Common use of Personal Illness and Injury Leave Clause in Contracts

Personal Illness and Injury Leave. 10.1.1 Full-time bargaining unit members shall be entitled to ten (10) days leave with full pay for each school year for purposes of personal illness or injury. Bargaining unit members who work less than full-time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining unit member shall be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. 10.1.6 A bargaining unit member who is absent for one-half day or less may have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated leave. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 1. Full-time bargaining unit members shall be entitled to ten (10) days per year for leave with full pay for each school year for purposes of personal illness or injuryinjury for self or child. Bargaining unit Unit members who work less than full-time shall be entitled to that portion of the ten (10) days day's leave as the number of hours per week day of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 A. If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 paragraph "1" above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining B. A unit member who is absent shall have deducted from the accumulated leave corresponding time based upon the length of the workday. 2. A unit member shall be required to present a medical doctor's certificate verifying contact the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed Substitute Placement Service as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested provided by the District management to furnish a medical doctor's authorizationDistrict, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but in no later event less than ninety (90) minutes prior to the bargaining unit member's starting time, in order start of the work day to permit the employer Substitute Placement Service time to secure a substitute. A. The unit member shall assume total responsibility for obtaining his/her substitute from the Substitute Placement Service. The District shall only become involved in this procedure if it appears the unit member failed to notify the Substitute Placement Service of the need for a substitute teacher and no substitute shows for duty at the school; or if both the unit member and the substitute report to the school site for work. If a substitute teacher and a unit member both arrive for work the unit member will remain on duty. In either instance, the substitute teacher's daily rate of pay will be deducted from the unit member's per diem salary upon verification by the District that said unit member did, in fact, fail to call the Substitute Placement Service. B. If a unit member becomes ill during the work day, he/she would be allowed to leave campus by contacting the principal or his/her designee. 3. Any unit member whose absences are such that abuse of sick leave would be suspect, shall, at the District's discretion, be subject to the following progressive steps of discipline: A. A meeting will be held with the employee and his/her representative, if requested, and his/her immediate supervisor. The purpose of this meeting would be to review the absentee record and to agree upon procedures to be followed in order to resolve the problems. B. If the employee's record of absences indicates that abuse of sick leave has not improved since the initial meeting, the District may, at its discretion, request that all future absences be verified, in writing, by the attending physician. Failure to provide adequate notice may such verification will result in an unpaid absence. Throughout the above outlined progressive steps of discipline, every good faith effort will be grounds for denial of leave with paymade by the District in order to resolve the absenteeism problem. 10.1.6 A bargaining unit member who is absent 4. In the event of a substitute not being in place for one-half day or less may have deducted one-half day from an absence, and the accumulated leave; and if students are dispersed into grade level classes for the absence exceeds more than one-half day, a the grade level shall receive the amount of the county rate of substitute pay for use in purchasing materials to be used, above the budgeted amount for the grade level. This will include all K-6 classes, including Resource classes. This article is for full day may substitute coverage. There will be deducted from accumulated leave. 10.1.7 A bargaining unit member may not no compensation time provided. All monies will be allowed to return to work dispensed twice a year. The first issuance will be by December 15th and may the second will be required to pay no later than April 1st. Beginning with the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each 2008-2009 school year, the above mentioned grade levels will receive compensation for days covered from July 1st until March 31st and the previous year’s tally from April 1st through June 30th.

Personal Illness and Injury Leave. 10.1.1 Full-time bargaining unit members shall be entitled to ten (10) days per year for leave with full pay for each school year for purposes of personal illness or injuryinjury for self or child. Bargaining unit Unit members who work less than full-time shall be entitled to that portion of the ten (10) days day's leave as the number of hours per week day of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 i. If a bargaining unit member does not utilize the full amount of leave as authorized in Articleparagraph 10.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining ii. A unit member who is absent shall have deducted from the accumulated leave corresponding time based upon the length of the workday. 10.1.2 A unit member shall be required to present a medical doctor's certificate verifying contact the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed Substitute Placement Service as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested provided by the District management to furnish a medical doctor's authorizationDistrict, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but in no later event less than ninety (90) minutes prior to the bargaining unit member's starting time, in order start of the workday to permit the employer Substitute Placement Service time to secure a substitute. Failure The unit member shall assume total responsibility for obtaining his/her substitute from the Substitute Placement Service. The District shall only become involved in this procedure if it appears the unit member failed to provide adequate notice may be grounds notify the Substitute Placement Service of the need for denial of leave with paya substitute teacher and no substitute shows for duty at the school; or if both the unit member and the substitute report to the school site for work. 10.1.6 A bargaining 10.1.3 If a substitute teacher and a unit member who is absent both arrive for one-half day or less may have deducted one-half day from work the accumulated leave; and if unit member will remain on duty. In either instance, the absence exceeds more than one-half day, a full day may substitute teacher's daily rate of pay will be deducted from accumulated leavethe unit member's per diem salary upon verification by the District that said unit member did, in fact, fail to call the Substitute Placement Service. 10.1.7 A bargaining 10.1.4 If a unit member may not becomes ill during the workday, he/she would be allowed to return to work and may be required to pay leave campus by contacting the cost of principal or his/her designee. 