Common use of Sick Leave Clause in Contracts

Sick Leave. Absence due to personal illness, excluding pregnancy, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence Sick leave is provided for absences caused by actual non-work related illnesses or injuries, necessary medical, dental or optical appointments or treatments, or confinement due to personal illness, excluding pregnancy, quarantine as determined by an authorized medical authority. Sick leave is pro-rated throughout the calendar year and is earned on the 15th of the month on a calendar year basis. An employee must be marked with a positive payroll marking at least one day in the payroll period which includes the 15th of the month in order to earn sick leave for that month. All department employees shall be allowed up to earn sick leave at the rate of 1.25 sick days per month for a total of fifteen (15) working days per fiscal calendar year, July 1 through June 30, and with unlimited accrual. A member at the time of retirement shall be accumulative from year receive membership service for unused sick leave in accordance with the formula that twenty-two (22) days of unused sick leave are equal to year without limitation. Absence of less than one (1) full day Month of membership service. One (1) additional month of membership service shall be charged granted if fractional days totaling eleven (11) or more result from the application of this formula. If the employee leaves the service of the Department having used more sick leave than the employee actually would have accrued, the value of such excess sick leave shall be reimbursed to the nearest quarter hour County. An employee placed on Excessive Absenteeism Notice shall provide his/her supervisor with a written physician's excuse from work for any sick leave used for the next six- month period. Advanced unearned sick leave may be granted by the Office of Human Resources under recommendation from the Chief of Police. The recommendation must be accompanied by a written statement from the employee's physician. An additional physician statement may be required during the period of absence. Personal illness Unearned sick leave can be advanced only after the employee has exhausted all accrued sick leave and available leave days. This does not include the 104 leave days necessary for "weekend leave" for sworn personnel. Unearned sick leave may be extended to a maximum of more than five (5) consecutive working days duration shall 30 work days, generally. In unusual circumstances, the Administrative Officer may extend beyond the 30 day limit. Unearned sick leave will be verified by a statement from a health care provider, advising that paid back with regularly earned sick leave after the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return returns to work and is not able to return to work or as stated in Section 9.11: Leave Donation of this Memorandum of Understanding. No sick leave will be accrued until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of advanced sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working dayspaid back. When all Unearned sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed subject to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed review by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawPersonnel Salary and Advisory Board. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal Sick Leave utilization shall be for an employee’s own physical and mental disability absences which are medically necessary and caused by illness, excluding pregnancyinjury, maternity disability or quarantine. 12.4.1 An employee working full-time shall be allowed up annually entitled to fifteen twelve (1512) days of leave of absence for the purpose of sick leave utilization. An employee working days per fiscal year, July 1 through June 30, and less than full- time shall be accumulative entitled to sick leave in the same ratio that his/her employment bears to full- time employment. Additional work submitted on a supplemental basis is excluded for purposes of calculating sick leave. 12.4.2 If an employee does not take the full amount of leave allowed in any year under this Section, the amount not taken shall be accumulated from year to year without limitation. Absence of less than one (1) full day limit. 12.4.3 Employees, upon initial employment, shall be charged eligible to the nearest quarter hour of absence. Personal illness of take not more than five six (56) consecutive working days duration shall be verified by a statement from a health care provideror the proportionate amount of sick leave to which they are entitled, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from until the first day of absence to the date calendar month following six (6) months of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care providerservice. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five who uses more than six (56) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment will be docked a full day’s pay for each additional day of absence. Once the employee completes six (6) months of employment, he/she will be eligible to use the remainder of his/her sick leave. 12.4.4 The Office reserves the right to require verification of any period of leave taken because of illness or injury upon probable cause for such verification. Prior notice of the requirement shall be given to the employee. 12.4.5 An employee who leaves employment with the Office prior to completion of a given year of service shall be charged for any used but unearned sick leave (as granted in 12.4.1) used as of the date of termination. 12.4.6 Regular classified employees shall once a year credited with a total of not less than one and one-quarter hundred (1- 1/4100) working days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar yearleave, shall be credited with including sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while which he/she is receiving payentitled as set forth in section 12.4.1 above. Normal authorized deductionsWhen such employee is absent from his/her duties on account of his/her own illness or accident for a period of one hundred (100) working days or less, including retirement contributionswhether or not the absence arises out of or in the course of employment of the employee, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required compensated at not less than fifty percent (50%) of the employee’s regular salary. 12.4.6.1 Employees will first use accumulated sick leave to use vacation in conjunction with receiving SDI benefits. Employees must notify the District receive full pay for absences charged to sick leave. 12.4.6.2 Upon exhaustion of accumulated sick leave, employees will paid fifty percent (50%) of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period remainder of isolation or quarantinethe one hundred (100) days.

