Common use of Paid Absences Clause in Contracts

Paid Absences. Section 13.1 The parties mutually recognize the need for employees, in time of sickness, matters of emergency, or other circumstances beyond the control of the employee, to have a degree of security in regard to salary. Therefore, the following provisions are hereby established. Section 13.2 Employees shall receive twelve (12) sick leave days at the beginning of each school year. Sick leave days will accumulate from year to year. Sick time can be used in increments of no less than one hour. Section 13.3 Other absences with the knowledge of the employee's immediate supervisor up to and including three (3) personal days a year will not result in a reduction in an employee's salary. Personal Day is defined as that activity which could not be acted upon except during school hours. The use of personal days immediately before and/or after a holiday or a recess period for travel or to otherwise extend the holiday or recess period is specifically prohibited. The period of absence without loss of pay may be extended beyond three (3) days for such occurrence upon the approval of the Superintendent. The Superintendent's decisions relative to such extension of paid absence is not grievable. Section 13.4 Up to five (5) days may be used for illness in the immediate family. After five (5) days it is expected that the employee can make appropriate arrangements for the care of the ill member of her/his immediate family. However, additional days may be granted upon the approval of the Assistant Superintendent of Human Resources. Immediate family in this section will mean husband, wife, mother, father, mother-in-law, father-in-law, sister, brother, sister-in-law, brother-in-law, daughter, son, daughter-in-law, son-in-law, grandmother, grandfather, grandchild, or other relatives living within the same household. For relatives not covered in this paragraph, the employee may appeal to the Assistant Superintendent of Human Resources. The decision of the Assistant Superintendent of Human Resources is not grievable. Section 13.5 A maximum of five (5) bereavement days may be used for a death in the immediate family, as defined in Section 13.4. One day will be granted to attend the funeral of a friend or relative not covered in Section 13.4. However, additional days may be granted upon approval of the Superintendent or designee. Section 13.6 Jury and court leave: Each employee will be excused from her/his regular assigned duties for required jury duty or the attendance at any court or administrative agency pursuant to subpoenas, provided she did not initiate or is not a party to the action. She/he will be paid her/his regular salary, and any funds received for appearance in court or before an administrative agency relating from being subpoenaed will be paid to the Avondale School District. The District will automatically deduct fifteen dollars ($15.00) [full day] or seven dollars and fifty cents ($7.50) [half day] from his/her normal salary for each day the employee serves as juror. The deduction will be taken on the 30th calendar day of the reported jury duty absence. Section 13.7 The provisions of this Article are intended to provide salary security in time of need, not mere convenience, under the conditions specified only. Section 13.8 An employee demonstrating a pattern of sick leave abuse may be notified that he/she will be required to furnish proof of illness signed by a physician for any subsequent use of sick leave during the current school year. Notification of such a requirement will be made in writing to the employee by the Superintendent. In the event of absence of an employee for illness or injury in excess of five (5) consecutive days, the Assistant Superintendent of Human Resources may require proof of illness or injury. Section 13.9 Proven abuse of the provisions of this Article will result in appropriate disciplinary action. Section 13.10 For eligible employees, leave time granted under this Article is inclusive of the Family Medical Leave Act of 1993 (FMLA). For the purpose of FMLA leaves immediate family means: spouse, son, daughter, and parent. The benefit coverage provisions of FMLA will include the benefits provided at the Insurance Protection Article. Section 13.11 After one (1) year of service, an employee may use up to four (4) weeks of personal paid sick leave for the adoption of a child. The time can be used after the employee takes custody of the subject child, or before taking custody if the adoption agency requires the employee to be with the child before the child is placed or if travel is necessary to secure the child. The District may request verification of pre-custody requirements.