10.1.5 Employees will enter their absence through the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work District’s Absence Management System, currently PJUSD Frontline, no less than ninety (90) minutes prior to the close start of their shift. The District’s Absence Management System will track and maintain leave balances. If the bargaining unit member's preceding workdayabsence is not entered due to unforeseen circumstances, and such failure results in a substitute being securedthe employee shall contact their direct supervisor or designee to report the absence. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 1. Full-time bargaining unit members employees shall be entitled to ten (10) days leave with full full-time pay for each school year for purposes of personal illness or injury. Bargaining unit members Employees who work less than full-time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member employee in a comparable position. 10.1.2 After 2. During each school year, when a unit member has exhausted all earned leave as set forth in 10.1.1 above is exhaustedavailable sick leave, including accumulated sick leave, and continues to be absent from duty on account of illness or accident for an additional non-accumulated leave shall be available for a period not to exceed five (5) 5 school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary for any of the additional five months in which the absence occurs shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which that would have been paid to a substitute. The accumulated sick leave and the five-month period shall begin on the eleventh (11) day of absence due to run consecutively. A unit member may not be provided more than one five-month period per illness or injuryaccident. However, if a school year terminates before the five-month period is exhausted, the employee may take the balance of the five-month period in a subsequent school year. 10.1.3 3. If a bargaining unit member an employee does not utilize the full amount ten (10) days of leave as authorized in Article 10.1.1 the paragraphs above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 4. Upon request by District management, a bargaining unit member an employee shall be required to present a medical doctor's ’s certificate verifying the personal illness or injury and/or a medical authorization to return to work. If All personnel are required to report the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist reason for absence to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injuryqualify for pay during that absence, and to report such findings their absences to the Superintendent Attendance Reporting/SubFinder System. This reporting to the Attendance Reporting/SubFinder System is sufficient for absences of six (6) days or designeefewer. If the report concludes that the absence is not due to personal illness or injuryFor absences in excess of six (6) days, verification may be made by a principal, supervisor, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leavemedical doctor. If requested by the District management management, an employee shall not return to furnish work until he submits a medical doctor's authorization, bargaining unit member shall submit said ’s authorization upon returning to return to work. 10.1.5 Whenever possible, a bargaining unit member 5. An employee must contact the designated District Office personnel Attendance Reporting/SubFinder System as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. Chronic failure to provide adequate notice may be grounds for other disciplinary action. 10.1.6 A bargaining unit member 6. An employee who is absent for one-half (1/2) day or less may shall have deducted one-half (1/2) day from the accumulated leave; and if the absence exceeds more than one-half (1/2 day), a full day may shall be deducted from accumulated leave. 10.1.7 A bargaining 7. Upon request, a unit member may not shall be allowed to return to work and may be required to pay the cost informed of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being securedindividual’s accumulated leave. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 9.2.1 Full-time bargaining unit Association members shall be entitled to ten one (101) days day leave per month of employment, excluding summer school, with full pay for each school year for purposes of personal illness or injury. Bargaining unit members Teachers who work less than full-full- time shall be entitled to that portion of the ten (10) days day’s leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member teacher in a comparable position. 10.1.2 9.2.2 After all earned leave as set forth in 10.1.1 above 9.2.1 above, and all accumulated sick leave as described in 9.2.3 below is exhausted, additional non-accumulated leave shall be available beginning on the tenth (10th) day of absence due to illness or injury for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit memberteacher's salary shall be the lesser of: the amount actually paid a substitute employee employed to fill the position during the leave, or, or if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on substitute or fifty percent (50%) of the eleventh (11) day of absence due to illness or injuryabsent teacher's daily salary. 10.1.3 9.2.3 If a bargaining unit member teacher does not utilize the full amount of leave as authorized in Article 10.1.1 9.2.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 9.2.4 Upon request by District management, a bargaining unit member teacher shall be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the The District may require require, at its expense, a certified medical specialist physician to visit the bargaining unit member teacher and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent (or designee). Should such differ in its conclusion from that of the teacher's physician, a mutually acceptable third physician may be sought for a concurring opinion at the teacher's expense. 9.2.4.1 If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent (or designee), after notice to the bargaining unit memberteacher, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 9.2.5 Whenever possible, a bargaining unit member teacher must contact the designated District Office personnel his/her immediate supervisor as soon as the need to be absent is known, but no later preferably not less than ninety two (902) minutes hours prior to the bargaining unit member's starting timestart of the workday, in order to permit the employer time to secure a substitutesubstitute service. Failure to provide adequate notice may without good reason shall be grounds for denial of leave with pay. 10.1.6 9.2.6 A bargaining unit member teacher, who is absent for one-half day or less may absent, shall have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from prorate amount of accumulated leave. 10.1.7 A bargaining unit member may not 9.2.7 Teachers who will be allowed to return to work and may be absent from work, are required to pay call the cost District’s 24-hour phone number notifying the District of the substitute secured if the bargaining unit member fails intent not to be at work. An absent teacher is required to notify the District school directly, prior to 2:30 PM the day preceding the day of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being securedwork. 10.1.8 9.2.8 Each bargaining unit member may request notification teacher shall be notified of the accumulated sick leave by September 30th balance prior to October 15 of each school year. 9.2.9 Summer school teachers shall be entitled to utilize any sick leave accumulated during the regular school year.

