Common use of Leave Procedures Clause in Contracts

Leave Procedures. a. Employees requesting a leave must give the Human Resources Department no less than fourteen (14) calendar days’ notice prior to their projected leave start date, except in emergencies. At time of requesting a leave the Employee must also indicate a projected return to work date. b. The position held by an Employee who is granted a leave of absence will be filled in accordance to the temporary assignment language in Article 13-Vacancies and Temporary Assignments-Section C. Employees filling the temporary assignment must meet the qualifications of the positions as outlined in the job description of the assignment. c. If the Employee returns to work within six months year from the last day worked, they will return to the position held on their last day worked. if the employee's leave extends beyond six months or his/her position is filled permanently from their last day worked, their original position is not guaranteed, and they could be returned to a vacant position in the job classification they previously held for which they are qualified. Refusal to accept such assignment will be considered as a voluntary resignation. d. If the Employee’s return to work date changes from the Employee’s original request for leave they must notify the Human Resources department of the change. At least seven (7) calendar days’ notice must be given prior to the initial projected return to work date for non-medical leave requests. e. Failure to provide notice of intent to return to work as provided herein, and/or to return to work as scheduled, will release the School District of any further responsibility for re- employment of the employee and shall act as a conclusive presumption that the employee has resigned. f. Employees on an unpaid leave not covered by FMLA will have all wages and benefits discontinued for the duration of the unpaid leave except the employee may make arrangements to pay the premium of life and health insurance at the prevailing group rate if allowable.

Leave Procedures. a. Employees requesting a leave must give the Human Resources Department no less than fourteen (14) calendar days’ days notice prior to their projected leave start date, except in emergencies. At time of requesting a leave the Employee must also indicate a projected return to work date. b. The position held by an Employee who is granted a leave of absence will be filled in accordance to the temporary assignment language in Article 13-Vacancies and Temporary Assignments-Section C. Employees filling the temporary assignment must meet the qualifications of the positions as outlined in the job description of the assignment. c. If the Employee returns to work within six months one (1) calendar year from the last day worked, they will return to the position held on their last day worked. if If the employeeEmployee's leave extends beyond six months one calendar year or his/her position is filled permanently from their last day worked, their original position is not guaranteed, guaranteed and they could be returned to a vacant position in the job classification they previously held for which they are qualified. Refusal to accept such assignment will be considered as a voluntary resignation. d. If the Employee’s return to work date changes from the Employee’s original request for leave they must notify the Human Resources department of the change. At least seven (7) calendar days’ days notice must be given prior to the initial projected return to work date for non-medical leave requests. e. Failure to provide notice of intent to return to work as provided herein, and/or to return to work as scheduled, will release the School District of any further responsibility for re- re-employment of the employee and shall act as a conclusive presumption that the employee has resigned. f. Employees on an unpaid leave not covered by FMLA will have all wages and benefits discontinued for the duration of the unpaid leave except the employee may make arrangements to pay the premium of life and health insurance at the prevailing group rate if allowable.

Leave Procedures. a. A. When illness necessitates absence from work, the supervisor, or designee will be notified as soon as possible according to applicable School Board rules available to employees. B. Support staff substitutes are the responsibility of the school or department. The employee will not be responsible for providing substitutes for their absences. C. Employees requesting will notify their immediate supervisor five (5) working days in advance for any vacation leave requested. Employees will notify their immediate supervisor five (5) working days in advance when possible, for any personal charged to sick leave requested. *Compensatory time will be scheduled under normal leave procedures, at employee's option, with supervisor's approval. (See Article 5 [A]) D. All School Board rules relating to leaves for members of the Union or employees eligible for membership in the Union are considered a leave part of this contract. (See School Board Rules.) E. For support employees not subject to a collective bargaining agreement, and if negotiated through collective bargaining for applicable employees, the Compassionate Leave Program is established as a mechanism for accepting from qualified employees the voluntary donation of time from annual accumulated sick leave. Compassionate Leave may be utilized by eligible employees who need extended time off due to a catastrophic, serious health condition or life-altering event of a member of the employee’s immediate family, or for someone residing within the employee’s household, for whom the employee is the primary caregiver. Exclusions include but are not limited to, normal pregnancy, any injury covered by Worker’s Compensation or mental/nervous conditions, chemical dependency, alcoholism or related conditions. The following criteria will govern the creation, maintenance and use of Companionate Leave Program. 1. Recipient must give have been a regular employee of the Human Resources Department no less than fourteen (14) calendar days’ notice district for at least one full year preceding the current fiscal year and must have used all available sick and vacation prior to their projected leave start date, except in emergencies. At time of requesting a leave the Employee must also indicate a projected return to work datereceiving donated leave. b. 2. Donors are eligible to donate creditable time they have earned as long as the employee retains a minimum of 30 days of available leave after the donation is deducted. 3. The position held by an Employee who is granted a leave of absence Leave will be filled in accordance donated to a specific employee at the temporary assignment language in Article 13-Vacancies and Temporary Assignments-Section C. Employees filling time the temporary assignment must meet the qualifications of the positions as outlined in the job description of the assignmentdonation takes place. c. If the Employee returns to work within six months year from the last day worked, they will return to the position held on their last day worked4. if the employee's leave extends beyond six months or his/her position is filled permanently from their last day worked, their original position is not guaranteed, and they could be returned to a vacant position in the job classification they previously held for which they are qualified. Refusal to accept such assignment Donations will be considered as a voluntary resignationon first received from donor, first transferred to recipient. d. If the Employee’s return to work date changes from the Employee’s original request for leave they 5. Recipient must notify the Human Resources department of the change. At least seven (7) calendar days’ notice must be given prior to the initial projected return to work date for non-medical leave requests. e. Failure to provide notice of intent to return to work as provided herein, and/or to return to work as scheduled, will release the School District of any further responsibility for re- employment of the employee and shall act as a conclusive presumption that the employee has resigned. f. Employees on complete an unpaid leave not covered by FMLA will have all wages and benefits discontinued application for the duration of the unpaid leave except the employee may make arrangements to pay the premium of life and health insurance at the prevailing group rate if allowable.Compassionate Leave Program which will contain: a. Employee name b. Employee Identification number

Leave Procedures. a. Employees requesting a leave must give the Human Resources Department no less than fourteen (14) calendar days’ days notice prior to their projected leave start date, except in emergencies. At time of requesting a leave the Employee must also indicate a projected return to work date. b. The position held by an Employee who is granted a leave of absence will be filled in accordance to the temporary assignment language in Article 13-Vacancies and Temporary Assignments-Section C. Employees filling the temporary assignment must meet the qualifications of the positions as outlined in the job description of the assignment. c. If the Employee returns to work within six months one (1) calendar year from the last day worked, they will return to the position held on their last day worked. if If the employeeEmployee's leave extends beyond six months one calendar year or his/her position is filled permanently from their last day worked, their original position is not guaranteed, guaranteed and they could be returned to a vacant position in the job classification they previously held for which they are qualified. Refusal to accept such assignment will be considered as a voluntary resignation. d. If the Employee’s return to work date changes from the Employee’s original request for leave they must notify the Human Resources department of the change. At least seven (7) calendar days’ days notice must be given prior to the initial projected return to work date for non-non- medical leave requests. e. Failure to provide notice of intent to return to work as provided herein, and/or to return to work as scheduled, will release the School District of any further responsibility for re- employment of the employee and shall act as a conclusive presumption that the employee has resigned. f. Employees on an unpaid leave not covered by FMLA will have all wages and benefits discontinued for the duration of the unpaid leave except the employee may make arrangements to pay the premium of life and health insurance at the prevailing group rate if allowable.