, children or step-children) residing in the employee’s home. 1. The Board may require documentation for the use of sick leave days prior to or after holidays or school recesses, for the use of three (3) consecutive sick leave days, or if approved by the appropriate administrator, for patterns of excessive absence. If the employee is required to use a physician designated by the Board to provide such documentation, the Board will pay for the medical expenses incurred. 2. Employees newly entering the school district workforce will not be granted any benefits under the Board’s sick leave policy until that employee has completed work for one (1) pay period. The Board does reserve the right, however, to grant additional sick leave days without loss of pay to employees with ten (10) or more years of service to the district, and to pass final judgment in each individual case. a. Technicians, special education bus monitors and special education bus drivers working an extended school year shall earn twelve (12) sick leave days for each full year worked, which may accumulate to a maximum of one hundred fifty (150) days. b. All other bus drivers, bus monitors, and all cafeteria workers shall earn ten

Appears in 2 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement

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Leave Days. It is the expectation that employees will report to work on a regular basis and be on time for scheduled work. Absenteeism places an undue burden on the school district’s ability to manage and direct the programs and activities that affect students, parents, staff and the community. It is recognized that over the course of the year, there may be reasons for employees to be absent from work. However, the frequency and duration of these absences must be monitored by the employer and excessive absenteeism will be addressed. Good attendance will benefit employees in terms of job security, better earnings, protection of sick leave benefits and equitable treatment. All AFSCME personnel, in the event of personal illness, family illness, death in family or other reason, are expected to follow the reporting procedures for absences as provided by the district/supervisor. All employees must request and receive permission from their appropriate administrator/supervisor before leaving their assigned work area and/or building while on duty. Failure to comply with the reporting procedures may result in loss of pay to the employee and/or further disciplinary action. Any absence which is taken for an improper reason or which is used for purposes other than as stated by the employee shall be considered abusive. Any employee abusing the leave policies of the district shall be subjected to appropriate discipline, up to suspension or termination. In addition, it is the expectation that employees will punch themselves in and out of work and not request others to do so. Employees who register time records for other employees (punch in or out of work) or who request such action, will be subject to discipline, up to and including termination. A. A member of the bargaining unit selected to attend conferences, conventions or other functions of the International Union, or of the Michigan A.F.S.C.M.E. Council 25 shall be excused from work to attend such functions without loss of pay, subject to the following limitations. 1. The number of days that may be used under the terms of this provision shall not exceed twelve (12) workdays within a two-year period for the entire bargaining unit. 2. The Union shall provide at least a two (2) week notice prior to the use of conference days under this provision, and not more than two (2) employees shall be absent at any one time for this purpose. B. Funeral or bereavement leave may be used at the request of the employee in connection with death(s) in the immediate family. 1. Immediate family shall be considered to include the following: spouse, parents or step-parents, children or step-children, siblings, grandparents, grandchildren, aunts and uncles, in-laws (including mother-in-law, father-in-law, daughters-in-in- law, sons-in law, sisters-in-law, and brothers-in-law), or any other relative living in the employee's home. 2. The first two (2) days of leave will not be deducted from sick leave, but any additional days will be deducted from accumulated sick leave, including necessary travel time that may be authorized upon approval of the immediate Supervisor. 3. Requests may be submitted for funerals of non-immediate family members using personal days or sick days. C. Sick X. Xxxx leave may be taken without loss of pay for personal illness, and for serious illness or quarantine of immediate family members (i.e. spouse, parents or step-parents, children or step-children) residing in the employee’s home. 1. The Board may require documentation for the use of sick leave days prior to or after holidays or school recesses, for the use of three (3) consecutive sick leave days, or if approved by the appropriate administrator, for patterns of excessive absence. If the employee is required to use a physician designated by the Board to provide such documentation, the Board will pay for the medical expenses incurred. 2. Employees newly entering the school district workforce will not be granted any benefits under the Board’s sick leave policy until that employee has completed work for one (1) pay period. The Board does reserve the right, however, to grant additional sick leave days without loss of pay to employees with ten (10) or more years of service to the district, and to pass final judgment in each individual case. a. Technicians, special education bus monitors and special education bus drivers working an extended school year shall earn twelve (12) sick leave days for each full year worked, which may accumulate to a maximum of one hundred fifty (150) days. b. All other bus drivers, bus monitors, and all cafeteria workers shall earn tenten (10) sick leave days for each full school year worked, which may accumulate to a maximum of one hundred twenty five (125) days. 3. All employees whose starting time occurs between 6:00 a.m. and l0:00 a.m. shall notify their immediate supervisor or his/her designee of their use of a sick leave day as soon as possible. Second shift employees shall notify their supervisor or his/her designee of their use of a sick leave day prior to 1:00 p.m., except in emergencies. Third shift employees shall notify their Supervisor or his/her designee of their use of a sick leave day prior to 2:30 p.m., except in emergencies. D. Business leave may be approved to permit employees to conduct necessary business and legal activities that cannot be handled outside of regular work hours. 1. One day, not to be deducted from the sick leave of technicians, special education bus monitors and special education bus drivers working an extended school year may be approved under this section for the following specific purposes only. a. Mortgage applications and mortgage closings. b. Meetings with the Internal Revenue Service or other government bodies if required to attend. c. Probate court hearings or other meetings required for the purpose of estate settlement or adoption proceedings. d. Criminal court appearances in which the employee is not the defendant, and civil court appearances in which the employee is not the plaintiff. 2. Two days, to be deducted from the sick leave of all employee classifications may be approved under this section to conduct other necessary business, legal or personal activities that cannot be handled outside of regular work hours. Documentation may be required. 3. A written request shall be submitted to the employee’s immediate supervisor on a prescribed form at least three (3) work days in advance of the anticipated absence, and the supervisor shall return the form approving or disapproving the leave at least one (1) day in advance of the absence. In cases of emergency, the time limits do not apply. E. Technicians shall be eligible to take one (1) paid personal leave day per year, at a time when no substitute will be required for the employee – normally when students are on recess. Employees in this classification with fifteen (15) or more years of district-wide seniority shall be eligible to take a second such leave day. F. Any employee who is called for jury duty and who misses work as a result shall be paid the difference between the amount paid by the court for such service, and the amount normally paid to the employee for the amount of work missed. In the event an employee who is called for jury duty is excused from duty prior to 11:00 a.m. of any workday, the employee shall report to work for the purpose of completing his/her normal shift or scheduled workday. G. When an employee is on full-time active duty with the Armed Forces Reserves or the National Guard, he/she will be paid the difference between his/her reserve pay and his/her regular pay from the school district, provided proof of service and pay is submitted. A maximum of two (2) weeks of such service per year is the normal limit, except in the case of an emergency.