Paid Absences. Section 13.1 The parties mutually recognize a.) An employee shall be paid at his or her regular rate of pay up to a maximum of five (5) days pay, during absence required for attending the need for employees, in time funeral and to take care of sickness, personal matters of emergency, or other circumstances beyond related to the control of the employee, to have a degree of security in regard to salary. Therefore, the following provisions are hereby established. Section 13.2 Employees shall receive twelve (12) sick leave days at the beginning of each school year. Sick leave days will accumulate from year to year. Sick time can be used in increments of no less than one hour. Section 13.3 Other absences with the knowledge death of the employee's immediate supervisor family defined, for the purposes hereof, to include the employee's mother, father, sister, brother, husband, wife, child. An employee shall be paid at his or her regular rate of pay up to and including three (3) personal days a year will not result in a reduction in an employee's salary. Personal Day is defined as that activity which could not be acted upon except during school hours. The use maximum of personal days immediately before and/or after a holiday or a recess period for travel or to otherwise extend the holiday or recess period is specifically prohibited. The period of absence without loss of pay may be extended beyond three (3) days pay, during absence required for such occurrence upon attending the approval funeral and to care for personal matters related to the death of the Superintendent. The Superintendent's decisions relative to such extension of paid absence is not grievable. Section 13.4 Up to five (5) days may be used for illness in the immediate family. After five (5) days it is expected that the employee can make appropriate arrangements for the care of the ill member of her/his immediate family. However, additional days may be granted upon the approval of the Assistant Superintendent of Human Resources. Immediate family in this section will mean husband, wife, mother, father, employee’s mother-in-law, father-in-law, sister, brother, sister-in-law, brother-in-law, daughterspouse’s child from a former marriage, songrandparents, daughter-in-law, son-in-law, grandmother, grandfather, grandchild, grandchildren or other relatives living within blood relative residing in the same household. b.) It is mutually agreed that when the employee's regularly scheduled days off occur during the period, he shall receive no pay for these days nor shall he extend his period of absence beyond the time required for attending the funeral. c.) It is also mutually agreed that circumstances may arise which justify payment should be made in these circumstances based on the facts surrounding the particular incident. SECTION 2. For relatives not covered in The Employer agrees that regular employees who are required by law to serve on juries, and who actually serve, shall be excused their entire tours during the period of jury service and shall be paid wages at their regular rate of pay for the time absent. In those cases, however, where the employee is temporarily excused from reporting for jury service for a whole workday or more, he shall report for Company duty. It is further mutually agreed that if it appears an employee is taking advantage of this paragraphagreement at the Company's expense, the Employer may deduct from the employee's regular rate of pay the amount of fee received for service as a juror. If an employee is excused from jury duty after twelve noon, the employee may appeal will not be required to the Assistant Superintendent of Human Resources. The decision of the Assistant Superintendent of Human Resources is not grievablework for that day. Section 13.5 A maximum SECTION 3. Short-term disability payment for the first week of absences due to sickness disability or off-duty injuries may be made on the following basis: 1.) Employees having less than two (2) years service, no payment. 2.) Employees having two (2) years, but less than five (5) bereavement days may be used for a death in years, payment to begin on the immediate family, as defined in Section 13.4. One third scheduled day will be granted to attend the funeral of a friend or relative not covered in Section 13.4. However, additional days may be granted upon approval of the Superintendent or designeeworked. Section 13.6 Jury and court leave: Each employee will be excused from her/his regular assigned duties for required jury duty or the attendance at any court or administrative agency pursuant 3.) Employees having two (2) years, but less than ten years, payment to subpoenas, provided she did not initiate or is not a party to the action. She/he will be paid her/his regular salary, and any funds received for appearance in court or before an administrative agency relating from being subpoenaed will be paid to the Avondale School District. The District will automatically deduct fifteen dollars ($15.00) [full day] or seven dollars and fifty cents ($7.50) [half day] from his/her normal salary for each day the employee serves as juror. The deduction will be taken begin on the 30th calendar second scheduled day of the reported jury duty absencenot worked. Section 13.7 The provisions 4.) Employees having ten (10) years and over, payment to start on the first scheduled day not worked. Short-term disability coverage will not be decreased during the term of this Article are intended to provide salary security in time of need, not mere convenience, under the conditions specified onlyAgreement. Section 13.8 An employee demonstrating a pattern of sick leave abuse may be notified that he/she will be required to furnish proof of illness signed by a physician for any subsequent use of sick leave during the current school year. Notification of such a requirement will be made in writing to the employee by the Superintendent. In the event of absence of an employee for illness or injury in excess of five (5) consecutive days, the Assistant Superintendent of Human Resources may require proof of illness or injury. Section 13.9 Proven abuse of the provisions of this Article will result in appropriate disciplinary action. Section 13.10 For eligible employees, leave time granted under this Article is inclusive of the Family Medical Leave Act of 1993 (FMLA). For the purpose of FMLA leaves immediate family means: spouse, son, daughter, and parent. The benefit coverage provisions of FMLA will include the benefits provided at the Insurance Protection Article. Section 13.11 After one (1) year of service, an employee may use up to four (4) weeks of personal paid sick leave for the adoption of a child. The time can be used after the employee takes custody of the subject child, or before taking custody if the adoption agency requires the employee to be with the child before the child is placed or if travel is necessary to secure the child. The District may request verification of pre-custody requirements.