Personal Illness and Injury Leave. 10.1.1 1. Full-time bargaining unit members employees shall be entitled to ten (10) days leave with full full-time pay for each school year for purposes of personal illness or injury. Bargaining unit members Employees who work less than full-time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member employee in a comparable position. 10.1.2 After 2. During each school year, when a unit member has exhausted all earned leave as set forth in 10.1.1 above is exhaustedavailable sick leave, including accumulated sick leave, and continues to be absent from duty on account of illness or accident for an additional non-accumulated leave shall be available for a period not to exceed five (5) 5 school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary for any of the additional five months in which the absence occurs shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which that would have been paid to a substitute. The accumulated sick leave and the five-month period shall begin on the eleventh (11) day of absence due to run consecutively. A unit member may not be provided more than one five-month period per illness or injuryaccident. However, if a school year terminates before the five-month period is exhausted, the employee may take the balance of the five-month period in a subsequent school year. 10.1.3 3. If a bargaining unit member an employee does not utilize the full amount ten (10) days of leave as authorized in Article 10.1.1 the paragraphs above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 4. Upon request by District management, a bargaining unit member an employee shall be required to present a medical doctor's ’s certificate verifying the personal illness or injury and/or a medical authorization to return to work. If All personnel are required to report the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist reason for absence to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injuryqualify for pay during that absence, and to report such findings their absences to the Superintendent Attendance Reporting/ Substitute System (AESOP). This reporting to the Attendance Reporting/Substitute System is sufficient for absences of six (6) days or designeefewer. If the report concludes that the absence is not due to personal illness or injuryFor absences in excess of six (6) days, verification may be made by a principal, supervisor, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leavemedical doctor. If requested by the District management management, an employee shall not return to furnish work until he submits a medical doctor's authorization, bargaining unit member shall submit said ’s authorization upon returning to return to work. 10.1.5 Whenever possible, a bargaining unit member 5. An employee must contact the designated District Office personnel Attendance Reporting/Substitute System as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. Chronic failure to provide adequate notice may be grounds for other disciplinary action. 10.1.6 A bargaining unit member 6. An employee who is absent for one-half (1/2) day or less may shall have deducted one-half (1/2) day from the accumulated leave; and if the absence exceeds more than one-half (1/2 day), a full day may shall be deducted from accumulated leave. 10.1.7 A bargaining 7. Upon request, a unit member may not shall be allowed to return to work and may be required to pay the cost informed of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being securedindividual’s accumulated leave. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 Full-time bargaining unit members shall be entitled to ten (10) days leave with full pay for each school year for purposes of personal illness or injury. Bargaining unit members who work less than full-time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining unit member shall be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work.and 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. 10.1.6 A bargaining unit member who is absent for one-half day or less may have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated leave. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 13-2.1 Full-time bargaining unit members shall be entitled to ten (10) days days' leave with full pay for each full school year of service for purposes of personal illness or injury. Bargaining unit Unit members who work less than full-a full school year shall earn sick leave time at the rate of one (1) day for each month of paid service rendered. Unit members who work less than full time shall be entitled to that portion earned sick leave on a pro rata basis. Unit members who work an extended contract work year shall be entitled to one-half day of the sick leave for each additional ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable positionwork. 10.1.2 13-2.2 After all earned leave as set forth in 10.1.1 13-2.1 above is exhausted, additional non-accumulated leave leaves shall be available for a period period, not to exceed five (5) school months, provided that the provisions of 10.1.4 13-2.4 below are met. The amount deducted for leave purposes from the bargaining unit member's member salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-five (5) month period shall begin on after the eleventh (11) day of absence due to illness or injuryunit member has exhausted his/her accumulated sick leave. 10.1.3 13-2.3 If a bargaining unit member does not utilize use the full amount of leave as authorized in Article 10.1.1 13-2.1 above in any school year, the amount not utilized shall be accumulated from year to year. On or about November 25th of each school year, the District shall provide a written statement of each unit member's accumulated sick leave. 10.1.4 13-2.4 Upon request by District managementthe Superintendent or the Superintendent's designee, a bargaining unit member shall be required to present a medical doctor's certificate or other acceptable proof such as a personal signed statement verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty three (203) consecutive days, the District Superintendent or the Superintendent's designee may require and pay a certified medical specialist doctor to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or the Superintendent's designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness or injury is not sufficiently severe to warrant continued absence, then the Superintendent or the Superintendent's designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by After a serious illness or injury or other illness which could interfere with the District management health of the students or would interfere with the employee's performance, a unit member shall not return to furnish work until the unit member submits a medical doctor's authorizationauthorization to return to work if such an authorization is requested by the Superintendent or the Superintendent's designee. Where the unit member's religion prohibits the consultation of a medical doctor, bargaining evidence of treatment and the need, therefore, by the practitioner of the religion of any well-recognized church or denomination may be required by the Superintendent or the Superintendent's designee. 13-2.5 Except in cases of unforeseen illness or emergency which precludes notification, a unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel his/her immediate supervisor or designee as soon as the need to be absent is known, known but in no later event less than ninety one (901) minutes hour prior to the bargaining unit member's starting time, in order to permit start of the employer time to secure a substitutework day. Failure to provide adequate notice may as set forth above shall be grounds for denial of leave with pay. 10.1.6 13-2.6 A bargaining unit member who is absent for one-half of the work day or less may shall have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half of the work day, a full day may shall be deducted from accumulated leave. 