LEAVES AND ABSENCES. 17.1 Eligible employees will be given three (3) sick leave days and will accrue one (1) day per month up to ten (10) days per year. These will be reflected in each paycheck. Sick leave benefits are calculated on the basis of a “School Year", September through June, the ten (10) months period that begins when the employee starts to earn sick leave benefits. Sick leave may carry over into the following school year. Once an employee reaches thirty (30) days, they will bank those days for future use, and an employee must cash in any sick leave days over thirty (30) days at the end of each school year at their current rate of pay. 17.2 Paid sick leave can be used in minimum increments of one (1) hour. Sick leave may be used for an employee’s own illness or injury or that of a family member who resides in the employee's household. 17.3 Employees who are unable to report to work due to illness or injury should notify the designated sub-coordinator before the scheduled start of their workday if possible. The sub- coordinator must also be contacted on each additional day of absence. The school shall be responsible for securing a substitute if needed. 17.4 If an employee is absent for five (5) consecutive days due to illness or injury, a physician's statement may be requested verifying the disability and its beginning and expected ending date. Before returning to work from a sick leave absence of five (5) calendar days or more, an employee may be required to provide a physician's verification that he or she may safely return to work. 17.5 As an additional condition of eligibility for sick leave benefits, an employee on an extended absence must apply for any other available compensation and benefits, such as workers' compensation. 17.6 Sick leave benefits are intended solely to provide income protection in the event of illness or injury and may not be used for any other absence. 17.7 An employee may use up to four (4) sick days as personal paid leave days per year. 17.8 Regular full-time employees are eligible to request medical leave. Eligible employees may request medical leave only after having completed an initial ninety (90) calendar days of service. Exceptions to the service requirement will be considered to accommodate disabilities. 17.9 Eligible employees should make request for medical leave to the Principal at least thirty
Appears in 1 contract
Sources: Collective Bargaining Agreement
LEAVES AND ABSENCES. 17.1 Eligible employees Appointments are not extended through a leave of any length, either paid or unpaid, except as required by law. When the class is appropriately rescheduled or a suitable substitute is found or if the absence is covered by an approved Bereavement or Jury Duty leave, the bargaining unit member shall suffer no loss of pay. In cases of emergency, if the bargaining unit member is not able to reschedule the class or obtain a substitute the department chair may identify alternatives to rescheduling the class or finding a substitute to forgo the loss of pay. In all other cases, the absent individual will be given three (3) sick leave days and will accrue suffer a pro-rata reduction in pay for each class missed based on his/her then current rate of pay. Bargaining unit members teaching one (1) day per month week are eligible for up to ten one
(101) paid bereavement day. Bargaining unit members teaching two (2) days per yearweek are eligible for up to two (2) paid bereavement days. These Bargaining unit members teaching three (3) or more days per week are eligible for up to three (3) paid bereavement days. Eligible bargaining unit members must request leave by notifying their supervisors prior to taking leave. Upon request, supervisors have the discretion to allow additional time without pay. Offers of employment may not be rescinded because of military obligation if the appointment has already been offered and accepted. Benefits eligibility for those on military leave and their dependents is as follows: Continued benefits (for such period as is specified by the Office of Human Resources): Standard Syracuse University Benefits: • Medical, Dental, Supplemental Life/Supplemental Accidental Death and Dismemberment (AD&D) and MetLife Home and Auto Insurance coverages will be reflected maintained, provided the eligible employee continues to make premium payments as if he or she were actively employed by the University and satisfies the other applicable plan or policy provisions. Eligible individuals participating in each paycheckExcellus BlueCross BlueShield (BCBS) OrangePoint may switch to Excellus BCBS BluePoint if they wish, as there are limitations in out-of-network coverage under the OrangePoint program (such a switch must be made in accordance with the applicable requirements of the plans). Sick leave benefits are calculated on the basis of a “School Year"Call Human Resources for further information. • Basic Life Insurance ($10,000 for eligible staff, September through June$50,000 for eligible faculty) • Remitted Tuition and Dependent Tuition • TIAA-CREF retirement. Upon an eligible employee's reemployment, the ten (10) months period University will make up any missed contributions to the plan that begins when would have been made had the employee starts not been on military leave. Further, upon reemployment, an eligible employee will be provided an opportunity to earn sick leave benefitsmake up any elected deferrals missed as a result of military leave. Sick leave may carry over into Any eligible employee make-up contributions must be made, starting at the following school yeardate of reemployment, within a period consisting of three times the length of military leave, not to exceed five (5) years. Once an employee reaches thirty (30) days• Vacation, they will bank those days for future useFloating Holidays, and an employee must cash Personal Days. During military leave, eligible employees are entitled to use any vacation, floating holidays or personal days accrued prior to the commencement of military leave in any sick leave the same manner as such days over thirty (30) days at the end of each school year at their current rate of pay.
