415 – Leaves Of Absence

Sick Leave.

Administrators.  Full-time administrators shall be granted paid leave of absence for personal illness or injury in accordance with the following schedule based upon consecutive years of employment in the District:

 

Employment Employed at Least Nine Months Per Year        Employed Eleven Months Per Year      Employed Twelve Months Per Year     
First year 10 days 11 days 12 days
Second year 11 days 12 days 13 days
Third year 12 days 13 days 14 days
Fourth year 13 days 14 days 15 days
Fifth year 14 days 15 days 15 days
Subsequent years 15 days 15 days 15 days

Sick leave days will be prorated for administrators who are not contracted for a full contract year.  Part-time administrators shall be granted a pro-rata amount of sick leave based upon the ratio of the number of hours they work to 40 hours.

These sick leave days may be accumulated to a maximum of 135 contract days, except that any administrator who had more than 135 days accumulated at the end of the 1985-86 contract year shall be allowed such additional accumulated days, but shall not accumulate any further days until the accumulation is reduced below 135 days.  Full-time administrators who have the maximum accumulation carried over from the previous contract year shall be permitted an additional 15 days of sick leave at the beginning of the year. If these days are not used during that contract year, they may not be carried over.

Classified Employees.  Full-time classified employees, except temporary employees, shall be granted paid leave of absence for personal illness or injury in accordance with the following schedule based upon consecutive years of employment in the District:

Employment Employed at Least Nine Months Per Year        Employed Eleven
Months Per Year     
Employed Twelve Months Per Year     
First year 10 days 11 days 12 days
Second year 11 days 12 days 13 days
Third year 12 days 13 days 14 days
Fourth year 13 days 14 days 15 days
Fifth year 14 days 15 days 15 days
Subsequent years 15 days 15 days 15 days

Sick leave days will be prorated for employees not contracted for a full contract year.

These sick leave days may be accumulated to a maximum of 135 contract days, except that any employee who had more than 135 days accumulated at the end of the 1984-85 contract year shall be allowed such additional accumulated days, but shall not accumulate any further days until the accumulation is reduced below 135 days.  Full-time classified employees who have the maximum accumulation carried over from the previous contract year shall be permitted an additional 15 days of sick leave at the beginning of the year.  If these days are not used during that contract year, they may not be carried over.

Part-time classified employees, except temporary employees, shall be granted a pro rata amount of sick leave granted to full-time nine month classified employees based upon the ratio of the number of hours they work to 40 hours.  Unused days may be accumulated to 90 days, prorated for the number of hours they work.  Example:  a first year classified employee working four hours per day would receive 10 four-hour days of paid sick leave and could accumulate up to 90 four-hour sick days.

During the first 90 calendar days of employment, a classified employee shall only be paid for a maximum of 3 days of sick leave.

Proof.  Any administrator or classified employee making a claim for paid sick leave shall provide a medical report from a doctor confirming the necessity for such a leave of absence upon request of the Superintendent.

Workers’ Compensation.  An employee injured or disabled on the job may be eligible to receive a weekly benefit under the Iowa Workers’ Compensation Law.  If an employee receives Workers’ Compensation benefits, the employee’s accumulated sick leave will be reduced proportionate to the amount the Worker’s Compensation benefits are to the employee’s regular salary.  At such time, the employee may also elect to have the Workers’ Compensation benefits supplemented from the District by using either sick leave, vacation leave, and/or earned compensatory time.  If supplemental payments are elected, leave time will be reduced by one full day for each day of absence.  When all leave time is exhausted, supplemental payments will cease.

An employee who, in the course of employment, suffers a personal injury resulting from an episode of violence toward that employee for which Workers’ Compensation is payable, shall be entitled to have Workers’ Compensation benefits supplemented in order for the employee to receive full salary and benefits for the shortest of (a) one year from the date of the disability or (b) the period during which the employee is disabled and incapable of employment.  Supplementation in such situations shall not be charged against sick leave or vacation time, or earned compensatory time.

Bereavement Leave.  Administrators and classified employees, except temporary employees, shall be granted a maximum of eleven (11) days per year of paid bereavement leave of absence, not to exceed five (5) days leave per occurrence.

Administrators and classified employees working less than 40 hours per week, except temporary employees, shall be granted a pro-rata amount of bereavement leave based upon the ratio of the number of hours they work to 40 hours.

Personal Leave.

Administrators.  Full-time administrators, the Business Manager, the Food Service Director, and the Buildings and Grounds Supervisor are allowed up to two days of paid leave per year for personal leave.  Personal leave days may be accumulated up to four days.

Classified Employees.  Classified employees, except temporary employees, are allowed up to two days of paid leave per year for personal leave.  Personal leave days may be accumulated up to three days.

Emergency Leave.

Full-time administrators and full-time classified employees, except temporary employees, may be allowed up to five days paid leave per year charged against accumulated sick leave, for the following emergencies:

  1. Additional time for bereavement leave.
  2. Illness of the employee’s mother, father, spouse or child.
  3. Court-required appearances.

Part-time administrators and part-time classified employees, except temporary employees, may be allowed up to two (2) days of paid emergency leave, charged against accumulated sick leave.

During the first 90 calendar days of employment, a classified employee shall only be paid for a maximum of 3 days of emergency leave charged against sick leave.

Military Leave.  Leaves for military service will be granted in accordance with applicable law which provides that employees (other than employees employed temporarily for six months or less) who are members of the national guard, organized reserves or any component part of the military, naval, or air force or nurse corps of Iowa or of the United States, or who may be otherwise inducted into the military service shall, when ordered by proper authority, be entitled to a leave of absence for the period of such service, and without loss of pay for the first 30 calendar days of such leave of absence.

