Common use of Leave Provisions Clause in Contracts

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from their duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee may be asked to supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ leave and personal leave for verified emergency purposes as defined in this Agreement are to be granted in advance if the professional employee properly notifies their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave must be submitted by the professional employee, recommended by appropriate administrator, and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in the appropriate system for obtaining a substitute. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from their his duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee may be asked to must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies their his administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave leaves must be submitted signed by the professional employee, recommended by appropriate administrator, administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in the appropriate system for obtaining a substitute. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚  Sick Leave ⮚  Military Leave (Annual Training) ⮚  Jury Duty ⮚  Emergency Leave ⮚  Personal Leave ⮚ Religious Observance ⮚  Jewish Holiday  Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave Accrued leave time shall be available for use at the end of the pay period at 2359:59 Wednesday night. A. SICK LEAVE Sick leave shall be earned by each bargaining unit employee at the factored hourly equivalent of one hundred and one (101) hours per year. Sick leave earnings shall be computed only for those hours when an eligible employee is permissionin a pay status, granted in advance excluding overtime. Sick leave shall be earned, but not granted, during the probationary period occurring after original appointment. The accrual of sick leave shall be unlimited. B. WHEN TAKEN Sick leave with pay must be earned before it can be taken and advancing sick leave is prohibited. Employees may utilize their allowances of sick leave when unable to perform their work duties by the Boardreason of personal illness, bodily injury, for a professional employee to be absent from their duties for a specific period periods of time during which no injury leave or workers= compensation benefits are payable, pregnancy, disease, or exposure to contagious diseases under circumstances in which the health of other employees or the public would be endangered by attendance on duty. Sick leave with the right pay may also be taken to keep medical or dental appointments. When an employee finds it necessary to utilize sick leave, his supervisor must be notified immediately. An employee must keep his Department/Division Head informed of returning to employment upon expiration his condition daily unless relieved of the leave under the leave provisions of the Agreementsaid responsibility. The professional An employee may be asked required by the Human Resources Director or his designated representative to supply submit a reason medical certificate for any sick leave absence only after an employee has been absent for three consecutive workdays. Failure to fulfill these requirements may result in a denial of sick leave. No refund of vacation time shall be allowed due to illness incurred while on vacation leave. The Human Resources Director shall disclose the leave request. With name(s) of his Adesignated representative or representatives@ in writing to the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance Union President and may not be granted retroactively. Chief ▇▇▇▇▇▇▇ leave and personal leave for verified emergency purposes as defined in this Agreement are to be granted in advance if by September 15th of the professional employee properly notifies their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave must be submitted by the professional employee, recommended by appropriate administrator, and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in the appropriate system for obtaining a substitute. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Userscontract year. The district Human Resources Director reserves the right to request confirmation modify the names as business necessity dictates. C. FAMILY ILLNESS Sick leave may also be granted for a maximum of sixty (i.e., doctors note, obituary60) hours per calendar year commencing with the first pay period beginning in January for illness of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense=s immediate family. Employees who have an identified pattern For the purposes of absences (5 undocumented days beyond this Section 1, the number of days awarded per year) or have an excessive number of absences in one school year term immediate family shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after include the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one yearemployee=s mother, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mothersister, brother, sister, husband, wife, child or other close relativechild, ▇▇▇▇▇▇ child, mother-in-law, father-in-law, daughter-in-law, son-in-law, stepmother, stepfather, stepchild, stepgrandchild, grandparent, grandchild and the grandparent of the employee=s spouse, or member of their own any relative residing in the household. Sick Family sick leave may also be used for well-care medical visits. Professional granted to an employee shall submit sick leave request as early as possible. Sick leave days must be substantiated who has been appointed by a physician's statementcourt of competent jurisdiction as legal guardian of any person, if requested by with proper documentation. Such time off will be deducted from the Superintendent or their representative; in such caseemployee=s accumulated sick leave. Upon written request, the Board will designate a physician and pay Human Resources Director may waive the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned sixty (60) hour limit after reviewing individual circumstances in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record support of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days creditrequest.