17.2 Paid sick leave can be used in minimum increments of one (1) hourby an eligible employee who is on a non-military leave. Sick Paid time off will not continue to accrue during military leave may be used for an employee’s own illness or injury or that of a family member who resides in the employee's household.
17.3 Employees who are unable to report to work due to illness or injury should notify the designated sub-coordinator before the scheduled start of their workday if possible. The sub- coordinator must also be contacted on each additional day of absence. The school shall time spent on military leave will be responsible for securing a substitute if needed.
17.4 If an counted towards the eligible employee's length of service in calculating future paid time off, providing the eligible employee is absent for five (5) consecutive days due to illness or injury, a physician's statement may be requested verifying the disability and its beginning and expected ending date. Before returning returns to work in accordance with USERRA provisions. • In memoriam gift death benefit • Adoption assistance • Faculty and Staff Assistance Program (FSAP) • Day care referrals (through FSAP) • Credit Union services • Recreation Services (dependent ID card required) • Athletic discounts • SU Bookstore discounts (dependent ID card required) • Library access and borrowing privileges (dependent ID card required) Continued benefits that are limited in scope: • Salary Continuation (Disability benefits) - Exempt Employees. Eligibility for coverage for an eligible employee's sickness or injury will be determined in the same manner as for an eligible employee who is provided a non-military leave of absence under the plan. There is no coverage for disabilities resulting from an “act of war.” Please see that plan for details. • Disability Benefits - Non-Exempt Employees. Eligibility for coverage for an eligible employee's sickness or injury will be determined in the same manner as for an eligible employee who is provided a sick non-military leave of absence under the plan. There is no coverage for injuries and sickness resulting from an “act of five war.” Benefits are payable under the University's disability benefits plan for a maximum of twenty-six (526) calendar days weeks. Please see that plan for details. • Voluntary Group Long Term Disability Insurance. Eligibility for coverage for an eligible employee's sickness or more, injury will be determined in the same manner as for an eligible employee may be required who is provided a non-military leave of absence under the plan provided the eligible employee continues to provide a physician's verification that make premium payments as if he or she were actively employed by the University and satisfies the other applicable plan or policy provisions. There is no coverage for disabilities resulting from an “act of war.” Please see that plan for details. • Long Term Care Insurance. Coverage remains in effect in the same manner as for an eligible employee who is provided a non-military leave of absence under the plan provided the eligible employee continues to make premium payments as if he or she were actively employed by the University and satisfies the other applicable plan or policy provisions. There is no coverage for injury or disabilities resulting from an “act of war.” Please see that plan for details. • Basic Accidental Death and Dismemberment ($3,000 for eligible employees). Coverage remains in effect in the same manner as for an eligible employee who is on a non-military leave of absence under the plan. There is no coverage for claims resulting from an “act of war.” Please see that plan for details. • Pre-Tax Reimbursement Accounts for health or dependent care. An eligible employee will be able to continue to submit claims under the health and dependent care reimbursement plans while on military leave to the same extent that an eligible employee who is on a non-military leave of absence is permitted to do so under the plans. In certain instances under the health care reimbursement plan, claims may safely return still be submitted up to work.
17.5 As an additional condition of eligibility the amount the eligible employee elected for sick the year in which the military leave benefitsoccurs, provided that the eligible employee continues to pay, on a post-tax basis, the amount that would have been withheld pre-tax from his/her paycheck if the eligible employee had been receiving compensation from the University. Upon commencing military service leave, an eligible employee on an extended absence must apply for any other available compensation and benefitsmay change his/her elections under the plans. However, such as workers' compensation.
