Common use of Leave Provisions Clause in Contracts

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from his duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves must be signed by the professional employee, recommended by appropriate administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  Sick Leave  Military Leave (Annual Training)  Jury Duty  Emergency Leave  Personal Leave  Jewish Holiday  Bereavement Leave

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional an employee to be absent from his their duties for a specific period of time with the right of returning to employment upon expiration of the leave as outlined under the leave provisions of the this Agreement. The professional employee must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx Sick leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his administrator their supervisor and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves must be signed by the professional employee, recommended by the appropriate administrator supervisor and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Abuse of leave provision and/or falsifying leave documents is a serious offense and grounds for disciplinary action, up to and including discharge. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which s/he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay LEAVE WITH PAY Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  The following leaves with pay may be granted by the Board under the conditions outlinedin this Agreement: Sick Leave  Military Leave (Annual Training)  Jury Duty  Emergency Leave  Personal Leave  Jewish Holiday  Annual Leave Employee Working More Than One School District Job Religious Observance Bereavement Leave 1. Sick Leave Full time employees shall earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full time employment per year. There is no limit to the number of days of sick leave that can be accumulated. Sick leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. The professional employee shall notify their immediate supervisor if possible before the opening of school on the day on which he/she must be absent, except for emergency reasons recognized by the Board as valid. The professional employee must notify their immediate supervisor during the day prior to return to duty station when he/she will return. Failure to do so will result in the professional employee being charged with an additional day of leave. On the date of return to work, the professional employee shall file a written statement to their immediate supervisor which will set forth the day or days absent and reason for such absence. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Xxxxx County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit. 2. Military Leave (Annual Training) An pr of es s i ona l employee in the National Guard or active reserve, who participates in required “ annual military training”, shall, if possible, schedule their period of training after the end of the school year and before the beginning of the next school year. When such duty must be performed during the school year, the district will follow State and Federal laws in relation to leave, pay and return to assignment provided that a copy of orders and written evidence that an effort was made to serve the duty at the time when the professional employee was not on duty for the Board.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional an employee to be absent from his their duties for a specific period of time with the right of returning to employment upon expiration of the leave as outlined under the leave provisions of the this Agreement. The professional employee must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his administrator their supervisor and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves must be signed by the professional employee, recommended by the appropriate administrator supervisor and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Abuse of leave provision and/or falsifying leave documents is a serious offense and grounds for disciplinary action, up to and includingdischarge. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which s/he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay LEAVE WITH PAY Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  The following leaves with pay may be granted by the Board under the conditions outlinedin this Agreement: Sick Leave  Military Leave (Annual Training)  Jury Duty  Emergency Leave  Personal Leave  Jewish Holiday  Annual Leave Employee Working More Than One School District Job Religious Observance Bereavement Leave 1. Sick Leave Full time employees shall earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full time employment per year. There is no limit to the number of days of sick leave that can be accumulated.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from his their duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee must may be asked to supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves must be signed submitted by the professional employee, recommended by appropriate administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in the appropriate system for obtaining a substitute. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which he is they are qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  ⮚ Sick Leave  ⮚ Military Leave (Annual Training)  ⮚ Jury Duty  ⮚ Emergency Leave  ⮚ Personal Leave  Jewish Holiday  ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. Xxxx leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional an employee to be absent from his their duties for a specific period of time with the right of returning to employment upon expiration of the leave as outlined under the leave provisions of the this Agreement. The professional employee must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his administrator their supervisor and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves must be signed by the professional employee, recommended by the appropriate administrator supervisor and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Abuse of leave provision and/or falsifying leave documents is a serious offense and grounds for disciplinary action, up to and including discharge. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which s/he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay LEAVE WITH PAY Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  The following leaves with pay may be granted by the Board under the conditions outlinedin this Agreement: Sick Leave  Military Leave (Annual Training)  Jury Duty  Emergency Leave  Personal Leave  Jewish Holiday  Annual Leave Employee Working More Than One School District Job Religious Observance Bereavement Leave 1. Sick Leave Full time employees shall earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full time employment per year. There is no limit to the number of days of sick leave that can be accumulated. a. Xxxx leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. The professional employee shall notify their immediate supervisor if possible before the opening of school on the day on which he/she must be absent, except for emergency reasons recognized by the Board as valid. The professional employee must notify their immediate supervisor during the day prior to return to duty station when he/she will return. Failure to do so will result in the professional employee being charged with an additional day of leave. On the date of return to work, the professional employee shall file a written statement to their immediate supervisor which will set forth the day or days absent and reason for such absence. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. b. Employees who are habitually absent due to claims of illness of self and/or family member, or who use more sick leave days than the total number earned during the current school year or employment may be required at the request of the supervisor to provide verification of illness at employee’s expense. An unfounded claim for sick leave shall be cause for discipline up to and including termination. 2. Military Leave (Annual Training) A professional employee in the National Guard or active reserve, who participates in required “annual military training”, shall, if possible, schedule their period of training after the end of the school year and before the beginning of the next school year. When such duty must be performed during the school year, the district will follow State and Federal laws in relation to leave, pay and return to assignment provided that a copy of orders and written evidence that an effort was made to serve the duty at the time when the professional employee was not on duty for the Board.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional an employee to be absent from his duties for a specific period of time with the right of returning to employment upon expiration of the leave as outlined under the leave provisions of the this Agreement. The professional employee must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx Sick leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his administrator supervisor and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves must be signed by the professional employee, recommended by the appropriate administrator supervisor and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Abuse of leave provision and/or falsifying leave documents is a serious offense and grounds for disciplinary action, up to and including discharge. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which s/he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. LEAVE WITH PAY The following leaves with pay may be granted by the Board under the conditions outlinedin this Agreement: Sick Leave with Pay Military Leave (Annual Training) Jury Duty Emergency Leave Personal Leave Annual Leave Employee Working More Than One School District Job Jewish Holidays Bereavement Leave Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  Sick Leave  Military Leave (Annual Training)  Jury Duty  Emergency Leave  Personal Leave  Jewish Holiday  Bereavement Leave.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from his their duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee must may be asked to supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves leave must be signed submitted by the professional employee, recommended by appropriate administrator administrator, and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in the appropriate system for obtaining a substitute. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which he is they are qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  ⮚ Sick Leave  ⮚ Military Leave (Annual Training)  ⮚ Jury Duty  ⮚ Emergency Leave  ⮚ Personal Leave  Jewish Holiday  ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. Xxxx leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from his duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx Sick leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves must be signed by the professional employee, recommended by appropriate administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  Sick Leave  Military Leave (Annual Training)  Jury Duty  Emergency Leave  Personal Leave  Jewish Holiday  Bereavement Leave

