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Illness, Injury, and Emergency Leave

Certificated and classified administrators and other non-represented classified employees employed full time, whether on a twelve-month or school year basis, will receive twelve (12) days annual leave for illness, injury and emergency leave. Unused days shall accumulate to the extent allowed by law. Less than full-time (partial year or fractional FTE) employees shall be allowed illness, injury and emergency leave on a prorated basis.

 

An employee who will be absent due to illness, injury or emergency must notify their immediate supervisor as soon as practicable, and generally not later than 7 a.m. on the day of the absence.

A. An employee may use accrued leave (a) for the employee’s own illness, injury, disability, or medical care or (b) to care for the employee’s spouse, domestic partner, child, stepchild, parent, grandchild, grandparent, sibling or other close relative by blood, marriage or adoption with a health condition that requires treatment or supervision.

B. A physician’s certificate may be required to validate repeated, excessive, extended, or otherwise unusual absences.

C.聽 Emergency Leave

1. 1. 1. 1. An employee may also use accrued leave for non-medical “emergencies鈥�, defined as a sudden and unforeseen problem of major importance (rather than a mere inconvenience) of such a nature that preplanning could not relieve the necessity for the absence.
         2. Requests to qualify an absence for emergency leave must be submitted to the superintendent or designee in writing within five (5) days after return to duty. The request must disclose the reason for the absence in sufficient detail to establish compliance with the above criteria.
         3. Emergency leave may not be used to provide, expand upon or add to vacations, weekends or other leaves because of transportation problems that preplanning could reasonably have prevented.

Family Illness Leave

Employees shall, upon request, be granted a leave of absence with pay for up to three (3) days during a contract year when such absence is occasioned by the illness of immediate family. Less than full-time (partial year or fractional FTE) employees shall be allowed illness of immediate family leave on a prorated basis.聽 Immediate family shall include: children, spouse, domestic partner, parent or stepparent, sibling or any member of the immediate household.

Parenting Leave

In addition to, and independent of, any leave for a pregnancy or childbirth-associated disability, employees shall be eligible to receive two (2) days paid leave upon the birth of the employee’s child. The leave must be approved in advance by the superintendent or designee and must be taken within fifteen (15) working days following the birth of the child.

 

Adoption Leave

Adoption leave shall be granted with pay upon application to the district by either or both

parents in order to complete the adoption process, but such leave may not exceed an aggregate of five (5) days for each adoption. The leave may be used for court and legal proceedings, home study and evaluation and required home visits by the adoption agency.

 

Child Care Leave

An employee may request an unpaid leave of absence, not to exceed one (1) year, to care for their newborn or recently adopted child. Such requests will be reviewed on a case-by-case basis.

 

Bereavement Leave

Bereavement leave will be granted for death in the immediate family. Immediate family shall include spouse, domestic partner, children, parent or stepparent, grandparents, grandchildren, sibling, parent-in-law, sibling-in-law, child-in-law or any person living in the employee’s immediate household as a member of the family.

 

In case of death, leave shall be granted as follows: For death of spouse, domestic partner, child (including adoptive child) or parent, five (5) days shall be allowed. For all others, two (2) days shall be allowed. Three (3) additional leave days may be granted at the discretion of the superintendent where extended travel is involved.

 

An employee may request one (1) additional noncumulative bereavement day per year through the human resources office.聽 This one (1) additional day may be used for a friend or family member not listed in this section or for extended bereavement for a family member listed in this section.

 

Jury Duty Leave

Employees selected for jury service will be granted a leave of absence with full pay for as long as such jury duty requires. The employee may keep any fees or payment received for such duty to help offset related expenses.

 

Military Leave

Employees who are members of the Washington National Guard or military reserves shall be granted up to fifteen (15) days paid leave per calendar year for training or active duty. Employees shall also be entitled to all other leave of absence and reemployment rights required by law for military service.

 

Personal Leave

Each certificated and classified administrator and non-represented classified employee will be allocated two (2) personal leave days annually, per contract year. 聽Less than full-time (partial year or fractional FTE) employees shall be allowed personal leave on a prorated basis.聽 These days shall be cumulative from year to year up to a total of three (3) days. They are to be used for personal or family necessity, such as attending graduations, handling personal legal business/appointments, etc., or other extraordinary purposes which cannot be scheduled at another time. Personal leave days will not be used for vacation or recreation. The employee will make a written or e-mail request, in advance, for personal leave to their immediate supervisor and/or the deputy superintendent, assistant superintendent, or executive director of their department as appropriate. The request shall include the specific purpose of the personal leave day and the person or plan to provide coverage during their absence. No more than one (1) employee per program/department may schedule personal leave on any given day.

 

Personal leave may not be used:

• during the first or last two weeks of the school year, the exact days to be determined yearly dependent on student and teacher calendars;
• to extend vacations, breaks or holidays;
• to shorten the contract year

 

However, legitimate requests for personal leave which fall in conjunction with extending vacations, breaks or holidays will be appropriate for submission and will be considered if the purpose is not to extend the break, holiday, or vacation. These requests for personal leave during an excluded time will be dealt with at the discretion of the district.

 

Leave of Absence, Short-Term

The superintendent or designee may grant leaves of absence for up to twenty (20) workdays when, in the judgment of the superintendent or designee, the leave would be (a) in the best interests of the district or (b) in the best interests of the staff member and

the leave would not impair district functions. Approval of the superintendent or designee must be obtained prior to any absence under this section.

Leave of Absence, Long-Term

Upon the recommendation of the superintendent or designee, the board may, in its sole discretion, grant unpaid leaves of absence for up to one (1) year.

 

Paid Family and Medical Leave Supplemental Benefits

Certificated and classified administrators and other non-represented classified employees may use available personal leave, vacation leave or illness, injury and emergency leave concurrently with paid leave benefits received under Washington State鈥檚 Paid Family and Medical Leave (PFML) program. An employee鈥檚 use of available paid leave concurrent with PFML will be considered a supplemental benefit under the PFML rules. If an employee elects to use available paid leave to supplement the PFML benefit, the accrued leave will be used in increments of one day of leave or one-half day of leave for the duration of the PFML leave or until the available leave has been exhausted, whichever occurs first. The employee will notify the district of the election to use available paid leave to supplement the PFML benefit prior to or at the time of the employee鈥檚 PFML leave. Any change to this election must occur by the fifteenth (15^th) day of any month via notification to the Human Resources office for the change to be effective in payroll for that month.