Personal and Sick Leave. Employee shall be entitled to the same personal and sick leave as the Board of Directors may from time to time designate for all full-time employees of the Corporation.
Personal and Sick Leave. Our church realizes that life is rarely predictable or easy; therefore, leave time is available to you for special circumstances. We expect that you will communicate promptly with the Church Council should these circumstances arise and leave time be needed. In the event of your illness, we provide up to 12 days of sick leave per 12 months of service; sick leave can accrue up to 120 days across the years of your ministry with us, though accrued sick leave is not payable upon termination. (For extended illness, see “Short-Term Disability.”) In the event of circumstances such as but not limited to the illness of a dependent, the death of a family member, or a personal crisis, we provide up to 5 days of personal leave per incident, not to exceed 10 days per 12 months of service. Personal leave does not accumulate. Sick time and personal leave are not meant to be utilized as additional vacation time.
Personal and Sick Leave. Twelve (12) paid sick days per year, accumulative to ninety (90) days. Three (3) paid personal days per year (non-accumulative), with no reason provided. Notification must be given twenty four (24) hours prior to the taking of the personal leave, except in emergencies, with approval of the building administrator or the superintendent. Personal leave shall not be used to extend vacation time or holiday/three-day weekends, except with the approval of the superintendent. A physician’s or osteopath’s certificate of health, or of any illness, may be required after an absence of five (5) consecutive days, or if the superintendent feels there is an abuse of the sick leave policy. Failure to present a certificate when requested may mean that the employee will not be allowed to work or that his/her pay will be withheld pending compliance. Pregnancy, childbirth, and complications resulting therefrom shall be treated in accordance with applicable state and/or federal law. Sick leave may be taken for a spouse, parent or minor children for whom the employee is legally responsible.
Personal and Sick Leave. The Superintendent shall have the same sick and personal leave benefits as authorized by Board policy for administrative employees who are employed under twelve-month contracts. The Superintendent shall be entitled to the use of and accumulation of personal sick leave in accordance with state law and Board Policy.
Personal and Sick Leave. Personal and Sick Leave Accrual – A full-time faculty member of the College shall earn eight (8) hours of sick leave for each calendar month of employment or major fraction of a calendar month (one day more than half the actual number of days in the month) of employment. Sick Leave is cumulative from year to year.
Personal and Sick Leave. 1. Custodians shall be reimbursed upon retirement for unused accumulated sick leave accumulated since initial employment to the year of retirement at the rate of twenty- five dollars ($25), except that no reimbursement shall be paid upon deferred retirement.
a. After one (1) full year of employment, leave of absence without pay for certified medical disability shall be granted for the remainder of the school year. Medical leaves of less than two (2) months in any school year may be extended up to one (1) calendar year thereafter.
b. Other leaves of absence including medical leave extensions may be granted by the Board of Education upon the recommendation of the Superintendent or designee.
c. Nothing contained herein shall be construed to modify the existing language and practice concerning seniority.
Personal and Sick Leave. A. Administrators shall be entitled to four (4) personal days per year. For administrators employed for less than twelve (12) months in a year, personal days will be prorated. Administrators must notify their immediate supervisors in advance whenever possible, of each personal day to be taken. Personal days must be approved in advance by the administrator’s immediate supervisor. No reason needs to be given. It is recognized that there will be unanticipated personal business that will require the use of personal days without prior approval, however, this should be the “exception” and not the “rule”. The number of personal days that have been “banked” through June 30, 2009, will be grandfathered. However, effective July 1, 2009, personal days can no longer be accrued.
B. Administrators shall be entitled to twelve (12) days of sick leave per year with full pay. For administrators employed for less than twelve (12) months in a year, sick leave is prorated at one (1) day per month. All unused sick leave shall be accumulated from year to year.
C. For tenured administrators, a leave of absence without pay and without benefits for one (1) year may be granted by the Board. Additional leave with just cause, may be granted by the Board for but not be limited to illness, personal tragedy, problems, educational or legal business.
Personal and Sick Leave. Each teacher is entitled to two (2) personal leave days in addition to the ten sick leave days provided annually by the School Code. Each teacher will receive one (1) additional personal leave day, after they have completed ten (10) years of service in the District. Personal leave days may be accumulated but in no event shall any teacher be allowed to use more than four (4) personal leave days per year. Use of a personal day on an in-service day requires advance approval of the superintendent. All accumulated personal days will convert to sick days upon retirement from the District. All compensatory days will convert to sick days on the second Monday of December of each school year if they are not used prior to that time.
Personal and Sick Leave. A. Each employee shall be entitled to twelve (12) sick days per year. These days shall accumulate if not used.
B. Sick leave is hereby defined to mean absence from post of duty of an employee because of personal illness, as per N.J.S.A. 18-A:30-1.
1. The Board shall grant an unpaid leave of absence on the basis of medical certification (statement from the employee’s physician confirming the existence of the disabling condition) of up to one (1) year to any tenured employee who has exhausted his/her accumulated sick leave and who is temporarily unable to perform his-her duties because of disability resulting from illness, injury, pregnancy, or similar condition. Additional leave may be granted at the discretion of the Board.
2. For the purposes of this Article, “Temporary Disability” will mean one year from the date that unpaid medical leave begins. Medical, dental and prescription coverage will continue for one year after the temporary disability begins. Thereafter, the employee may remain on the group health insurance plan provided he/she reimburses the Board of Education for applicable premiums until termination or return to work.
Personal and Sick Leave. 34.01 Any employee with more than 6 months of seniority is entitled to the wage replacement plan offered by the Company.
34.01.1 When an employee is deemed totally disabled by the Medical Office and the treating physician, on receipt of a valid medical certificate, a wage replacement equal to 90 % of his regular weekly pay for the period specified in the sick benefits schedule outlined in articles 34.02 and 34.03 is paid to the employee by the Company, at regular pay periods. However, when an employee has used up his total sick benefits, he will only receive a wage replacement equal to 66⅔ % of his regular weekly pay.
34.01.2 The regular weekly pay reflects 40 times the hourly rate of the employee.
34.01.3 The wage replacement payments shall not exceed 26 weeks.
34.01.4 On the 2nd day of absence from work, any employee who is absent due to illness or to a non-occupational accident must submit a medical certificate, as required by the Medical Office, and signed by a physician. The certificate must include at least the following information: • Diagnosis • Date of the medical appointment • Date of the follow-up and/or return to work
34.01.5 In the case of a disagreement between the treating physician and the Medical Office, particularly regarding the validity, duration, diagnosis, treatment, back-to-work protocol or functional limitations, the file must be submitted to a medical examiner acceptable to both parties. The convocation to the examination is sent to the employee by priority post. A notice is sent to the Union when an employee is summoned to a medical expertise.
34.01.6 The medical examiner is chosen, by specialty, by rotation, as per the list compiled by both parties. The latter renders a binding decision without appeal. It is agreed that if a medical examiner is not available within a 2-week period, the next medical examiner on the list will be considered. The parties will meet on June 20th of each year to update or to modify the list of medical examiners, by request of one of the parties.
34.01.7 The wage replacement payments will continue to be paid to the employee until the medical examiner has rendered a decision. If the decision indicates that the employee is fit for work, with or without physical limitations, the employee must immediately return to his workstation. Any payment under the plan ceases on the date upon which the medical examiner determines that the employee is fit for work and when the employee is informed by the Medical Office....