10.1.7 A bargaining . If substitutes are available for less than one-half of the work day, a unit member may not be allowed to return to work and may be required to pay the cost who is absent for less than one-half of the substitute secured if the bargaining unit member fails to notify the District work day shall have deducted from his/her accumulated sick leave increments of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being securedno less than one hour. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 Full-time bargaining unit members shall be entitled to ten (10) days leave with full pay for each school year for purposes of personal illness or injury. Bargaining unit members who work less than full-time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining unit member shall be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. 10.1.6 A bargaining unit member who is absent for one-half day or less may have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated leave. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured.the 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 Full-time bargaining unit members shall be entitled to ten (10) days leave with full pay for each school year for purposes of personal illness or injury. Bargaining unit members who work less than full-time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 If a bargaining unit member does not utilize the full amount of leave as authorized in Article Article 10.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining unit member shall be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. 10.1.6 A bargaining unit member who is absent for one-half day or less may have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated leave. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 14.1.1 Full-time bargaining unit members employees shall be entitled to ten (10) days of leave with full pay for each school year for purposes of personal illness or injury. Bargaining unit members Employees who work less than full-full time shall be entitled to that portion such proportion of the ten (10) days leave as the number of hours per week of scheduled duty relates bears to the number of hours for a full-time bargaining unit member employee in a comparable position. The District shall provide each unit member with an ongoing accounting of the number of sick-leave hours he/she has accumulated, including the current year credit. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute 14.1.2 If any employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above Paragraph 1 above, in any school year, the amount not utilized shall be accumulated from year to year. An employee who leaves the employment of the District prior to the end of the school year shall have deducted from his/her final salary warrant the value of any used but unearned sick leave. 10.1.4 Upon request 14.1.3 The Superintendent or designee may, at any time, require additional written verification by District management, a bargaining unit member the employee’s physician or practitioner. Such verification shall be required whenever an employee’s absence record shows chronic absenteeism or a pattern of absences immediately before or after weekends and/or holidays or whenever clear evidence indicates that an absence is not related to present a medical doctor's certificate verifying the personal illness or injury and/or per Admin. Regulation 4161.1. 14.1.4 The Superintendent or designee may require an employee to visit a physician selected by the District and at District expense in order to receive a report on the medical authorization condition of the employee. The report shall include a statement as to the employee’s need for further leave of absence and a prognosis for when the employee will be able to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is employee’s condition does not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absenceabsences, then the Superintendent or designee, may after giving notice to the bargaining unit memberemployee, deny further leave per Admin Regulation 4161.1. 14.1.5 Before returning to work an employee who has been absent for surgery, hospitalization or extended medical treatment may refuse be asked to grant such submit a leave. If requested by letter from his/her physician stating that he/she is able to return and stipulating any recommended restrictions or limitations. 14.1.6 An employee shall notify the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the of his/her need to be absent as soon as such need is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice known so that substitute services may be grounds for denial secured. This notification shall include an estimate of leave with paythe expected duration of the absence. If the absence becomes longer or shorter than estimated, the employee shall so notify the District. 10.1.6 A bargaining unit member who is absent for one-half day 14.1.7 After any absence due to illness or less may have deducted one-half day from injury, the accumulated leave; and if employee shall verify the absence exceeds more than one-half day, by submitting a full day may be deducted from accumulated leavecompleted and signed District absence form to his/her immediate supervisor. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 Full-Full time bargaining unit members shall be entitled to ten one (101) days day leave with full pay for each school year month worked for purposes of personal illness or injury. Bargaining unit Unit members who work less than full-full time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-full time bargaining unit member in a comparable position. 10.1.2 14.1.1 After all earned leave as set forth in 10.1.1 14.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 14.1.3 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury.which 10.1.3 14.1.2 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above Section 14.1 in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 14.1.3 Upon request by District management, a bargaining unit member shall may be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining A unit member and make all necessary inquiries in order shall not return to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish work until he/she submits a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to return to work. 10.1.5 14.1.4 If a unit member does not use any sick leave days during the school year, the unit member will receive one (1) bonus vacation day to be used in the following year which may be used with normal scheduling requirements. 14.1.5 Whenever possible, a bargaining unit member must contact call the designated District Office personnel supervisor as soon as the need to be absent is known, but in no later event less than ninety one (901) minutes hour prior to the bargaining unit member's starting time, in order start of the work day to permit the employer time tune to secure a substitute. Failure to provide adequate notice may shall be grounds for denial of leave with leave, or pay, or other disciplinary action. 10.1.6 14.1.6 A bargaining unit member who is absent for one-one half day (1/2) hour or less may shall have deducted one-one half day (1/2) hour from the their accumulated leave; and if . If the absence exceeds more than one-one half day(1/2) hour, a full day may hour shall be deducted from their accumulated leave. 10.1.7 14.1.7 A bargaining unit member may shall not be allowed to return to work and may shall be required to placed on sick leave or difference pay the cost of the substitute secured or on leave without pay if the bargaining unit member employee fails to notify the District of the bargaining unit memberemployee's intent to return to work at least two (2) hours prior to the close of the bargaining unit member's preceding workday, and workday if such failure results in a substitute being secured. 10.1.8 14.1.8 Each bargaining unit member may request notification shall be notified of the his/her accumulated sick leave by September 30th no later than October 1 of each school year.