Paid Absences. Section 13.1 The parties mutually recognize the need for employees, in time of sickness, matters of emergency, or other circumstances beyond the control of the employee, to have a degree of security in regard to salary. Therefore, the following provisions are hereby established. Section 13.2 Employees shall receive twelve (12) sick leave days at the beginning of each school year. Sick leave days will accumulate from year to year. Sick time can be used in increments of no less than one hour. Section 13.3 Other absences with the knowledge of the employee's immediate supervisor up to and including three four (34) personal days a year will not result in a reduction in an employee's salary. Personal Day is defined as that activity which could not be acted upon except during school hours. The use of personal days immediately before and/or after a holiday or a recess period for travel or to otherwise extend the holiday or recess period is specifically prohibited. The period of absence without loss of pay may be extended beyond three four (34) days for such occurrence upon the approval of the Superintendent. The Superintendent's decisions relative to such extension of paid absence is not grievable. Section 13.4 Up to five (5) days may be used for illness in the immediate family. After five (5) days it is expected that the employee can make appropriate arrangements for the care of the ill member of her/his immediate family. However, additional days may be granted upon the approval of the Assistant Superintendent of Human Resources. Immediate family in this section will mean husband, wife, mother, father, mother-in-law, father-in-law, sister, brother, sister-in-law, brother-in-law, daughter, son, daughter-in-law, son-in-law, grandmother, grandfather, grandchild, or other relatives living within the same household. For relatives not covered in this paragraph, the employee may appeal to the Assistant Superintendent of Human Resources. The decision of the Assistant Superintendent of Human Resources is not grievable. Section 13.5 A maximum of five (5) bereavement days may be used for a death in the immediate family, as defined in Section 13.4. One day will be granted to attend the funeral of a friend or relative not covered in Section 13.4. However, additional days may be granted upon approval of the Superintendent or designee. Section 13.6 Jury and court leave: Each employee will be excused from her/his regular assigned duties for required jury duty or the attendance at any court or administrative agency pursuant to subpoenas, provided she did not initiate or is not a party to the action. She/he will be paid her/his regular salary, and any funds received for appearance in court or before an administrative agency relating from being subpoenaed will be paid to the Avondale School District. The District will automatically deduct fifteen dollars ($15.00) [full day] or seven dollars and fifty cents ($7.50) [half day] from his/her normal salary for each day the employee serves as juror. The deduction will be taken on the 30th calendar day of the reported jury duty absence. Section 13.7 The provisions of this Article are intended to provide salary security in time of need, not mere convenience, under the conditions specified only. Section 13.8 An employee demonstrating a pattern of sick leave abuse may be notified that he/she will be required to furnish proof of illness signed by a physician for any subsequent use of sick leave during the current school year. Notification of such a requirement will be made in writing to the employee by the Superintendent. In the event of absence of an employee for illness or injury in excess of five (5) consecutive days, the Assistant Superintendent of Human Resources may require proof of illness or injury. Section 13.9 Proven abuse of the provisions of this Article will result in appropriate disciplinary action. Section 13.10 For eligible employees, leave time granted under this Article is inclusive of the Family Medical Leave Act of 1993 (FMLA). For the purpose of FMLA leaves immediate family means: spouse, son, daughter, and parent. The benefit coverage provisions of FMLA will include the benefits provided at the Insurance Protection Article. Section 13.11 After one (1) year of service, an employee may use up to four (4) weeks of personal paid sick leave for the adoption of a child. The time can be used after the employee takes custody of the subject child, or before taking custody if the adoption agency requires the employee to be with the child before the child is placed or if travel is necessary to secure the child. The District may request verification of pre-custody requirements.