17.6 Sick leave benefits are intended solely to provide income protection in the event of illness or injury and a new election may not be used for any other absence.
17.7 An employee may use up to four (4) sick days as personal paid leave days per year.
17.8 Regular full-time employees are eligible to request medical made while on leave. Eligible employees may request medical An employee’s right to receive University benefits during a military leave only after having completed an initial ninety (90) calendar days of service. Exceptions to the service requirement will be considered subject to accommodate disabilities.
17.9 Eligible employees should such terms and conditions as are specified in the applicable University plan or policy. Call Human Resources for additional information. Modified Benefit Program • Dental, Supplemental Life Dependent Life Insurance coverages, will be maintained, provided the eligible employee continues to make request premium payments as if he or she were actively employed by the University and satisfies the other applicable plan or policy provisions. • Basic Life Insurance - $10,000 for medical eligible faculty. • Health Care Reimbursement Accounts (HRA). An eligible employee will be able to continue to submit claims under the HRA plan while on military leave to the Principal at least thirtysame extent that an eligible employee who is on a non-military leave of absence is permitted to do so under the plans. In certain instances under the health care reimbursement plan, claims may still be submitted up to the amount the eligible employee earned for the semester in which the military leave occurs. Continued benefits that are limited in scope: • Basic Accidental Death and Dismemberment ($3,000 for eligible employees). Coverage remains in effect in the same manner as for an eligible employee who is on a non-military leave of absence under the plan. There is no coverage for claims resulting from an “act of war.” Please see that plan for details. Bargaining Unit members shall have all of the rights and responsibilities established by the Family and Medical Leave Act (FMLA) to the extent provided by law. The FMLA provides that an eligible employee is entitled to a total of twelve work weeks of leave during a twelve-month period for one or more of the following reasons: ▪ an employee's own serious health condition that makes the employee unable to perform his or her job (including absences covered by Workers' Compensation, NYS Disability, and paid sick days); ▪ care of a spouse, child, or parent who has a serious health condition; and/or ▪ care of a newborn child or a child placed with the employee for adoption or ▇▇▇▇▇▇ care (within twelve months of the birth or placement). The University uses a "rolling" twelve-month period measured backward from the date an employee requests FMLA leave to determine an employee's leave entitlement. Employees who are granted FMLA leave will be returned to their previous position, or to an equivalent position upon their return. The same group health benefits will be provided during the leave that were provided before the leave; employees who are responsible for a portion of the required contributions must continue to make those payments. If an employee's portion of the required contribution is more than 30 days late, coverage may be canceled if payment is not received after adequate notice has been provided. FMLA leaves are unpaid except to the extent expressly provided otherwise in this Policy. Employees are eligible for FMLA leaves if they have been employed by the University for twelve months and have worked 1250 hours or more during the twelve-month period immediately preceding the leave.
Appears in 1 contract
Sources: Collective Bargaining Agreement
LEAVES AND ABSENCES. 17.1 Eligible employees will be given three (3) sick Appointments are not extended through a leave days and will accrue one (1) day per month up to ten (10) days per yearof any length, either paid or unpaid, except as required by law. These will be reflected in each paycheck. Sick leave benefits are calculated on When the basis of class is appropriately rescheduled or a “School Year", September through Junesuitable substitute is found or if the absence is covered by an approved Bereavement or Jury Duty leave, the ten (10) months period that begins when bargaining unit member shall suffer no loss of pay. In cases of emergency, if the employee starts bargaining unit member is not able to earn sick leave benefitsreschedule the class or obtain a substitute the department chair may identify alternatives to rescheduling the class or finding a substitute to forgo the loss of pay. Sick leave may carry over into In all other cases, the following school year. Once an employee reaches thirty (30) days, they absent individual will bank those days suffer a pro-rata reduction in pay for future use, and an employee must cash in any sick leave days over thirty (30) days at the end of each school year at their class missed based on his/her then current rate of pay.
