Common use of Sick Leave, Illness, or Injury Clause in Contracts

Sick Leave, Illness, or Injury. 8.1.1 A regular full-time classified employee covered by this Agreement shall earn one day of sick leave for each full month of completed service (seventy-five percent or more of the paid-status days in a calendar month). For less than seventy-five percent time, the employee will receive a pro-rata amount. Regular part-time employees earn sick leave in proportion to the ratio their total work week hours bear to a forty hour week. (Example: A part-time employee working twenty hours per week, twelve months a year, earns forty-eight hours or six days a year.) Unused sick leave accumulates from year to year. 8.1.2 Upon initial employment, an employee is credited with the sick leave that he/she would normally accrue during the first six months of service. At the end of the six month period, the employee will be credited with the remaining days to be earned during the first year of employment. Thereafter, each employee shall be credited with sick leave each July 1 that he/she would normally accrue during a fiscal year. 8.1.3 In order to receive compensation while absent on sick leave, the employee must notify the District as soon as the absence is known. 8.1.4 The Superintendent or his designee may require a physician’s verification of illness if an employee has been on sick leave for three (3) or more consecutive days or anytime the Superintendent or designee reasonably suspects that sick leave is being or has been abused. If an employee is determined to have used an excessive amount of sick leave prior to a weekend, or any other predictable pattern, they may be subject to progressive disciplinary procedures, in accordance with Article 16, Discipline and Discharge. 8.1.5 Absences are to be reported according to the District’s absence reporting system. 8.1.6 Time taken off from work by an employee for a medical appointment of the employee or the employee’s child when such appointments cannot be made outside of work hours will be charged to sick leave. 8.1.7 After all earned sick leave at full pay has been used and additional absence due to non-industrial illness or accident is necessary, entitlement to other sick leave shall be used; the employee shall receive the difference between his/her own salary and the amount paid to a substitute, up to a total of five months, inclusive of the earned sick leave days at full pay. This five-month period of absence due to illness or injury will run concurrently with the use of full paid sick leave. When no substitute is hired, the employee shall receive his/her regular rate of pay. 8.1.7.1 A permanent employee who has exhausted all entitlement to paid leave and who is absent because of non-industrial accident or illness may request additional leave, paid or unpaid, initially not to exceed six months, but, if granted, renewable at the discretion of the Board for a total leave period not to exceed eighteen months. The employee shall be notified in writing when all paid leave is or will be exhausted and given an opportunity to request additional leave. The Assistant Superintendent of Human Resources shall either approve or disapprove any leave request and shall notify the employee of the determination. Any such request must be filed in the District Office of Human Resources within five calendar days after the employee receives the notice. If the request is disapproved, the employee may, within five calendar days after being notified of the disapproval, request that the Superintendent or designee review the matter and approve the leave. The Superintendent or designee shall approve or disapprove the request and notify the employee of the determination. If the request is disapproved, the employee may, within five calendar days after being notified of the disapproval, request final review by the Board of Trustees. The determination of the Board shall be final and binding. 8.1.7.2 If, at the conclusion of all leaves of absence, paid or unpaid, the permanent employee is still unable to assume the duties of his/her position, the employee shall automatically be separated and placed on a reemployment list for a period of thirty-nine months. At any time, during the prescribed thirty-nine months, the employee is able to assume the duties of his/her position the employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. The employee’s reemployment will take preference over all the other applicants except for those laid off for lack of work or funds in which case the employee shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. 8.1.8 An employee who, at the time of termination, has taken more sick leave than he/she has accrued, shall reimburse the District for the value of the difference. The District may deduct the difference from the employee’s final paycheck. 8.1.9 Whenever an employee who has achieved permanent status in his/her position is reemployed within a twelve month period following termination of services, unused sick leave from the prior period of employment shall be reinstated. 8.1.10 Permanent employees who are absent because of illness or injury and who have exhausted all District-paid sick leave (regular and differential) shall continue to receive health (medical, dental, vision) insurance coverage paid by the District up to the regular District contribution level for that period of illness or injury not to exceed six months, or until separation, which ever occurs first.