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional an employee to be absent from their duties for a specific period of time with the right of returning to employment upon expiration of the leave as outlined under the leave provisions of the this Agreement. The professional employee may be asked to must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies their administrator supervisor and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave leaves must be submitted signed by the professional employee, recommended by the appropriate administrator, supervisor and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit Abuse of leave in the appropriate system provision and/or falsifying leave documents is a serious offense and grounds for obtaining a substitutedisciplinary action, up to and includingdischarge. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are s/he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay LEAVE WITH PAY Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ The following leaves with pay may be granted by the Board under the conditions outlinedin this Agreement: Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Annual Leave Employee Working More Than One School District Job Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-Full time professional employees shall earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-full time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional an employee to be absent from their duties for a specific period of time with the right of returning to employment upon expiration of the leave as outlined under the leave provisions of the this Agreement. The professional employee may be asked to must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ Sick leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies their administrator supervisor and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave leaves must be submitted signed by the professional employee, recommended by the appropriate administrator, supervisor and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit Abuse of leave in the appropriate system provision and/or falsifying leave documents is a serious offense and grounds for obtaining a substitutedisciplinary action, up to and including discharge. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are s/he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay LEAVE WITH PAY Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ The following leaves with pay may be granted by the Board under the conditions outlinedin this Agreement: Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Annual Leave Employee Working More Than One School District Job Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-Full time professional employees shall earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-full time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ Sick leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional The professional employee shall submit sick leave request notify their immediate supervisor if possible before the opening of school on the day on which he/she must be absent, except for emergency reasons recognized by the Board as early as possiblevalid. The professional employee must notify their immediate supervisor during the day prior to return to duty station when he/she will return. Failure to do so will result in the professional employee being charged with an additional day of leave. On the date of return to work, the professional employee shall file a written statement to their immediate supervisor which will set forth the day or days absent and reason for such absence. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns ▇▇▇▇▇ County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit. 2. Military Leave (Annual Training) An pr of es s i ona l employee in the National Guard or active reserve, who participates in required “ annual military training”, shall, if possible, schedule their period of training after the end of the school year and before the beginning of the next school year. When such duty must be performed during the school year, the district will follow State and Federal laws in relation to leave, pay and return to assignment provided that a copy of orders and written evidence that an effort was made to serve the duty at the time when the professional employee was not on duty for the Board.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from their duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee may be asked to must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ leave and personal leave for verified emergency purposes as defined in this Agreement are to be granted in advance if the professional employee properly notifies their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave leaves must be submitted signed by the professional employee, recommended by appropriate administrator, administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in the appropriate system for obtaining a substitute. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional The professional employee shall submit sick leave request notify their immediate supervisor if possible before the opening of school on the day on which he/she must be absent, except for emergency reasons recognized by the Board as early as possiblevalid. The professional employee must notify their immediate supervisor during the day prior to return to duty station when he/she will return. Failure to do so will result in the professional employee being charged with an additional day of leave. On the date of return to work, the professional employee shall file a written statement to their immediate supervisor which will set forth the day or days absent and reason for such absence. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave Section 1. Each employee shall be granted special leave with full pay for the following reasons: A. An employee who is permissionunable to report for regular work due to injuries or other disability sustained in the performance of his work shall receive the difference between his regular weekly pay and the allowance for Workers' Compensation. The Town's liability for Supplemental Workers' Compensation payments shall cease at the end of one (1) year or at the end of disability, whichever comes first. B. Because of a demand which is made for the employee by another governmental agency as a result of employment by the Town or as a result of Jury Duty. At the conclusion of the Jury Duty period, the employee must bring to the Payroll Department of the Town the "verification of attendance" slips issued by the Court. If for any reason the required slip is not issued by the Court, the employee must immediately notify the Payroll Department of the Town at the conclusion of the Jury Duty period that such slips are not provided and the Payroll Department shall attempt to verify