17.2 Paid sick (1) paid bereavement day. Bargaining unit members teaching two (2) days per week are eligible for up to two (2) paid bereavement days. Bargaining unit members teaching three (3) or more days per week are eligible for up to three (3) paid bereavement days. Eligible bargaining unit members must request leave by notifying their supervisors prior to taking leave. Upon request, supervisors have the discretion to allow additional time without pay. notified of jury duty or subpoenaed as witnesses and subsequently excused without serving should report to work as scheduled. Bargaining unit members who are called to jury duty or other court appearances and released from their duty at a time during the day that allows them to perform their work assignments for the University will be expected to perform their assignments. Offers of employment may not be rescinded because of military obligation if the appointment has already been offered and accepted. Benefits eligibility for those on military leave and their dependents is as follows: Continued benefits (for such period as is specified by the Office of Human Resources): Standard Syracuse University Benefits: • Medical, Dental, Supplemental Life/Supplemental Accidental Death and Dismemberment (AD&D) and MetLife Home and Auto Insurance coverages will be maintained, provided the eligible employee continues to make premium payments as if he or she were actively employed by the University and satisfies the other applicable plan or policy provisions. Eligible individuals participating in Excellus BlueCross BlueShield (BCBS) OrangePoint may switch to Excellus BCBS BluePoint if they wish, as there are limitations in out-of-network coverage under the OrangePoint program (such a switch must be made in accordance with the applicable requirements of the plans). Call Human Resources for further information. • Basic Life Insurance ($10,000 for eligible staff, $50,000 for eligible faculty) • Remitted Tuition and Dependent Tuition • TIAA-CREF retirement. Upon an eligible employee's reemployment, the University will make up any missed contributions to the plan that would have been made had the employee not been on military leave. Further, upon reemployment, an eligible employee will be provided an opportunity to make up any elected deferrals missed as a result of military leave. Any eligible employee make-up contributions must be made, starting at the date of reemployment, within a period consisting of three times the length of military leave, not to exceed five (5) years. • Vacation, Floating Holidays, and Personal Days. During military leave, eligible employees are entitled to use any vacation, floating holidays or personal days accrued prior to the commencement of military leave in the same manner as such days can be used in minimum increments of one (1) hourby an eligible employee who is on a non-military leave. Sick Paid time off will not continue to accrue during military leave may be used for an employee’s own illness or injury or that of a family member who resides in the employee's household.
17.3 Employees who are unable to report to work due to illness or injury should notify the designated sub-coordinator before the scheduled start of their workday if possible. The sub- coordinator must also be contacted on each additional day of absence. The school shall time spent on military leave will be responsible for securing a substitute if needed.
17.4 If an counted towards the eligible employee's length of service in calculating future paid time off, providing the eligible employee is absent for five (5) consecutive days due to illness or injury, a physician's statement may be requested verifying the disability and its beginning and expected ending date. Before returning returns to work in accordance with USERRA provisions. • In memoriam gift death benefit • Adoption assistance • Faculty and Staff Assistance Program (FSAP) • Day care referrals (through FSAP) • Credit Union services • Recreation Services (dependent ID card required) • Athletic discounts • SU Bookstore discounts (dependent ID card required) • Library access and borrowing privileges (dependent ID card required) Continued benefits that are limited in scope: • Salary Continuation (Disability benefits) - Exempt Employees. Eligibility for coverage for an eligible employee's sickness or injury will be determined in the same manner as for an eligible employee who is provided a non-military leave of absence under the plan. There is no coverage for disabilities resulting from an “act of war.” Please see that plan for details. • Disability Benefits - Non-Exempt Employees. Eligibility for coverage for an eligible employee's sickness or injury will be determined in the same manner as for an eligible employee who is provided a sick non-military leave of absence under the plan. There is no coverage for injuries and sickness resulting from an “act of five war.” Benefits are payable under the University's disability benefits plan for a maximum of twenty-six (526) calendar days weeks. Please see that plan for details. • Voluntary Group Long Term Disability Insurance. Eligibility for coverage for an eligible employee's sickness or more, injury will be determined in the same manner as for an eligible employee may be required who is provided a non-military leave of absence under the plan provided the eligible employee continues to provide a physician's verification that make premium payments as if he or she were actively employed by the University and satisfies the other applicable plan or policy provisions. There is no coverage for disabilities resulting from an “act of war.” Please see that plan for details. • Long Term Care Insurance. Coverage remains in effect in the same manner as for an eligible employee who is provided a non-military leave of absence under the plan provided the eligible employee continues to make premium payments as if he or she were actively employed by the University and satisfies the other applicable plan or policy provisions. There is no coverage for injury or disabilities resulting from an “act of war.” Please see that plan for details. • Basic Accidental Death and Dismemberment ($3,000 for eligible employees). Coverage remains in effect in the same manner as for an eligible employee who is on a non-military leave of absence under the plan. There is no coverage for claims resulting from an “act of war.” Please see that plan for details. • Pre-Tax Reimbursement Accounts for health or dependent care. An eligible employee will be able to continue to submit claims under the health and dependent care reimbursement plans while on military leave to the same extent that an eligible employee who is on a non-military leave of absence is permitted to do so under the plans. In certain instances under the health care reimbursement plan, claims may safely return still be submitted up to work.