Jury Duty Leave.  Administrators and classified employees called for jury service shall be permitted to be absent from duties to perform jury service.  Pay received for jury service, except travel expense, shall be remitted to the District.  In order to receive payment, the administrator or classified employee must give at least five days’ prior notice of the summons for service and must furnish satisfactory evidence that such service was performed on the days for which payment is claimed.  An employee not required to perform jury duty all day shall return to work.

Professional Leave.  Administrators and classified employees may be granted a paid leave of absence to attend professional meetings or to visit other schools or programs upon approval of the Superintendent of his/her designee.

Extended Disability Leaves of Absence.  An administrator or classified employee, except a temporary employee, who is unable to work because of personal illness or injury, and who has exhausted all paid leave available, may be granted an unpaid leave of absence and may continue all available fringe benefits in effect for the duration of said leave at his/her own expense, except that the District shall provide benefits in accordance with the Family and Medical Leave Act.  The District may terminate the employee’s employment and hire a permanent replacement after 12 weeks of leave.  Each case will be considered separately giving consideration to the needs of the District and the likely recovery period of the employee.

Public Office Leave.  Leaves of absence for service in an elected municipal, county, state or federal office shall be granted in accordance with applicable law.  The leave of absence shall be without pay or benefits and shall not exceed six years.  The employee may continue all fringe benefits in effect for the duration of the leave at his/her own expense.  In addition, an employee who becomes a candidate for elective public office shall be granted a leave commencing within 30 days prior to a contested primary, special, or general election and continuing until the day after the election.  The employee shall first use any earned compensatory time, then vacation and personal leave time and then unpaid leave.

Other Absences.  Leaves of absence for reasons other than those listed above, or in excess of the number of days allowed, may be granted by the Superintendent or his/her designee.  The employee shall have deducted from his/her salary an amount equal to one day’s pay for each day of absence.  For extended leaves (in excess of ten days), the District shall not continue fringe benefits, but the employee may continue the fringe benefits for the duration of the leave at his/her own expense, except that the District shall provide benefits in accordance with the Family and Medical Leave Act.6.

Family and Medical Leave Act.  Federal law requires the District to grant up to 12 weeks of leave per year to employees who have been employed for at least 12 months and who have worked at least 1,250 hours during the preceding 12 months (“eligible employees”) for one or more of the following reasons:  (1) to take medical leave when the employee is unable to work because of the employee’s serious health condition; (2) for the birth and care of the employee’s newborn child; (3) to care for a child placed with the employee for adoption or foster care; (4) to care for the employee’s parent, spouse or child with a serious health condition; (5) for qualifying exigencies arising out of the fact that the employee’s spouse, child or parent is on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation.  Federal law also requires the District to grant up to 26 weeks of leave in a single 12 month period to an eligible employee to care for a covered servicemember when the employee is the spouse, child, parent, or next of kin to the covered servicemember who has a serious injury or illness incurred in the line of duty on active duty (“military caregiver leave”).

The District requires the eligible employee to first utilize any earned paid leave that is authorized and available for use for the purpose requested.  Any leave in excess of authorized and available paid leave shall be unpaid leave.  At the employee’s option, the District shall continue to make District contributions towards health insurance on behalf of the employee while on Family and Medical Leave.  If the employee has more than 12 (or 26 weeks, if applicable) of paid leave available, the District shall continue to make the contributions until the paid leave is exhausted or no longer available.  The employee shall remit the employee’s share of contributions towards health insurance and towards life insurance and disability insurance by the date the District makes payment to the insurance carriers or within 30 calendar days thereafter.  Failure to make the employee contributions when due may result in the employee losing coverage during the period of leave.  If the District makes the contributions on behalf of the employee, the employee authorizes the District to offset such sums advanced against any sums owed the employee.

If the employee does not return to work at the end of the leave (except for reasons specified in the Family and Medical Leave Act), the employee will be required to reimburse the District for all contributions made by the District while the employee was on unpaid leave.

Employees may request leave under the Family and Medical Leave Act for up to 12 weeks per year.  “Year” shall be defined as a “rolling” 12-month period measured backward from the date an employee uses FMLA leave.  Leave to care for a newly-born, adopted, or foster child must conclude within 12 months of the birth or placement of the child.  Spouses employed by the District may take a combined 12-week allotment for the birth or placement of a child.  Military caregiver leave is granted for up to 26 weeks in a single 12-month period beginning on the first day the employee takes leave for that purpose.  Any other family and medical leave taken during the 12-month period is combined for purposes of counting the 26 weeks.

The District requires the employee to provide written certification from a health care provider when an employee requests family and medical leave for the employee’s own serious health condition or to care for the employee’s parent, spouse or child with a serious health condition, or to care for a covered servicemember with a serious injury or illness.

Discipline.  Absences for reasons other than those provided for in this policy or in a negotiated agreement, or failure on the part of the employee to follow procedures for requesting leave of absence may be grounds for disciplinary action, including dismissal.

Date of Revision: January 8, 2018

Legal References: 29 U.S.C. 2601 et. seq.; 20.7, 20.9, 29A.28, Chapter 55, 70A.1, 70A.23, 70A.26, 85.2, 85.33, 85.34, 85.38(3), 279.8, 279.12, 279.40, 280.21A, 607A.45, Code of Iowa; 29 C.F.R. Part 825

URBANDALE COMMUNITY SCHOOL DISTRICT BOARD OF DIRECTORS

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