Appears in 2 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement

Leave Days. It is the expectation that employees will report to work on a regular basis and be on time for scheduled work. Absenteeism places an undue burden on the school district’s ability to manage and direct the programs and activities that affect students, parents, staff and the community. It is recognized that over the course of the year, there may be reasons for employees to be absent from work. However, the frequency and duration of these absences must be monitored by the employer and excessive absenteeism will be addressed. Good attendance will benefit employees in terms of job security, better earnings, protection of sick leave benefits and equitable treatment. All AFSCME personnel, in the event of personal illness, family illness, death in family or other reason, are expected to follow the reporting procedures for absences as provided by the district/supervisor. All employees must request and receive permission from their appropriate administrator/supervisor before leaving their assigned work area and/or building while on duty. Failure to comply with the reporting procedures may result in loss of pay to the employee and/or further disciplinary action. Any absence which is taken for an improper reason or which is used for purposes other than as stated by the employee shall be considered abusive. Any employee abusing the leave policies of the district shall be subjected to appropriate discipline, up to suspension or termination. In addition, it is the expectation that employees will punch themselves in and out of work and not request others to do so. Employees who register time records for other employees (punch in or out of work) or who request such action, will be subject to discipline, up to and including termination. A. A member of the bargaining unit selected to attend conferences, conventions conventions, or other functions of the International Union, or of the Michigan A.F.S.C.M.E. Council 25 shall be excused from work to attend such functions without loss of pay, subject to the following limitations. 1. The number of days that may be used under the terms of this provision shall not exceed twelve (12) workdays within a two-year period for the entire bargaining unit. 2. The Union shall provide at least a two (2) week notice prior to the use of conference days under this provision, and not more than two (2) employees shall be absent at any one time for this purpose. B. Funeral or bereavement leave may be used at the request of the employee in connection with death(s) in the immediate family. 1. Immediate family shall be considered to include the following: spouse, domestic partners, parents or step-parents, children or step-children, siblings, grandparents, grandchildren, aunts and uncles, in-laws (including mother-in-law, father-in-law, daughters-in-law, sons-in law, sisters-in-law, and brothers-in-law), or any other relative living in the employee's home. 2. The first two (2) days of funeral or bereavement leave will not be deducted from sick leave, but any additional days will be deducted from accumulated sick leave, including necessary travel time that may be authorized upon . Upon approval of the immediate SupervisorSuperintendent or designee, one (1) additional day not deducted from the employee’s sick leave allowance may be used for necessary travel or business in connection with a death or funeral. 3. Requests may be submitted for funerals of non-immediate family members using personal days or sick days. C. Sick X. Xxxx leave may be taken without loss of pay for personal illness, and for serious illness or quarantine of immediate family members (i.e. spouse, domestic partner, parents or step-step- parents, children or step-children) residing in the employee’s home. 1. The Board may require documentation for the use of sick leave days prior to or after holidays or school recesses, for the use of three (3) consecutive sick leave days, or if approved by the appropriate administrator, for patterns of excessive absence. If the employee is required to use a physician designated by the Board to provide such documentation, the Board will pay for the medical expenses incurred. 2. When schools are closed because of inclement weather or other emergency causes and the employee is authorized by his/her supervisor not to report to work or to leave work early due to inclement weather, and has used their three Act of God days, he/she may use up to six additional sick leave days to maintain continuity of pay on each such day that such employee does not report for work. A maximum of six (6) total sick days may be utilized for Act of God days and to maintain continuity of pay during unpaid breaks. 3. Employees newly entering the school district workforce will not be granted any benefits under the Board’s sick leave policy until that employee has completed work for one (1) pay period. The Board does reserve the right, however, to grant additional sick leave days without loss of pay to employees with ten (10) or more years of service to the district, and to pass final judgment in each individual case. a. Technicians, special education bus monitors and special education bus drivers working an extended school year shall earn twelve (12) sick leave days for each full year worked, which may accumulate to a maximum of one hundred fifty (150) days. b. All other bus drivers, bus monitors, and all cafeteria workers shall earn ten