attendance through the Court. If the verification slips are not provided or if the Court verifies that the employee was not in attendance, then the Jury Duty leave shall be charged to leave without pay, or if selected by the employee, (annual leave) time. In addition, the employee shall provide the Payroll Department with a copy of the expense check received from the Court and said amount received shall be deducted from the employee's next paycheck. If the expense check is not brought to the Payroll Department within three (3) months from the last day of Jury Duty, the employee's leave shall be charged to leave without pay. The Town is not responsible for incidental expenses associated with this leave, such as but not limited to, parking and/or meals. C. Regular full-time and regular part-time employees will be granted leave of absence with pay not to be deducted from their accumulated sick leave of up to six (6) hours annually for medical, dental or eye examinations for which arrangements cannot be made outside of working hours. Any medical, dental or eye examinations or treatment in excess of the six (6) hours annually shall be charged to sick leave. Approval must be received from the department head at least twenty-four (24) hours in advance of the requested leave except in the case of emergency. Section 2. Employees shall be granted leave without pay for the duration of military service and shall be reinstated to their original position or to one similar in pay and duties upon their separation from such military service provided they return to the Town service within ninety Section 3. Employees shall be granted leave with pay for participation in short term military training in the Federal Reserves or National Guard. In case the employee receives any pay, the employee's Town salary shall be reduced by that amount for the duration of the leave. The period of absence in any calendar year shall not exceed thirty (30) days. Section 4. Employees who are expectant mothers shall report to the Town Health Director before the seventh (7th) month of pregnancy. The Health Director, or the Town's designated medical physician, in cooperation with the personal physician of the expectant mother, shall determine the proper time for the employee to stop work. Should the employee desire to leave work earlier than the date determined by the BoardHealth Director and the employee's physician, for a professional then the individual shall be required to request annual leave or leave without pay. At the time the employee to be absent from their duties for a specific period of time meets with the right Health Director, she must provide a certificate from her physician stating that she is under care and able to perform her work duties. Employees in good standing who comply with the provisions of returning this Section may resign or take maternity leave as provided below: An employee who wishes to employment upon expiration return to her same position must so notify the department head, in writing, prior to the last scheduled workday. An employee on maternity leave of absence is eligible to use paid sick leave in accordance with the leave under the sick leave provisions of the this Agreement. The professional An employee may be asked to supply a reason for the leave request. With the exception of military leavewho exhausts unused, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the accumulated sick leave will be used before approval will be grantedcarried on leave of absence without pay for the balance of the maternity leave period. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ leave and personal leave for verified emergency purposes as defined in this Agreement are Such employee shall have up to be granted in advance if ninety (90) days from the professional employee properly notifies their administrator and submits a completed request form date of birth of the child to the proper authority promptly on the day of return to work. All requests for leave must be submitted by Before the professional employeeexpiration of the leave, recommended by appropriate administrator, and approved by the Superintendent under the authority granted by the School Board. Specific leave application may be refused made to the General Manager of the Town for extension of said leave. Extensions shall normally only be granted as a result of medical complications of the birth. Such extension is in the sole discretion of the General Manager. If the application for extension is denied or if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in employee decides not to return after the appropriate system for obtaining a substitute. Employees returning from a leave of absence will 90- day period, she may request to the General Manager that she be placed in the first available vacant position at their current salary on a reemployment list for which they are qualified a period not to exceed two (2) months years. During the two-year period of time should a vacancy occur in the department in which the employee last worked and should the vacancy be in a position which the employee previously occupied and should the employee be qualified to perform the work as required without further training, then the employee shall be certified to the appointing authority for consideration. Should the employee, after electing to be placed on the reemployment list, decide to withdraw all money due her from the professional employee’s written notice Town's Pension Plan, then the individual shall be considered as a new employee if and when she is reemployed. This shall include receiving the starting salary for the position as well as receiving no credit for previous time worked in terms of seniority, annual leave, or sick leave balance. Any unused, accumulated sick time paid out shall be deducted from any future available unused, accumulated sick time eligible to return to work and physician’s clearance if the employee was upon retirement or termination. Should the employee not withdraw the money in the Pension Plan due and be reemployed under the provisions of this Section, then she shall be credited for the years of service she had prior to being placed on the reemployment list. The individual shall receive a medical leave. Employees will return the following school year salary that is closest to the school where they were assigned salary she was receiving at the time leave was grantedshe went on the reemployment list. Employees who use leave at a rate greater than it is earnedAny unused, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year