Paid Absences. Section 13.1 The parties mutually recognize the need for employees, in time of sickness, matters of emergency, or other circumstances beyond the control of the employee, to have a degree of security in regard to salary. Therefore, the following provisions are hereby established. Section 13.2 Employees shall receive twelve (12) sick leave days at the beginning of each school year. Sick leave days will accumulate from year to year-to-year. Sick time can be used in increments of no less than one hour. Section 13.3 Other For the 2015-16, 2016-17 and the 2017-18 school years, other absences with the knowledge of the employee's immediate supervisor up to and including three (3) personal days a year will not result in a reduction in an employee's salary. Personal Day is defined as that activity which could not be acted upon except during school hours. The use of personal days immediately before and/or after a holiday or a recess period for travel or to otherwise extend the holiday or recess period is specifically prohibited. The period of absence without loss of pay may be extended beyond three (3) days for such occurrence upon the approval of the Superintendent. The Superintendent's decisions relative to such extension of paid absence is not grievable. Section 13.4 Up to five (5) days may be used for illness in the immediate family. After five (5) days it is expected that the employee can make appropriate arrangements for the care of the ill member of her/his immediate family. However, additional days may be granted upon the approval of the Assistant Superintendent of Human Resources. Immediate family in this section will mean husband, wife, mother, father, mother-in-law, father-in-law, sister, brother, sister-in-law, brother-in-law, daughter, son, daughter-in-law, son-in-law, grandmother, grandfather, grandchild, or other relatives living within the same household. For relatives not covered in this paragraph, the employee may appeal to the Assistant Superintendent of Human Resources. The decision of the Assistant Superintendent of Human Resources is not grievable. Section 13.5 A maximum of five (5) bereavement days may be used for a death in the immediate family, as defined in Section 13.4. One day will be granted to attend the funeral of a friend or relative not covered in Section 13.4. However, additional days may be granted upon approval of the Superintendent or designee. Section 13.6 Jury and court leave: Each employee will be excused from her/his regular assigned duties for required jury duty or the attendance at any court or administrative agency pursuant to subpoenas, provided she did not initiate or is not a party to the action. She/he will be paid her/his regular salary, and any funds received for appearance in court or before an administrative agency relating from being subpoenaed will be paid to the Avondale School District. The District will automatically deduct fifteen dollars ($15.00) [full day] or seven dollars and fifty cents ($7.50) [half day] from his/her normal salary for each day the employee serves as juror. The deduction will be taken on the 30th calendar day of the reported jury duty absence. Section 13.7 The provisions of this Article are intended to provide salary security in time of need, not mere convenience, under the conditions specified only. Section 13.8 An employee demonstrating a pattern of sick leave abuse may be notified that he/she will be required to furnish proof of illness signed by a physician for any subsequent use of sick leave during the current school year. Notification of such a requirement will be made in writing to the employee by the Superintendent. In the event of absence of an employee for illness or injury in excess of five (5) consecutive days, the Assistant Superintendent of Human Resources may require proof of illness or injury. Section 13.9 Proven abuse of the provisions of this Article will result in appropriate disciplinary action. Section 13.10 For eligible employees, leave time granted under this Article is inclusive of the Family Medical Leave Act of 1993 (FMLA). For the purpose of FMLA leaves immediate family means: spouse, son, daughter, and parent. The benefit coverage provisions of FMLA will include the benefits provided at the Insurance Protection Article. Section 13.11 After one (1) year of service, an employee may use up to four (4) weeks of personal paid sick leave for the adoption of a child. The time can be used after the employee takes custody of the subject child, or before taking custody if the adoption agency requires the employee to be with the child before the child is placed or if travel is necessary to secure the child. The District may request verification of pre-custody requirements.