Appears in 1 contract

Samples: Collective Bargaining Agreement

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Leave Days. It is the expectation that employees will report to work on a regular basis and be on time for scheduled work. Absenteeism places an undue burden on the school district’s ability to manage and direct the programs and activities that affect students, parents, staff and the community. It is recognized that over the course of the year, there may be reasons for employees to be absent from work. However, the frequency and duration of these absences must be monitored by the employer and excessive absenteeism will be addressed. Good attendance will benefit employees in terms of job security, better earnings, protection of sick leave benefits and equitable treatment. All AFSCME personnel, in the event of personal illness, family illness, death in family or other reason, are expected to follow the reporting procedures for absences as provided by the district/supervisor. All employees must request and receive permission from their appropriate administrator/supervisor before leaving their assigned work area and/or building while on duty. Failure to comply with the reporting procedures may result in loss of pay to the employee and/or further disciplinary action. Any absence which is taken for an improper reason or which is used for purposes other than as stated by the employee shall be considered abusive. Any employee abusing the leave policies of the district shall be subjected to appropriate discipline, up to suspension or termination. In addition, it is the expectation that employees will punch themselves in and out of work and not request others to do so. Employees who register time records for other employees (punch in or out of work) or who request such action, will be subject to discipline, up to and including termination. A. A member of the bargaining unit selected to attend conferences, conventions conventions, or other functions of the International Union, or of the Michigan A.F.S.C.M.E. Council 25 shall be excused from work to attend such functions without loss of pay, subject to the following limitations. 1. The number of days that may be used under the terms of this provision shall not exceed twelve (12) workdays within a two-year period for the entire bargaining unit. 2. The Union shall provide at least a two (2) week notice prior to the use of conference days under this provision, and not more than two (2) employees shall be absent at any one time for this purpose. B. Funeral or bereavement leave may be used at the request of the employee in connection with death(s) in the immediate family. 1. Immediate family shall be considered to include the following: spouse, domestic partners, parents or step-parents, children or step-children, siblings, grandparents, grandchildren, aunts and uncles, in-laws (including mother-in-law, father-in-law, daughters-in-law, sons-in law, sisters-in-law, and brothers-in-law), or any other relative living in the employee's home. 2. The first two (2) days of funeral or bereavement leave will not be deducted from sick leave, but any additional days will be deducted from accumulated sick leave, including necessary travel time that may be authorized upon . Upon approval of the immediate SupervisorSuperintendent or designee, one (1) additional day not deducted from the employee’s sick leave allowance may be used for necessary travel or business in connection with a death or funeral. 3. Requests may be submitted for funerals of non-immediate family members using personal days or sick days. C. Sick leave may be taken without loss of pay for personal illness, and for serious illness or quarantine of immediate family members (i.e. spouse, parents or step-parents, children or step-children) residing in the employee’s home. 1. The Board may require documentation for the use of sick leave days prior to or after holidays or school recesses, for the use of three (3) consecutive sick leave days, or if approved by the appropriate administrator, for patterns of excessive absence. If the employee is required to use a physician designated by the Board to provide such documentation, the Board will pay for the medical expenses incurred. 2. When schools are closed because of inclement weather or other emergency causes and the employee is authorized by his/her supervisor not to report to work or to leave work early due to inclement weather, and has used their three Act of God days, he/she may use up to six additional sick leave days to maintain continuity of pay on each such day that such employee does not report for work. A maximum of six (6) total sick days may be utilized for Act of God days and to maintain continuity of pay during unpaid breaks. 3. Employees newly entering the school district workforce will not be granted any benefits under the Board’s sick leave policy until that employee has completed work for one (1) pay period. The Board does reserve the right, however, to grant additional sick leave days without loss of pay to employees with ten (10) or more years of service to the district, and to pass final judgment in each individual case. a. Technicians, special education bus monitors and special education bus drivers working an extended school year shall earn twelve (12) sick leave days for each full year worked, which may accumulate to a maximum of one hundred fifty (150) days. b. All other bus drivers, bus monitors, and all cafeteria workers shall earn ten

Appears in 1 contract

Samples: Collective Bargaining Agreement

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