Personal Illness and Injury Leave. 10.1.1 1. Full-time bargaining unit members employees shall be entitled to ten (10) days leave with full full-time pay for each school year for purposes of personal illness or injury. Bargaining unit members Employees who work less than full-full- time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member employee in a comparable position. 10.1.2 After 2. During each school year, when a unit member has exhausted all earned leave as set forth in 10.1.1 above is exhaustedavailable sick leave, including accumulated sick leave, and continues to be absent from duty on account of illness or accident for an additional non-accumulated leave shall be available for a period not to exceed five (5) 5 school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary for any of the additional five months in which the absence occurs shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which that would have been paid to a substitute. The accumulated sick leave and the five-month period shall begin on the eleventh (11) day of absence due to run consecutively. A unit member may not be provided more than one five-month period per illness or injuryaccident. However, if a school year terminates before the five-month period is exhausted, the employee may take the balance of the five-month period in a subsequent school year. 10.1.3 3. If a bargaining unit member an employee does not utilize the full amount ten (10) days of leave as authorized in Article 10.1.1 the paragraphs above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 4. Upon request by District management, a bargaining unit member an employee shall be required to present a medical doctor's ’s certificate verifying the personal illness or injury and/or a medical authorization to return to work. If All personnel are required to report the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist reason for absence to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injuryqualify for pay during that absence, and to report such findings their absences to the Superintendent Attendance Reporting/ Substitute System (AESOP). This reporting to the Attendance Reporting/Substitute System is sufficient for absences of six (6) days or designeefewer. If the report concludes that the absence is not due to personal illness or injuryFor absences in excess of six (6) days, verification may be made by a principal, supervisor, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leavemedical doctor. If requested by the District management management, an employee shall not return to furnish work until he submits a medical doctor's authorization, bargaining unit member shall submit said ’s authorization upon returning to return to work. 10.1.5 Whenever possible, a bargaining unit member 5. An employee must contact the designated District Office personnel Attendance Reporting/Substitute System as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. Chronic failure to provide adequate notice may be grounds for other disciplinary action. 10.1.6 A bargaining unit member 6. An employee who is absent for one-half (1/2) day or less may shall have deducted one-half (1/2) day from the accumulated leave; and if the absence exceeds more than one-half (1/2 day), a full day may shall be deducted from accumulated leave. 10.1.7 A bargaining 7. Upon request, a unit member may not shall be allowed to return to work and may be required to pay the cost informed of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being securedindividual’s accumulated leave. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 Full-time bargaining unit members shall be entitled to ten (10) days leave with full pay for each school year for purposes of personal illness or injury. Bargaining unit members who work less than full-time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining unit member shall be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work., 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. 10.1.6 A bargaining unit member who is absent for one-half day or less may have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated leave. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 Full-Full time bargaining unit members shall be entitled to ten one (101) days day leave with full pay for each school year month worked for purposes of personal illness or injury. Bargaining unit Unit members who work less than full-full time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-full time bargaining unit member in a comparable position. 10.1.2 14.1.1 After all earned leave as set forth in 10.1.1 14.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 14.1.3 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury.unit 10.1.3 14.1.2 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above Section 14.1 in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 14.1.3 Upon request by District management, a bargaining unit member shall may be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining A unit member and make all necessary inquiries in order shall not return to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish work until he/she submits a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to return to work. 10.1.5 14.1.4 If a unit member does not use any sick leave days during the school year, the unit member will receive one (1) bonus vacation day to be used in the following year which may be used with normal scheduling requirements. 14.1.5 Whenever possible, a bargaining unit member must contact call the designated District Office personnel supervisor as soon as the need to be absent is known, but in no later event less than ninety one (901) minutes hour prior to the bargaining unit member's starting time, in order start of the work day to permit the employer time tune to secure a substitute. Failure to provide adequate notice may shall be grounds for denial of leave with leave, or pay, or other disciplinary action. 10.1.6 14.1.6 A bargaining unit member who is absent for one-one half day (1/2) hour or less may shall have deducted one-one half day (1/2) hour from the their accumulated leave; and if . If the absence exceeds more than one-one half day(1/2) hour, a full day may hour shall be deducted from their accumulated leave. 10.1.7 14.1.7 A bargaining unit member may shall not be allowed to return to work and may shall be required to placed on sick leave or difference pay the cost of the substitute secured or on leave without pay if the bargaining unit member employee fails to notify the District of the bargaining unit memberemployee's intent to return to work at least two (2) hours prior to the close of the bargaining unit member's preceding workday, and workday if such failure results in a substitute being secured. 10.1.8 14.1.8 Each bargaining unit member may request notification shall be notified of the his/her accumulated sick leave by September 30th no later than October 1 of each school year.