17.5 As an additional condition of eligibility the amount the eligible employee elected for sick the year in which the military leave benefitsoccurs, provided that the eligible employee continues to pay, on a post-tax basis, the amount that would have been withheld pre-tax from his/her paycheck if the eligible employee had been receiving compensation from the University. Upon commencing military service leave, an eligible employee on an extended absence must apply for any other available compensation and benefitsmay change his/her elections under the plans. However, such as workers' compensation.
17.6 Sick leave benefits are intended solely to provide income protection in the event of illness or injury and a new election may not be used for any other absence.
17.7 An employee may use up to four (4) sick days as personal paid leave days per year.
17.8 Regular full-time employees are eligible to request medical made while on leave. Eligible employees may request medical An employee’s right to receive University benefits during a military leave only after having completed an initial ninety (90) calendar days of service. Exceptions to the service requirement will be considered subject to accommodate disabilities.
17.9 Eligible employees should such terms and conditions as are specified in the applicable University plan or policy. Call Human Resources for additional information. Modified Benefit Program • Dental, Supplemental Life Dependent Life Insurance coverages, will be maintained, provided the eligible employee continues to make request premium payments as if he or she were actively employed by the University and satisfies the other applicable plan or policy provisions. • Basic Life Insurance - $10,000 for medical eligible faculty. • Health Care Reimbursement Accounts (HRA). An eligible employee will be able to continue to submit claims under the HRA plan while on military leave to the Principal at least thirtysame extent that an eligible employee who is on a non-military leave of absence is permitted to do so under the plans. In certain instances under the health care reimbursement plan, claims may still be submitted up to the amount the eligible employee earned for the semester in which the military leave occurs. Continued benefits that are limited in scope: • Basic Accidental Death and Dismemberment ($3,000 for eligible employees). Coverage remains in effect in the same manner as for an eligible employee who is on a non-military leave of absence under the plan. There is no coverage for claims resulting from an “act of war.” Please see that plan for details. Bargaining Unit members shall have all of the rights and responsibilities established by the Family and Medical Leave Act (FMLA) to the extent provided by law. The FMLA provides that an eligible employee is entitled to a total of twelve work weeks of leave during a twelve-month period for one or more of the following reasons: ▪ an employee's own serious health condition that makes the employee unable to perform his or her job (including absences covered by Workers' Compensation, NYS Disability, and paid sick days); ▪ care of a spouse, child, or parent who has a serious health condition; and/or ▪ care of a newborn child or a child placed with the employee for adoption or ▇▇▇▇▇▇ care (within twelve months of the birth or placement). The University uses a "rolling" twelve-month period measured backward from the date an employee requests FMLA leave to determine an employee's leave entitlement. Employees who are granted FMLA leave will be returned to their previous position, or to an equivalent position upon their return. The same group health benefits will be provided during the leave that were provided before the leave; employees who are responsible for a portion of the required contributions must continue to make those payments. If an employee's portion of the required contribution is more than 30 days late, coverage may be canceled if payment is not received after adequate notice has been provided. FMLA leaves are unpaid except to the extent expressly provided otherwise in this Policy. Employees are eligible for FMLA leaves if they have been employed by the University for twelve months and have worked 1250 hours or more during the twelve-month period immediately preceding the leave.