accumulated sick time paid out shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one yeardeducted from any future available unused, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement accumulated sick time eligible to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note employee upon retirement or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave Section 5. Leaves of absence without pay may be granted to regular employees who have completed the probationary period on recommendation of the department head with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums approval of the General Manager for not longer than one (1) houryear. [Note: This article does not change Requests for such leave without pay shall be made in writing to the intent department head and shall include a statement of the language in Article VI, paragraph R.] The following leaves with reasons therefor and of the length of leave requested. Any employee who is on leave of absence without pay shall not be paid for any holiday or sick leave during the period of absence. Any annual leave time due an employee at the time of taking a leave of absence without pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Religious Observance ⮚ Bereavement Leave 1paid at that time. Sick Leave Full-time professional employees earn sick leave at the rate Authorized leaves of absences for one (1) day per month or less will not be used as a basis of full time employmentreducing employees' benefits. Four (4) days are granted as With the approval of the first day General Manager, a department head may reinstate an employee from a leave of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit absence without pay to the number of days of sick leave position formerly held by that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statementemployee, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days creditit is vacant.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional an employee to be absent from their duties for a specific period of time with the right of returning to employment upon expiration of the leave as outlined under the leave provisions of the this Agreement. The professional employee may be asked to must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ Sick leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies their administrator supervisor and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave leaves must be submitted signed by the professional employee, recommended by the appropriate administrator, supervisor and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit Abuse of leave in the appropriate system provision and/or falsifying leave documents is a serious offense and grounds for obtaining a substitutedisciplinary action, up to and including discharge. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are s/he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay LEAVE WITH PAY Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ The following leaves with pay may be granted by the Board under the conditions outlinedin this Agreement: Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Annual Leave Employee Working More Than One School District Job Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-Full time professional employees shall earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-full time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave is permissionWhen a member of the employee’s immediate family dies, granted in advance by the Board, an employee shall be entitled to leave for a professional employee to be absent from their duties for a specific bereavement period of time with four (4) consecutivecalendardays which must include the right of returning to employment upon expiration day of the leave under funeral. During such period the leave provisions employee shall be paid for those days which are not regularly scheduled days of rest for the Agreementemployee. The professional In addition, the employee may be asked granted up to supply a reason three (3) days leave with pay for the purpose of travel related to the death. An employee is entitled to one (1) days bereavement leave requestwith pay upon the death of a grandparent, son-in-law, daughter-in-law,brother-in-law or his spouseor sister-in-law or her spouse. With For the exception purpose of military this Article, immediate family is defined as father, mother, stepfather, stepmother, ▇▇▇▇▇▇ parent, brother, sister, spouse (including common law spouse resident with the employee), child (including child of common law spouse), stepchild or ▇▇▇▇ of the employee, grandchild, father-in-law,mother-in-law and relative permanently residing in the employee’s house or with whom the employee permanently resides. It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. The Authority may, after considering the particular circumstances involved, ▇▇▇▇▇ leave with pay for a period greater than that provided for in Article If, during a period of sick leave, all types vacation leave or compensatory leave, an employee is bereaved in circumstances under which he or she would have been eligible for bereavement leave with pay under Article the employee shall be granted bereavement leave with pay and his or her paid leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted. Subject to operationalrequirements, the Authority shall leave with pay upon adequate notice in respect of appointments for medical, dental, school or adoption purposes or for immediate and temporary care for sick or elderly members of the employee’s family, provided that no more than eight (8) days leave shall be granted to any employee under this Article in any fiscal year. Subject to operational requirements, an employee may be granted leave without pay for purposes related to the care and nurturing of children,the long term care of a parent or spouse, educational or career development purposes or other personal needs or for such other reasons as the Authority may see fit, and the Authority shall give reasonable consideration to any such requests for leave and any request that such leave, in the The Authority shall pay persons summoned for jury service or to whom section of the Jury Act, otherwise applies, wages in accordance with that section or any successor provision. Any employeewho has completed one years continuous employmentwith the Public Service of Canada prior to December with the Authority shall be granted five (5) days leave with pay for the purpose of getting married. Should that employee’s employment