Personal Illness and Injury Leave. 10.1.1 1. Full-time bargaining unit members shall be entitled to ten (10) days of leave with full pay for each per school year for purposes of personal illness or injuryyear. Bargaining unit Unit members who work less than full-full time shall be entitled to that portion of the ten one (101) days day of leave per month as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 2. After all earned leave as set forth in 10.1.1 above Paragraph 1, above, is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below Paragraph 4, below, are met. The amount deducted for leave purposes from the bargaining unit member's ’s salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, ; or, if no substitute is employedemployed , the amount which would have been paid to a substitute. The five-month period shall begin on run consecutively after the eleventh (11) day exhaustion of absence due to the sick leave set forth in Paragraphs 1 and 3. No unit member shall be provided with more than one five-month period per illness or injuryaccident and, if the school year ends before the five-month period is exhausted, the unit member may take the balance of the five-month period in the subsequent school year. 10.1.3 3. If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above Paragraph 1, above, in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 4. Upon request by District management, a bargaining unit member shall be required to present a medical doctor's ’s certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 5. Whenever possible, a bargaining unit member must contact the designated District Office personnel his/her immediate supervisor, school secretary, or other employee responsible for securing substitutes as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, known in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of to deny the leave with payor to take other disciplinary action. 10.1.6 A bargaining 6. When a unit member who is absent for during a portion of the work day and a substitute is employed to cover the unit member’s absence, the absent unit member’s sick leave will be deducted in one-half (1/2) day or less may have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated leaveincrements. 10.1.7 A bargaining 7. Each unit member may not shall be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification notified of the accumulated leave by no later than September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 Full-time bargaining unit members shall be entitled to ten (10) days of leave with full pay for each per school year for purposes of personal illness or injuryyear. Bargaining unit Unit members who work less than full-full time shall be entitled to that portion of the ten one (101) days day of leave per month as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 . After all earned leave as set forth in 10.1.1 above Paragraph 1, above, is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below Paragraph 4, below, are met. The amount deducted for leave purposes from the bargaining unit member's ’s salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, ; or, if no substitute is employedemployed , the amount which would have been paid to a substitute. The five-month period shall begin on run consecutively after the eleventh (11) day exhaustion of absence due to the sick leave set forth in Paragraphs 1 and 3. No unit member shall be provided with more than one five-month period per illness or injury. 10.1.3 accident and, if the school year ends before the five-month period is exhausted, the unit member may take the balance of the five-month period in the subsequent school year. If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above Paragraph 1, above, in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 . Upon request by District management, a bargaining unit member shall be required to present a medical doctor's ’s certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel his/her immediate supervisor, school secretary, or other employee responsible for securing substitutes as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, known in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of to deny the leave with pay. 10.1.6 A bargaining or to take other disciplinary action. When a unit member who is absent for during a portion of the work day and a substitute is employed to cover the unit member’s absence, the absent unit member’s sick leave will be deducted in one-half (1/2) day or less may have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated leave. 10.1.7 A bargaining increments. Each unit member may not shall be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification notified of the accumulated leave by no later than September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 a. Full-time bargaining unit members shall be entitled to ten (10) days leave with full pay for each school year for purposes of personal illness or injury. Bargaining unit Unit members who work less than full-time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 b. After all earned and accumulated leave as set forth in 10.1.1 a. above is exhausted, additional non-non- accumulated leave shall be available for a period period, not to exceed five (5) school months, provided that . A five-month differential period is allowed one time only for the provisions of 10.1.4 below are metsame illness or injury. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The (See Appendix A for substitute teacher salary schedule.) A unit member who applies for disability retirement may elect to utilize their accrued sick leave. When their accrued sick leave is exhausted, they will then be placed on five-month period shall begin on the eleventh (11) day of absence due to illness or injurydifferential pay. 10.1.3 If a bargaining unit member does not utilize the full amount of c. Unused sick leave as authorized in Article 10.1.1 above in any shall accrue from school year, the amount not utilized shall be accumulated from year to school year. 10.1.4 Upon request by d. If an illness or injury exceeds three (3) consecutive days, the District management, may require a bargaining unit member shall be required to visit a medical doctor at District expense or to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, injury or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management management, a unit member shall not return to furnish work until he submits a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to return to work. When an employee is on long-term illness, he shall not be gainfully employed by another entity, including self-employment. 10.1.5 e. Whenever possible, a bargaining unit member must contact the designated District Office personnel his immediate supervisor as soon as the need to be absent is known, but in no later event less than ninety one (901) minutes hour prior to the bargaining unit member's starting time, in order start of the work day to permit the employer time to secure a substitutesubstitute service. Failure to provide adequate notice may shall be grounds for denial of leave with pay. Whenever possible, substitutes will be provided for employees who become ill on the job. 10.1.6 f. A bargaining unit member who is absent for one-half day or less may have deducted one-half day from the accumulated leave; and shall be placed on leave without pay if the absence exceeds more than one-half day, a full day may be deducted from accumulated leave. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member employee fails to notify the District by the end of the bargaining unit memberstudent day of the employee's intent intention to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being securedfollowing school day. 10.1.8 g. Each bargaining unit member may request notification shall be notified of the accumulated leave by September 30th no later than the end of each school year.