Sick Leave, Illness, or Injury. 8.1.1 A regular full-time classified employee covered by this Agreement shall earn one day of sick leave for each full month of completed service (seventy-five percent or more of the paid-status days in a calendar month). For less than seventy-five percent time, the employee will receive a pro-rata amount. Regular part-time employees earn sick leave in proportion to the ratio their total work week hours bear to a forty hour week. (Example: A part-time employee working twenty hours per week, twelve months a year, earns forty-eight hours or six days a year.) Unused sick leave accumulates from year to year. 8.1.2 Upon initial employment, an employee is credited with the sick leave that he/she would normally accrue during the first six months of service. At the end of the six month period, the employee will be credited with the remaining days to be earned during the first year of employment. Thereafter, each employee shall be credited with sick leave each July 1 that he/she would normally accrue during a fiscal year. 8.1.3 In order to receive compensation while absent on sick leave, the employee must notify the District as soon as the absence is known. 8.1.4 The Superintendent or his designee may require a physician’s verification of illness if an employee has been on sick leave for three (3) or more consecutive days or anytime the Superintendent or designee reasonably suspects that sick leave is being or has been abused. If an employee is determined to have used an excessive amount of sick leave prior to a weekend, or any other predictable pattern, they may be subject to progressive disciplinary procedures, in accordance with Article 16, Discipline and Discharge. 8.1.5 Absences are to be reported according to the District’s absence reporting system. 8.1.6 Time taken off from work by an employee for a medical appointment of the employee or the employee’s child when such appointments cannot be made outside of work hours will be charged to sick leave. 8.1.7 After all earned sick leave at full pay has been used and additional absence due to non-industrial illness or accident is necessary, entitlement to other sick leave shall be used; the employee shall receive the difference between his/her own salary and the amount paid to a substitute, up to a total of five months, inclusive of the earned sick leave days at full pay. This five-month period of absence due to illness or injury will run concurrently with the use of full paid sick leave. When no substitute is hired, the employee shall receive his/her regular rate of pay. 8.1.7.1 A permanent employee who has exhausted all entitlement to paid leave and who is absent because of non-industrial accident or illness may request additional leave, paid or unpaid, initially not to exceed six months, but, if granted, renewable at the discretion of the Board for a total leave period not to exceed eighteen months. The employee shall be notified in writing when all paid leave is or will be exhausted and given an opportunity to request additional leave. The Assistant Superintendent of Human Resources shall either approve or disapprove any leave request and shall notify the employee of the determination. Any such request must be filed in the District Office of Human Resources within five calendar days after the employee receives the notice. If the request is disapproved, the employee may, within five calendar days after being notified of the disapproval, request that the Superintendent or designee review the matter and approve the leave. The Superintendent or designee shall approve or disapprove the request and notify the employee of the determination. If the request is disapproved, the employee may, within five calendar days after being notified of the disapproval, request final review by the Board of Trustees. The determination of the Board shall be final and binding. 8.1.7.2 If, at the conclusion of all leaves of absence, paid or unpaid, the permanent employee is still unable to assume the duties of his/her position, the employee shall automatically be separated and placed on a reemployment list for a period of thirty-nine months. At any time, during the prescribed thirty-nine months, the employee is able to assume the duties of his/her position the employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. The employee’s reemployment will take preference over all the other applicants except for those laid off for lack of work or funds in which case the employee shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. 8.1.8 An employee who, at the time of termination, has taken more sick leave than he/she has accrued, shall reimburse the District for the value of the difference. The District may deduct the difference from the employee’s final paycheck. 8.1.9 Whenever an employee who has achieved permanent status in his/her position is reemployed within a twelve month period following termination of services, unused sick leave from the prior period of employment shall be reinstated. 8.1.10 Permanent employees who are absent because of illness or injury and who have exhausted all District-paid sick leave (regular and differential) shall continue to receive health (medical, dental, vision) insurance coverage paid by the District up to the regular District contribution level for that period of illness or injury not to exceed six months, or until separation, which ever whichever occurs first.