be terminated for reasons other than death or lay-off within six (6)months after the granting of marriage leave, an amount equal to the amount paid to the employee during that period of leave are will be repaid by the employee to the Authority. An employeeshall onlybe entitled to avail of the leaveto which he or ▇▇▇▇▇ entitled hereunder once during his or her with the Authority. Where an employeeparticipates in a personnel selection process conductedby the Authority, the employee is entitled to leave with pay for the period during which the employee’s presence is required for the purposes of the selection process. At the request of an employee, leave without pay for a period of up to one (1) year shall be granted to an employee whose spouse is relocated. Subject to operational requirements and at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ leave and personal leave for verified emergency purposes as defined in this Agreement are to be granted in advance if the professional employee properly notifies their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave must be submitted by the professional employee, recommended by appropriate administrator, and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in the appropriate system for obtaining a substitute. Employees returning from Airport a leave of absence will be placed in the first available vacant position at their current salary for which they are qualified not without pay of up to exceed two twelve (212) months from may be granted if so requested by any full-time employee. Notwithstanding any other sub-article of this Article the professional employee’s written notice Authority shall not be required to return grant compensatory leave where that leave cannot be granted without the necessity of paying overtime. (a) Vacation and leave days shall be converted to hours based on the number of regular hours an employee works or would work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basisbasis (disregarding overtime and leave taken) divided by To greater clarify by example, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation an employee who works or would work hours per annum (i.e., doctors note, obituarydisregarding overtime and leave taken) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers entitled to hours for each day of Leave if employees: 1vacation and leave whereas an employee who works or would work hours per annum (disregarding overtime and leave taken) shall be entitled to hours for each day of vacation and leave. Cannot produce documentation (after the number of days awarded in one year) which would allow the For leave to be considered approved other than vacation or leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded of such leave shall mean a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for terminationcalendar day. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave Section 1. Each employee shall be granted special leave with full pay for the following reasons: A. An employee who is permissionunable to report for regular work due to injuries or other disability sustained in the performance of his work shall receive the difference between his regular weekly pay and the allowance for Workers' Compensation. The Town's liability for Supplemental Workers' Compensation payments shall cease at the end of one (1) year or at the end of disability, whichever comes first. B. Because of a demand which is made for the employee by another governmental agency as a result of employment by the Town or as a result of Jury Duty. At the conclusion of the Jury Duty period, the employee must bring to the Payroll Department of the Town the "verification of attendance" slips issued by the Court. If for any reason the required slip is not issued by the Court, the employee must immediately notify the Payroll Department of the Town at the conclusion of the Jury Duty period that such slips are not provided and the Payroll Department shall attempt to verify attendance through the Court. If the verification slips are not provided or if the Court verifies that the employee was not in attendance, then the Jury Duty leave shall be charged to leave without pay, or if selected by the employee, (annual leave) time. In addition, the employee shall provide the Payroll Department with a copy of the expense check received from the Court and said amount received shall be deducted from the employee's next paycheck. If the expense check is not brought to the Payroll Department within three (3) months from the last day of Jury Duty, the employee's leave shall be charged to leave without pay. The Town is not responsible for incidental expenses associated with this leave, such as but not limited to, parking and/or meals. C. Regular full-time and regular part-time employees will be granted leave of absence with pay not to be deducted from their accumulated sick leave of up to six (6) hours annually for medical, dental or eye examinations for which arrangements cannot be made outside of working hours. Any medical, dental or eye examinations or treatment in excess of the six (6) hours annually shall be charged to sick leave. Approval must be received from the department head at least twenty-four (24) hours in advance of the requested leave except in the case of emergency. Section 2. Employees shall be granted leave without pay for the duration of military service and shall be reinstated to their original position or to one similar in pay and duties upon their separation from such military service provided they return to the Town service within ninety Section 3. Employees shall be granted leave with pay for participation in short term military training in the Federal Reserves or National Guard. In case the employee receives any pay, the employee's Town salary shall be reduced by that amount for the Board, for a professional employee to be absent from their duties for a specific duration of the leave. The period of absence in any calendar year shall not exceed thirty (30) days. Section 4. Maternity leave shall be provided in accordance with applicable law. In addition, employees with at least one year of service are eligible for up to six (6) weeks of Paid Parental Leave (PPL). PPL is available to new parents who need time to bond with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee may be asked to supply a reason for the leave request. With the exception of military leavenew child entering their life either by birth, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. adoption, or ▇▇▇▇▇▇ care placement. This