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional an employee to be absent from his their duties for a specific period of time with the right of returning to employment upon expiration of the leave as outlined under the leave provisions of the this Agreement. The professional employee must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx Sick leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his administrator their supervisor and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves must be signed by the professional employee, recommended by the appropriate administrator supervisor and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Abuse of leave provision and/or falsifying leave documents is a serious offense and grounds for disciplinary action, up to and including discharge. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which s/he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay LEAVE WITH PAY Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  The following leaves with pay may be granted by the Board under the conditions outlinedin this Agreement: Sick Leave  Military Leave (Annual Training)  Jury Duty  Emergency Leave  Personal Leave  Jewish Holiday  Annual Leave Employee Working More Than One School District Job Religious Observance Bereavement Leave 1. Sick Leave Full time employees shall earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full time employment per year. There is no limit to the number of days of sick leave that can be accumulated.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from his their duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves must be signed by the professional employee, recommended by appropriate administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which he is they are qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  ⮚ Sick Leave  ⮚ Military Leave (Annual Training)  ⮚ Jury Duty  ⮚ Emergency Leave  ⮚ Personal Leave  Jewish Holiday  ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. Xxxx leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. The professional employee shall notify their immediate supervisor if possible before the opening of school on the day on which he/she must be absent, except for emergency reasons recognized by the Board as valid. The professional employee must notify their immediate supervisor during the day prior to return to duty station when he/she will return. Failure to do so will result in the professional employee being charged with an additional day of leave. On the date of return to work, the professional employee shall file a written statement to their immediate supervisor which will set forth the day or days absent and reason for such absence. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from his their duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves must be signed by the professional employee, recommended by appropriate administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which he is they are qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  ⮚ Sick Leave  ⮚ Military Leave (Annual Training)  ⮚ Jury Duty  ⮚ Emergency Leave  ⮚ Personal Leave  Jewish Holiday  ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. Xxxx leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. The professional employee shall notify their immediate supervisor if possible before the opening of school on the day on which he/she must be absent, except for emergency reasons recognized by the Board as valid. The professional employee must notify their immediate supervisor during the day prior to return to duty station when he/she will return. Failure to do so will result in the professional employee being charged with an additional day of leave. On the date of return to work, the professional employee shall file a written statement to their immediate supervisor which will set forth the day or days absent and reason for such absence. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from his their duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. Xxxx Sick leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies his their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leaves must be signed by the professional employee, recommended by appropriate administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement:  ⮚ Sick Leave  ⮚ Military Leave (Annual Training)  ⮚ Jury Duty  ⮚ Emergency Leave  ⮚ Personal Leave  Jewish Holiday  ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. Sick leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. The professional employee shall notify their immediate supervisor if possible before the opening of school on the day on which he/she must be absent, except for emergency reasons recognized by the Board as valid. The professional employee must notify their immediate supervisor during the day prior to return to duty station when he/she will return. Failure to do so will result in the professional employee being charged with an additional day of leave. On the date of return to work, the professional employee shall file a written statement to their immediate supervisor which will set forth the day or days absent and reason for such absence. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Xxxxx County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.