Appears in 1 contract
Sources: Collective Bargaining Agreement
LEAVES AND ABSENCES. 17.1 Eligible employees Section 1 - Personal Time Off (PTO):
(1) At the beginning of each school year, all full-time teachers will be given three credited with twelve (312) sick days of Personal Time Off (PTO) for the year. Teachers on less than a full-time contract shall have PTO equal to the percentage of time for which contracted in proportion to a full time contract. Teachers on extended contracts shall have PTO added at the rate of [12/contract days] X [additional days]. In order to be eligible for the yearly PTO allowance, the new or returning teacher in the District must have completed at least one day of teaching service providing educational services to students in the classroom, except instructional coaches. Should a new teacher not complete at least one day of teaching service, the new teacher has the option of taking unpaid leave and shall be entitled to the yearly PTO allowance after completing at least one day of teaching service. Should a returning teacher not complete at least one day of teaching service, the returning teacher may use accumulated leave during the period of absence. If the teacher has no accumulated leave the teacher has the option of taking the first two scheduled days of service as days of unpaid leave and/or paid leave days and will accrue one (1) day per month up to ten (10) days per year. These will be reflected in each paycheck. Sick leave benefits are calculated the teacher shall on the basis third scheduled day of service (if the teacher did not work on the first two days) be entitled to the yearly PTO allowance provided a “School Year", September through June, physician certifies that the ten (10) months period that begins when person is medically unable to be at work on the third scheduled day of service. If the employee starts to earn sick leave benefits. Sick leave may carry over into the following school year. Once an employee reaches thirty (30) daysis eligible for Family Medical Leave Act Leave, they will bank those days for future use, and an employee must cash in any sick leave days over thirty (30) days at the end of each school year at their current rate of pay.
17.2 Paid sick leave can be used in minimum increments of one (1) hour. Sick leave may be used for an employee’s own illness or injury or that of a family member who resides in the employee's household.
17.3 Employees who are unable to report to work due to illness or injury should notify the designated sub-coordinator before the scheduled start of their workday if possible. The sub- coordinator must also be contacted on each additional day of absence. The school shall be responsible for securing a substitute if needed.
17.4 If an employee is absent for five (5) consecutive days due to illness or injury, a physician's statement may be requested verifying the disability and its beginning and expected ending date. Before returning to work from a sick leave absence of five (5) calendar days or more, an employee may be required to provide a physician's verification that he or she may safely return to work.
17.5 As an additional condition of eligibility for sick leave benefits, an employee on an extended absence must apply for any other available compensation and benefits, such as workers' compensation.
17.6 Sick leave benefits are intended solely to provide income protection in the event of illness or injury and may not be used for any other absence.
17.7 An employee may use up to four (4) sick days as personal paid leave days per yeartaken are required to be applied against the number of days to which the employee is entitled pursuant to the Family Medical Leave Act. The teacher shall make the election to take paid leave for FMLA leave purposes or unpaid FMLA leave at the commencement of the leave and shall notify the business office of the election. In no instance shall the teacher be entitled to more leave days than that afforded through accumulated paid leave or the twelve (12) weeks of FMLA leave, whichever is greater, for FMLA qualifying reasons.
17.8 Regular full(2) Commencing with the 1994-time employees are eligible 95 school year, all teachers beginning their employment within the District may accumulate unused PTO leave to request medical leave. Eligible employees may request medical leave only after having completed an initial a maximum credit of ninety (90) calendar days. All teachers employed within the District during the 1993-94 school year may accumulate up to one hundred ten (110) days. Each employee shall be notified at the beginning of his/her contract year as to how many accumulated days of service. Exceptions leave he/she has to the service requirement his/her credit.
(3) Holidays occurring during excused PTO absences will not be considered to accommodate disabilitiesdeductible from PTO.