Sick Leave, Illness, or Injury. 8.1.1 A regular full-time classified employee covered by this Agreement shall earn one day of sick leave for each full month of completed service (seventy-five percent or more of the paid-status days in a calendar month). For less than seventy-five percent time, the employee will receive a pro-rata amount. Regular part-time employees earn sick leave in proportion to the ratio their total work week hours bear to a forty hour week. (Example: A part-time employee working twenty hours per week, twelve months a year, earns forty-eight hours or six days a year.) Unused sick leave accumulates from year to year. 8.1.2 Upon initial employment, an employee is credited with the sick leave that he/she would normally accrue during the first six months of service. At the end of the six month period, the employee will be credited with the remaining days to be earned during the first year of employment. Thereafter, each Each employee shall be credited front loaded with sick leave each July 1 that he/she the employee would normally accrue during a fiscal year. This includes employees whose initial employment begins after July 1. If an employee resigns position prior to completion of work calendar for their job classification, sick leave will be appropriately prorated. In the event the employee overused sick leave, the employee will be responsible for repaying the District for the overuse. 8.1.3 In order to receive compensation while absent on sick leave, the employee must notify the District as soon as the need for the absence is known. It is acceptable to use a text message or leave a voicemail with their immediate supervisor, and enter the absence into the District absence system within 24 hours. 8.1.4 The Superintendent or his designee may require a physician’s verification of illness if an employee has been on sick leave for three (3) or more consecutive days or anytime the Superintendent or designee reasonably suspects that sick leave is being or has been abused. If an employee is determined to have used an excessive amount of sick leave prior to a weekend, or any other predictable pattern, they may be subject to progressive disciplinary procedures, in accordance with Article 16, Discipline and Discharge. 8.1.5 Absences are to be reported according to the District’s absence reporting system. 8.1.6 Time taken off from work by an employee for a medical appointment of the employee or the employee’s child when such appointments cannot be made outside of work hours will be charged to sick leave. 8.1.7 After all earned sick leave at full pay has been used and additional absence due to non-industrial illness or accident is necessary, entitlement to other sick leave shall be used; the employee shall receive the difference between his/her the employee’s own salary and the amount paid to a substitute, up to a total of five months, inclusive of the earned sick leave days at full pay. This five-month period of absence due to illness or injury will run concurrently with the use of full paid sick leave. When no substitute is hired, the employee shall receive his/her their regular rate of pay. 8.1.7.1 A permanent employee who has exhausted all entitlement to paid leave and who is absent because of non-industrial accident or illness may request additional leave, paid or unpaid, initially not to exceed six months, but, if granted, renewable at the discretion of the Board for a total leave period not to exceed eighteen months. The employee shall be notified in writing when all paid leave is or will be exhausted and given an opportunity to request additional leave. The Assistant Associate Superintendent of Human Resources shall either approve or disapprove any leave request and shall notify the employee of the determination. Any such request must be filed in the District Office of Human Resources within five calendar days after the employee receives the notice. If the request is disapproved, the employee may, within five calendar days after being notified of the disapproval, request that the Superintendent or designee review the matter and approve the leave. The Superintendent or designee shall approve or disapprove the request and notify the employee of the determination. If the request is disapproved, the employee may, within five calendar days after being notified of the disapproval, request final review by the Board of Trustees. The determination of the Board shall be final and binding. 8.1.7.2 If, at the conclusion of all leaves of absence, paid or unpaid, the permanent employee is still unable to assume the duties of his/her their position, the employee shall automatically be separated and placed on a reemployment list for a period of thirty-nine months. At any time, during the prescribed thirty-thirty- nine months, if the employee is able to assume the duties of his/her their position the employee shall be reemployed in the first vacancy in the classification of his/her their previous assignment. The employee’s reemployment will take preference over all the other applicants except for those laid off for lack of work or funds in which case the employee shall be ranked according to his/her their proper seniority. Upon resumption of his/her the employee’s duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. 8.1.8 An employee who, at the time of termination, has taken more sick leave than he/she has they have accrued, shall reimburse the District for the value of the difference. The District may deduct the difference from the employee’s final paycheck. If the overuse of sick leave results in a greater cost than is available from the employee’s final paycheck, the employee will work with the District to repay the difference. 8.1.9 Whenever an employee who has achieved permanent status in his/her their position is reemployed within a twelve month period following termination of services, unused sick leave from the prior period of employment shall be reinstated. 8.1.10 Permanent employees who are absent because of illness or injury and who have exhausted all District-paid sick leave (regular and differential) shall continue to receive health (medical, dental, vision) insurance coverage paid by the District up to the regular District contribution level for that period of illness or injury not to exceed six months, or until separation, which ever occurs first.up