leave must be taken within the first year of the child's birth, adoption, or ▇▇▇▇▇▇ care placement. During the leave period, the employee shall be paid 100% of their base wages for the first two (2) weeks, and personal 50% of base wages for the remaining four (4) weeks. Employees shall be eligible to use any accrued leave in order to receive compensation up to 100% of base pay during the weeks reimbursed at 50%. This paid leave will run concurrently with and count toward other leaves for verified emergency purposes as defined which the employee may be eligible, including the federally mandated twelve weeks of Family and Medical Leave Act (“FMLA”). A childbearing employee on parental leave beyond the six (6) weeks of PPL is eligible to use paid sick leave in accordance with the sick leave provisions of this Agreement are Agreement, except they may opt to keep one week of Annual Leave. An employee who exhausts unused, accumulated sick leave will be granted in advance if carried on leave of absence without pay for the professional balance of the leave period. Such employee properly notifies their administrator and submits a completed request form shall have up to ninety (90) days from the proper authority promptly on date of birth of the day of child to return to work. All requests for leave An employee who wishes to return to her same position must be submitted by so notify the professional employeedepartment head, recommended by appropriate administratorin writing, and approved by prior to the Superintendent under last scheduled workday. Before the authority granted by expiration of the School Board. Specific leave leave, application may be refused made to the Town Manager of the Town for extension of said leave. Extensions shall normally only be granted as a result of medical complications of the birth. Such extension is in the sole discretion of the Town Manager and is not subject to the grievance procedure of this Agreement. If the application for extension is denied or if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in employee decides not to return to work after the appropriate system for obtaining a substitute. Employees returning from a leave of absence will 90- day period, she may request to the Town Manager that she be placed in the first available vacant position at their current salary on a reemployment list for which they are qualified a period not to exceed two (2) months years. During the two-year period of time should a vacancy occur in the department in which the employee last worked and should the vacancy be in a position which the employee previously occupied and should the employee be qualified to perform the work as required without further training, then the employee shall be certified to the appointing authority for consideration. Should the employee, after electing to be placed on the reemployment list, decide to withdraw all money due her from the professional employee’s written notice Town's Pension Plan, then the individual shall be considered as a new employee if and when she is reemployed. This shall include receiving the starting salary for the position as well as receiving no credit for previous time worked in terms of seniority, annual leave, or sick leave balance. Any unused, accumulated sick time paid out shall be deducted from any future available unused, accumulated sick time eligible to return to work and physician’s clearance if the employee was upon retirement or termination. Should the employee not withdraw the money in the Pension Plan due and be reemployed under the provisions of this Section, then she shall be credited for the years of service she had prior to being placed on the reemployment list. The individual shall receive a medical leave. Employees will return the following school year salary that is closest to the school where they were assigned salary she was receiving at the time leave was grantedshe went on the reemployment list. Employees who use leave at a rate greater than it is earnedAny unused, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year accumulated sick time paid out shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one yeardeducted from any future available unused, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement accumulated sick time eligible to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note employee upon retirement or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave Section 5. Leaves of absence without pay may be granted to regular employees who have completed the probationary period on recommendation of the department head with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums approval of the Town Manager for not longer than one (1) houryear. [Note: This article does not change Requests for such leave without pay shall be made in writing to the intent department head and shall include a statement of the language in Article VI, paragraph R.] The following leaves with reasons therefor and of the length of leave requested. Any employee who is on leave of absence without pay shall not be paid for any holiday or sick leave during the period of absence. Any annual leave time due an employee at the time of taking a leave of absence without pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Religious Observance ⮚ Bereavement Leave 1paid at that time. Sick Leave Full-time professional employees earn sick leave at the rate Authorized leaves of absences for one (1) day per month or less will not be used as a basis of full time employmentreducing employees' benefits. Four (4) days are granted as With the approval of the first day Town Manager, a department head may reinstate an employee from a leave of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit absence without pay to the number of days of sick leave position formerly held by that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statementemployee, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days creditit is vacant.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from their his duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee may be asked to must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ Sick leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies their his administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave leaves must be submitted signed by the professional employee, recommended by appropriate administrator, administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in the appropriate system for obtaining a substitute. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚  Sick Leave ⮚  Military Leave (Annual Training) ⮚  Jury Duty ⮚  Emergency Leave ⮚  Personal Leave ⮚ Religious Observance ⮚  Jewish Holiday  Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from their duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee may be asked to supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ leave and personal leave for verified emergency purposes as defined in this Agreement are to be granted in advance if the professional employee properly notifies their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave leaves must be submitted by the professional employee, recommended by appropriate administrator, administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in the appropriate system for obtaining a substitute. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from their duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee may be asked to must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ Sick leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave leaves must be submitted signed by the professional employee, recommended by appropriate administrator, administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in the appropriate system for obtaining a substitute. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ Sick leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional The professional employee shall submit sick leave request notify their immediate supervisor if possible before the opening of school on the day on which he/she must be absent, except for emergency reasons recognized by the Board as early as possiblevalid. The professional employee must notify their immediate supervisor during the day prior to return to duty station when he/she will return. Failure to do so will result in the professional employee being charged with an additional day of leave. On the date of return to work, the professional employee shall file a written statement to their immediate supervisor which will set forth the day or days absent and reason for such absence. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns ▇▇▇▇▇ County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional employee to be absent from their duties for a specific period of time with the right of returning to employment upon expiration of the leave under the leave provisions of the Agreement. The professional employee may be asked to must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ leave and personal leave for verified emergency purposes as defined in this Agreement are to be granted in advance if the professional employee properly notifies their administrator and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave leaves must be submitted signed by the professional employee, recommended by appropriate administrator, administrator and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit leave in the appropriate system for obtaining a substitute. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional The professional employee shall submit sick leave request notify their immediate supervisor if possible before the opening of school on the day on which he/she must be absent, except for emergency reasons recognized by the Board as early as possiblevalid. The professional employee must notify their immediate supervisor during the day prior to return to duty station when he/she will return. Failure to do so will result in the professional employee being charged with an additional day of leave. On the date of return to work, the professional employee shall file a written statement to their immediate supervisor which will set forth the day or days absent and reason for such absence. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional an employee to be absent from their duties for a specific period of time with the right of returning to employment upon expiration of the leave as outlined under the leave provisions of the this Agreement. The professional employee may be asked to must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies their administrator supervisor and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave leaves must be submitted signed by the professional employee, recommended by the appropriate administrator, supervisor and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit Abuse of leave in the appropriate system provision and/or falsifying leave documents is a serious offense and grounds for obtaining a substitutedisciplinary action, up to and including discharge. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are s/he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. Leave with Pay LEAVE WITH PAY Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ The following leaves with pay may be granted by the Board under the conditions outlinedin this Agreement: Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Annual Leave Employee Working More Than One School District Job Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-Full time professional employees shall earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-full time employment per year. There is no limit to the number of days of sick leave that can be accumulated. . a. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional The professional employee shall submit sick leave request notify their immediate supervisor if possible before the opening of school on the day on which he/she must be absent, except for emergency reasons recognized by the Board as early as possiblevalid. The professional employee must notify their immediate supervisor during the day prior to return to duty station when he/she will return. Failure to do so will result in the professional employee being charged with an additional day of leave. On the date of return to work, the professional employee shall file a written statement to their immediate supervisor which will set forth the day or days absent and reason for such absence. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees . b. Employees who are responsible for requesting that accumulated habitually absent due to claims of illness of self and/or family member, or who use more sick leave days than the total number earned in another county during the current school year or employment may be transferred required at the request of the supervisor to St. Johns Countyprovide verification of illness at employee’s expense. Transferred An unfounded claim for sick leave shall be cause for discipline up to and including termination. 2. Military Leave (Annual Training) A professional employee in the National Guard or active reserve, who participates in required “annual military training”, shall, if possible, schedule their period of training after the end of the school year and before the beginning of the next school year. When such duty must be performed during the school year, the district will be posted on follow State and Federal laws in relation to leave, pay and return to assignment provided that a copy of orders and written evidence that an effort was made to serve the record of duty at the time when the professional employee at a maximum of one (1) day per month of employment, after was not on duty for the first four (4) days creditBoard.