17.9 Eligible employees should make request for medical leave to the Principal at least thirty
Appears in 1 contract
Sources: Collective Bargaining Agreement
LEAVES AND ABSENCES. 17.1 Eligible The Board believes that the provision of leaves for employees helps to attract and retain persons who will maintain their physical health and have a feeling of security. The Board believes this can best be given three (3) sick leave days and will accrue one (1) day per month up to ten (10) days per year. These will be reflected accomplished in each paycheck. Sick leave benefits are calculated on the basis of a “School Year", September through June, the ten (10) months period that begins when the employee starts to earn sick leave benefits. Sick leave may carry over into the following school yearways:
1. Once an employee reaches thirty (30) days, they will bank those days for future use, and an employee must cash in any sick leave days over thirty (30) days at Encourage employees to take the end of each school year at their current rate of paynecessary time to recuperate from illness.
17.2 Paid sick leave can be used in minimum increments of one (1) hour2. Sick leave may be used for an employee’s own illness or injury or that of a family member who resides in the employee's household.
17.3 Employees who are unable to report to work due to illness or injury should notify the designated sub-coordinator before the scheduled start of their workday if possible. The sub- coordinator must also be contacted on each additional day of absence. The school shall be responsible for securing a substitute if needed.
17.4 If an employee is absent for five (5) consecutive days due to illness or injury, a physician's statement may be requested verifying the disability and its beginning and expected ending date. Before returning to work from a sick leave absence of five (5) calendar days or more, an employee may be required to provide a physician's verification that he or she may safely return to work.
17.5 As an additional condition of eligibility for sick leave benefits, an employee on an extended absence must apply for any other available compensation and benefits, such as workers' compensation.
17.6 Sick leave benefits are intended solely to provide Provide employees with income protection in the event of illness or injury and may not be used for any other absenceaccident.
17.7 An 3. Provide a way for employees to arrange for absence in the event of an emergency.
4. Cooperate with employees in arranging time for the performance of certain obligations or for other personal purposes that can be accomplished only during school time. Salary deductions will be made for all absences which are not covered by the various leave policies. All absences are accounted for on the automated time keeping system, which is completed and submitted by the employee to the immediate supervisor prior to absence. Employee Termination at the End of Benefit Period All staff of the ▇▇▇▇▇▇▇▇▇ School District are limited to the various sick leave days and compensable days adopted annually by the Board, whether the injury is work related or not. In the event that an employee requires a longer convalescent period than the sick and compensable days available to the employee, then:
1. Prior to the expiration of all such days, the employee shall request additional uncompensated leave;
2. The employee shall furnish the Board of Education with all appropriate medical documents; and
3. After the employee has used his or her compensable days and sick days, the Board may use grant up to four (4) sick days as personal paid leave days per year.
17.8 Regular full-time employees are eligible to request medical leave. Eligible employees may request medical leave only after having completed an initial additional ninety (90) calendar days of serviceuncompensated leave. Exceptions Any continuation of employee benefits shall be at the expense of the employee during such additional period. An employee who is eligible for leave under the Family and Medical Leave Act is entitled to any additional benefits that are required under the Act. When an employee is terminated because of medical reasons and is rehired, the following salary placement procedure will occur: A 12-month employee will advance on their salary schedule if employed half a year or more during the same school year. Less than 12-month will advance on their salary schedule if employed more than half of their regular year of employment. During the staff member’s employment in ▇▇▇▇▇▇▇▇▇ School District, only one time will a half year be counted toward a salary increment. Thereafter, one full year will equal an increment. Subject to the service requirement will provisions of the Americans with Disabilities Act, if an employee is unable to return to duty without medical restrictions that cannot be considered reasonably accommodated at the end of his or her available compensable days or at the end of any additional uncompensated days awarded by the Board, as set forth above, the employee’s position shall become vacant and the employee terminated. Nothing in this paragraph shall prevent a terminated employee from reapplying for an available position with the District after his or her illness or disability has been removed, and the Board, upon recommendation of the administration, may return the employee to accommodate disabilitieshis or her former position on the salary schedule or such other position and salary as the Board deems appropriate considering the needs of the District. The Board, may, but shall not be required to restore the employee to his or her former position with the prior years of credit accumulation, or such portion thereof as the Board sees fit. In the event that the provisions of this policy would result in an automatic termination of an employee prior to an official act of termination by the Board, the administration, in its discretion, may suspend the provisions of this policy pending an official Board meeting.
17.9 Eligible employees should make request for medical leave to the Principal at least thirty
Appears in 1 contract
Sources: Collective Bargaining Agreement