Personal Illness and Injury Leave. 10.1.1 1. Full-time bargaining unit members shall be entitled to ten (10) days 10 days’ leave with full pay for each school year for purposes in cases of personal illness or injury. Bargaining unit Unit members who work less than full-full time shall be entitled to that portion such proportion of the ten (10) 10 days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-full- time bargaining unit member in a comparable position. 10.1.2 2. After all earned leave as set forth in 10.1.1 above "1" above, and all accumulated sick leave as described in "3" below is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 "4" below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, leave or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 3. If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 "1" above in any school year, the amount not utilized shall be accumulated from year to year. Accumulated sick leave shall be transferable as provided in Education Code Section 44979. 10.1.4 4. Upon request by District district management, a bargaining unit member shall be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the The District may require at its expense a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to the personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 5. Whenever possible, a bargaining unit member must contact the designated Central School District Office personnel Absence Reporting System (or designee if reporting system is down) as soon as the need to be absent is known, needed but no later than ninety (90) minutes prior 7:00 am of the actual work day. After 7:00 am the unit member must call the school office to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with payreport his/her absence. 10.1.6 6. A bargaining unit member who is absent for one-half day or less may shall have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may shall be deducted from accumulated leave. 10.1.7 A bargaining unit member may not 7. Unit members shall be allowed to return to work and may be required to pay the cost notified of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the their accumulated leave by September 30th of each total and their sick leave entitlement for the school yearyear on their monthly pay warrant.

Personal Illness and Injury Leave. 10.1.1 FullAny regular full-time bargaining unit members employee shall be entitled to ten (10) days temporary leave for absence occasioned by personal illness, injury or necessary consultation and/or treatment by generally recognized medical practitioners in connection with full pay for each school year for purposes of personal such illness or injury. Bargaining unit members who work Said leave shall be a maximum of 12 days annually for 12-month employees working five days a week, and for those employees working five days a week, but less than full-time twelve months a year, the proportionate number days as the number of months employed. For example, a 10 month employee shall be entitled to that portion a maximum of 10 days annually. An employee granted leave under Section 4.A above shall be entitled to full pay during the ten absence to which he/she would have been entitled if working. For any period of leave under this policy, for any employee who has served the District full-time seven or more consecutive years, and who has less than five school months (10100 working days) of accumulated leave to apply to the period of leave, full pay shall be granted for each day of leave beyond the accumulated leave days leave as not to exceed the number of hours per week days by which 100 exceeds the days of scheduled duty relates accumulated leave available, subject to the number following conditions: The employee who is suffering from a grave or life-threatening illness or injury requests in writing that the eligible leave be credited at full pay; The employee continues to use any accrued sick leave/vacation or other available paid leave until such time as the employee has exhausted all available paid leave prior to the request or utilization of hours leave at full-pay; The employee has to have been employed by the District for a fullminimum of seven years, so as to be eligible to apply for such leave at full pay; The employee is suffering from a documented grave or life-time bargaining unit member in a comparable position. 10.1.2 After all earned threatening illness or injury that is expected to last for one (1) month or more; The employee requesting this leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not at full pay provide to exceed five (5) school months, provided that the provisions Superintendent/President and CSEA President verification of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 If a bargaining unit member does not utilize the full amount ; Verification of leave as authorized in Article 10.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining unit member shall be required to present a medical doctor's certificate verifying the personal employee’s illness or injury and/or shall be by means of a medical authorization to return to work. If letter or other instrument dated and signed by the illness sick or injury exceeds twenty (20) consecutive days, injured employee’s physician indicating the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the incapacitating nature and severity probable duration of the illness or injury, and . For any period of leave of five school months or less for any employee with less than five school months (100 working days) of accumulated leave to report such findings apply to the Superintendent period of leave, fifty percent (50%) pay shall be granted for each day of leave beyond the accumulated leave days not to exceed the number of days by which 100 exceeds the days of accumulated leave available (Education Code Section 88196). The District, at its discretion, may require a doctor’s verification or designee. If proof of the report concludes that the absence is not due to personal illness or illness, injury, or that medical consultation/treatment necessitating absence for such temporary leave granted under this Article. When the nature of the illness or injury is not sufficiently severe such as to warrant continued absencecause the Supervisor to question the employee’s readiness to return to full assumption of his/her assignment, then the Superintendent Supervisor or designee, after notice Superintendent/President shall require written verification from a generally recognized medical practitioner as to the bargaining unit member, may refuse nature of the illness and assurances of the employee’s ability to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning return to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. 10.1.6 A bargaining unit member who is absent for one-half day or less may have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated leave. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 16.1.1 Full-time bargaining unit members shall be entitled to ten twelve (1012) days leave with full pay for each school year for purposes of personal illness or injury. Bargaining unit Unit members who work less than full-time (i.e. less than 5 days a week, 12 months a year) shall be entitled to that portion of the ten twelve (1012) days leave as the number of hours per week of scheduled duty relates months the employee works bears to the number of hours for a full-time bargaining unit member in a comparable positiontwelve (12) months. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 16.1.2 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 Section 16.