Leave Provisions. Leave is permission, granted in advance by the Board, for a professional an employee to be absent from their his duties for a specific period of time with the right of returning to employment upon expiration of the leave as outlined under the leave provisions of the this Agreement. The professional employee may be asked to must supply a reason for the leave request. With the exception of military leave, all types of leave are granted at the discretion of the Board. An application must make clear an acceptable purpose (except Personal Leave with Pay) for which the leave will be used before approval will be granted. Leave must be officially granted in advance and may not be granted retroactively. ▇▇▇▇ Sick leave and personal leave for verified emergency purposes as defined in this Agreement are considered to be granted in advance if the professional employee properly notifies their administrator his supervisor and submits a completed request form to the proper authority promptly on the day of return to work. All requests for leave leaves must be submitted signed by the professional employee, recommended by the appropriate administrator, supervisor and approved by the Superintendent under the authority granted by the School Board. Specific leave may be refused if the professional employee's absence would cause undue hardship or interruption of vital school services. Teachers will submit Abuse of leave in the appropriate system provision and/or falsifying leave documents is a serious offense and grounds for obtaining a substitutedisciplinary action, up to and including discharge. Employees returning from a leave of absence will be placed in the first available vacant position at their current salary for which they are s/he is qualified not to exceed two (2) months from the professional employee’s written notice to return to work and physician’s clearance if the employee was on a medical leave. Employees will return the following school year to the school where they were assigned at the time leave was granted. Employees who use leave at a rate greater than it is earned, on an annual basis, will be considered to be Excessive Leave Users. The district reserves the right to request confirmation (i.e., doctors note, obituary) of leave used after the leave goes beyond that earned on an annual basis. The documentation will be at the employee’s expense. Employees who have an identified pattern of absences (5 undocumented days beyond the number of days awarded per year) or have an excessive number of absences in one school year shall be considered a Habitual Abusers of Leave if employees: 1. Cannot produce documentation (after the number of days awarded in one year) which would allow the leave to be considered approved leave, 2. Have been counseled by supervisor at least once after the number of days awarded in one year, and 3. Have received a written discipline letter indicating their behavior will be identified as a Habitual Abuser of Leave if a future absence is not documented. Clarification statement to the definition of “Habitual Abuser of Leave”: any day which is documented by a doctor’s note or other official documentation is not counted as a day towards abusive designation after the first day beyond the amount awarded in one year. If an employee requests and is awarded a leave or takes a sick or emergency leave (as these are not requested in advance) and the employee is found to be fraudulent in the request, it is considered Misuse of Leave. Employees may be disciplined up to and including termination for being a Habitual Abuser of Leave or for Misuse of Leave. These violations will be considered Just Cause for termination. A. LEAVE WITH PAY The following leaves with pay may be granted by the Board under the conditions outlinedin this Agreement: Sick Leave with Pay Military Leave (Annual Training) Jury Duty Emergency Leave Personal Leave Annual Leave Employee Working More Than One School District Job Jewish Holidays Bereavement Leave Leave with pay will accrue and be used on an hourly basis. Leave hours will accrue based upon the regularly scheduled workday and can be used in minimums of one (1) hour. [Note: This article does not change the intent of the language in Article VI, paragraph R.] The following leaves with pay may be granted by the Board under the conditions outlined in this Agreement: ⮚ Sick Leave ⮚ Military Leave (Annual Training) ⮚ Jury Duty ⮚ Emergency Leave ⮚ Personal Leave ⮚ Religious Observance ⮚ Bereavement Leave 1. Sick Leave Full-time professional employees earn sick leave at the rate of one (1) day per month of full time employment. Four (4) days are granted as of the first day of employment of each contract year and one (1) additional day is earned for each month of employment until the number equals the months of full-time employment per year. There is no limit to the number of days of sick leave that can be accumulated. ▇▇▇▇ leave may be used only when necessary and the professional employee is unable to perform their duty because of personal illness injury, pregnancy, maternity, or because of illness or death of father, mother, brother, sister, husband, wife, child or other close relative, or member of their own household. Sick leave may be used for well-care medical visits. Professional employee shall submit sick leave request as early as possible. Sick leave days must be substantiated by a physician's statement, if requested by the Superintendent or their representative; in such case, the Board will designate a physician and pay the cost of this service. Professional employees are responsible for requesting that accumulated sick leave earned in another county be transferred to St. Johns County. Transferred sick leave will be posted on the record of the professional employee at a maximum of one (1) day per month of employment, after the first four (4) days credit.