Paid Absences. Section 13.1 14.1 The parties mutually recognize the need for employees, in time of sickness, matters of emergency, or other circumstances beyond the control of the employee, to have a degree of security in regard to salary. Therefore, the following provisions are hereby established. Section 13.2 14.2 Employees shall receive twelve (12) sick leave days at the beginning of each school year. Sick leave days will accumulate from year to year. Sick time can be used in increments of no less than one hour. Section 13.3 14.3 Other absences with the knowledge of the employee's immediate supervisor up to and including three four (34) personal business days a year will not result in a reduction in an employee's salary. Personal Day business is defined as that activity which could not be acted upon except during school hours. The use of personal business days immediately before and/or after a holiday or a recess period for travel or to otherwise extend the holiday or recess period is specifically prohibited. The period of absence without loss of pay may be extended beyond three (3) days for such occurrence upon the approval of the Superintendent. The Superintendent's decisions relative to such extension of paid absence is not grievable. Section 13.4 14.4 Up to five (5) days may be used for illness in the immediate family. After five (5) days it is expected that the employee can make appropriate arrangements for the care of the ill member of her/his immediate family. However, additional days may be granted upon the approval of the Assistant Superintendent of Human Resources. Immediate family in this section will mean husband, wife, mother, father, mother-in-law, father-in-law, sister, brother, sister-in-law, brother-in-law, daughter, son, daughter-in-law, son-in-law, grandmother, grandfather, grandchild, or other relatives living within the same household. For relatives not covered in this paragraph, the employee may appeal to the Assistant Superintendent of Human Resources. The decision of the Assistant Superintendent of Human Resources is not grievable. Section 13.5 14.5 A maximum of five (5) bereavement days may be used for a death in the immediate family, as defined in Section 13.414.4. One day will be granted to attend the funeral of a friend or relative not covered in Section 13.414.4. However, additional days may be granted upon approval of the Superintendent or designee. Section 13.6 14.6 Jury and court leave: Each employee will be excused from her/his regular assigned duties for required jury duty or the attendance at any court or administrative agency pursuant to subpoenas, provided she did not initiate or is not a party to the action. She/he will be paid her/his regular salary, and any funds received for appearance in court or before an administrative agency relating from being subpoenaed will be paid to the Avondale School District. The District will automatically deduct fifteen dollars ($15.00) [full day] or seven dollars and fifty cents ($7.50) [half day] from his/her normal salary for each day the employee serves as juror. The deduction will be taken on the 30th calendar day of the reported jury duty absence. Section 13.7 14.7 The provisions of this Article are intended to provide salary security in time of need, not mere convenience, under the conditions specified only. Section 13.8 14.8 An employee demonstrating a pattern of sick leave abuse may be notified that he/she will be required to furnish proof of illness signed by a physician for any subsequent use of sick leave during the current school year. Notification of such a requirement will be made in writing to the employee by the Superintendent. In the event of absence of an employee for illness or injury in excess of five (5) consecutive days, the Assistant Superintendent of Human Resources may require proof of illness or injury. Section 13.9 14.9 Proven abuse of the provisions of this Article will result in appropriate disciplinary action. Section 13.10 14.10 For eligible employees, leave time granted under this Article is inclusive of the Family Medical Leave Act of 1993 (FMLA). For the purpose of FMLA leaves immediate family means: spouse, son, daughter, and parent. The benefit coverage provisions of FMLA will include the benefits provided at the Insurance Protection Article. Section 13.11 14.11 After one (1) year of service, an employee may use up to four (4) weeks of personal paid sick leave for the adoption of a child. The time can be used after the employee takes custody of the subject child, or before taking custody if the adoption agency requires the employee to be with the child before the child is placed or if travel is necessary to secure the child. The District may request verification of pre-custody precustody requirements.