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 16.1.3 After all earned leave, including Section 16.1.1, is exhausted; additional non-accumulated long- term illness leave shall be available for a period not to exceed five (5) school months. As appropriate, provisions of the California Family Medical Leave Act pertaining to the unit member’s leave requirements will be applied. The five (5) school months will begin concurrently with CFRA/FMLA requested leaves. For the purpose of those aspects of this article pertaining to the CFRA and FMLA, management determines the 12 month period measured forward from the date the employee’s first FMLA/CFRA leave begins. After all earned leave, including Section 16.1.1, is exhausted; additional non-accumulated long-term illness leaves shall be available for a period not to exceed five (5) school months. As appropriate, provisions of the California Family Medical Leave Act pertaining to the unit member’s leave requirements will be applied. The five (5) school months will begin concurrently with CFRA/FMLA requested leaves. For the purpose of those aspects of this article pertaining to the CFRA and FMLA, management determines the 12 month period measured forward from the date the employee’s first FMLA/CFRA leave begins. The amount deducted from the unit member’s salary for eave purposes shall be the actual amount paid the substitute employee, not to exceed the unit member’s rate of pay. 16.1.4 Upon request by District managementthe Superintendent, a bargaining unit member shall be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 16.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel his/her immediate supervisor or school secretary or other employee responsible for securing substitutes as soon as the need to be absent is known, but but, in no later event, less than ninety two (902) minutes hours prior to the bargaining unit member's starting time, in order start of the work day to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with paysubstitute service. 10.1.6 16.1.6 A bargaining unit member who is absent for one-half day or less may this leave shall have this absence deducted one-half day on an hourly basis from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated sick leave. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

Personal Illness and Injury Leave. 10.1.1 Full-time bargaining unit members shall be entitled to ten (10) days per year for leave with full pay for each school year for purposes of personal illness or injuryinjury for self or child. Bargaining unit Unit members who work less than full-time shall be entitled to that portion of the ten (10) days day's leave as the number of hours per week day of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 i. If a bargaining unit member does not utilize the full amount of leave as authorized in Articleparagraph 10.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining ii. A unit member who is absent shall have deducted from the accumulated leave corresponding time based upon the length of the workday. 10.1.2 A unit member shall be required to present a medical doctor's certificate verifying contact the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed Substitute Placement Service as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested provided by the District management to furnish a medical doctor's authorizationDistrict, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but in no later event less than ninety (90) minutes prior to the bargaining unit member's starting time, in order start of the workday to permit the employer Substitute Placement Service time to secure a substitute. Failure The unit member shall assume total responsibility for obtaining his/her substitute from the Substitute Placement Service. The District shall only become involved in this procedure if it appears the unit member failed to provide adequate notice may be grounds notify the Substitute Placement Service of the need for denial of leave with paya substitute teacher and no substitute shows for duty at the school; or if both the unit member and the substitute report to the school site for work. 10.1.6 A bargaining 10.1.3 If a substitute teacher and a unit member who is absent both arrive for one-half day or less may have deducted one-half day from work the accumulated leave; and if unit member will remain on duty. In either instance, the absence exceeds more than one-half day, a full day may substitute teacher's daily rate of pay will be deducted from accumulated leavethe unit member's per diem salary upon verification by the District that said unit member did, in fact, fail to call the Substitute Placement Service. 10.1.7 A bargaining 10.1.4 If a unit member may not becomes ill during the workday, he/she would be allowed to return to work and may be required to pay leave campus by contacting the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being securedprincipal or his/her designee. 10.1.8 Each bargaining unit member may request 10.1.5 Within five (5) business days of returning from leave, employees shall submit an electronic leave form. Failure to submit a leave form in the prescribed time-period shall be addressed in the following manner: i. Step 1: Employee provided with written notification of the accumulated failure to submit a leave by September 30th of each school yearform. Following written notification, employees shall have three (3) business days to submit a leave form or it will be considered unpaid leave. Employees will be informed that their paycheck will be docked.

Personal Illness and Injury Leave. 10.1.1 Full-Full time bargaining unit members shall be entitled to ten one (101) days day leave with full pay for each school year month worked for purposes of personal illness or injury. Bargaining unit Unit members who work less than full-full time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-full time bargaining unit member in a comparable position. 10.1.2 14.1.1 After all earned leave as set forth in 10.1.1 14.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 14.1.3 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-five (5) month period shall begin on the eleventh (11) day of absence due to illness or injury.the 10.1.3 14.1.2 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above Section 14.1 in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 14.1.3 Upon request by District management, a bargaining unit member shall may be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining A unit member and make all necessary inquiries in order shall not return to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish work until he/she submits a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to return to work. 10.1.5 14.1.4 If a unit member does not use any sick leave days during the school year, the unit member will receive one (1) bonus vacation day to be used in the following year which may be used with normal scheduling requirements. 14.1.5 Whenever possible, a bargaining unit member must contact call the designated District Office personnel supervisor as soon as the need to be absent is known, but in no later event less than ninety one (901) minutes hour prior to the bargaining unit member's starting time, in order start of the work day to permit the employer time to secure a substitute. Failure to provide adequate notice may shall be grounds for denial of leave with leave, or pay, or other disciplinary action. 10.1.6 14.1.6 A bargaining unit member who is absent for one-one half day (1/2) hour or less may shall have deducted one-one half day (1/2) hour from the their accumulated leave; and if . If the absence exceeds more than one-one half day(1/2) hour, a full day may hour shall be deducted from their accumulated leave. 10.1.7 14.1.7 A bargaining unit member may shall not be allowed to return to work and may shall be required to placed on sick leave or difference pay the cost of the substitute secured or on leave without pay if the bargaining unit member employee fails to notify the District of the bargaining unit memberemployee's intent to return to work at least two (2) hours prior to the close of the bargaining unit member's preceding workday, and workday if such failure results in a substitute being secured. 10.1.8 14.1.8 Each bargaining unit member may request notification shall be notified of the his/her accumulated sick leave by September 30th no later than October 1 of each school year.