Sick Leave. Absence Section 1: Employees shall accrue sick leave at the rate of eight (8) hours per month if full-time, and a proportionate amount if permanent part-time, to a maximum of 960 hours. Section 2: Employees shall earn a Sick Leave Bonus in the form of Annual Leave (8 hours for full-time employees assigned to a five (5) day workweek or 10 hours for full- time employees assigned to a four (4) day workweek, 4 hours for permanent part-time) credited to his/her Annual Leave balance for each thirteen pay periods in which no sick leave is used. The period begins with the last instance of sick leave. Use of Annual Leave earned in this manner is subject to the same Annual Leave provisions contained in Article 20 of this Agreement. Section 3: When permanent employees resign or are laid off from the County service, they will be paid twenty-five percent (25%) of their accumulated sick leave as of the effective date of such action. Employees who separate from County service by retirement under the Florida Retirement System, or death will be paid fifty percent (50%) of their accumulated sick leave as of the effective date of their separation. Section 4: Sick Leave is defined as approved absence from work due to personal illness, excluding medical, dental or optical appointments necessarily arranged during work hours, pregnancy, shall injury, disability, or if required to be allowed up absent because of exposure to fifteen a contagious disease which would endanger others (15as determined by County Physician 1. A doctor's excuse may be required after the employee has taken three (3) working days per fiscal year, July 1 through June 30consecutive sick days, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than required after five (5) consecutive working days duration sick days. 2. After five (5) occurrences in any continuing twelve (12) month period (an occurrence means a separate incident of at least one full workday in duration), the employee shall present a doctor's excuse for the next occurrence and the employee must be verified informed of this requirement by a statement from a health care provider, advising that written memo after the person is physically able to return to workfifth occurrence. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement following example is provided to Human Resources and/or the Supervisorassist in calculating occurrences in a continuing twelve (12) month period. Occurrence #1 Tues. & Wed., ManagerMay 4 and May 5, Principal and/or Administrator1982 16 hours Occurrence #2 Wed., June 16, 1982 8 hours Occurrence #3 Mon. & Tues., August 9 and 10, 1982 16 hours Occurrence #4 Fri., October 29, 1982 8 hours Occurrence #5 Thurs., December 4, 1982 8 hours Employee informed that next occurrence before May 4, 1983 would require a doctor's note. In cases the above example, occurrence #1 of excessive absence or when May 4 and 5, 1982, would "burnoff" (no longer be counted) after twelve (12) months, May 4, 1983; the first of the next five occurrences would then be calculated with June 16, 1982, becoming occurrence #1. 3. If the supervisor suspects abuse of sick leave is evidentbecause of unusual circumstances or a developing pattern, following previous counsel with the employeei.e., Fridays/Mondays, before/after a holiday, employee denied annual leave and subsequently claims illness, etc., the Supervisor, Manager, Principal and /or Administrator supervisor may request in writing that inform the employee furnish when s/he calls in "sick" that a health care provider’s statement doctor's excuse will be required in order for the supervisor to verify any future absence "approve" the use of less than sick leave. 4. If the supervisor has reason to question the doctor's excuse, employee may be required to be examined by a County Physician. If required, the exam will be scheduled within five (5) working days. When all sick leave accruals are exhausted, days or the employee is placed on will suffer no loss in pay (or usage of sick or annual leave) until the employee returns to work. 5. Failure to provide the doctor's excuse as required above will constitute an "Difference Leave" if covered by a statement from a health care provideroffense", and the employee will be disciplined in the following manner. An employee on "Difference Leave" is paid the difference between his/her salary 1st offense - written reprimand (Form 102-111 Employee Notice) and that paid his/her substitute. This is paid for a maximum period denial of five (5) monthssick leave. The five (5) month period absence is calculated from the first days of sick leave utilizationprocessed as Leave Without Pay. When difference leave is exhausted, the employee with 2nd offense - three (3) years days suspension (Form 102-111 Employee Notice) and denial of service sick leave. The absence is processed as Leave Without Pay. 3rd offense - termination 6. If it is established that an employee has taken sick leave under false pretenses, the time off shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full dutyprocessed as Leave Without Pay. The employee shall may also be reemployed in the first vacancy in the classification of his/her previous assignmentsubject to disciplinary action. 7. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or fundsTo receive leave, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored notify his or her immediate supervisor or department, division, or office director prior to or within one hour after time in which employee normally begins work. Except in unusual circumstances which shall require approval by the department director, failure to notify the supervisor or department, division, or office director as required will result in the denial of sick leave. An employee in a permanent employee. During the first six (6) months of employmentdepartment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time division, or less than a twelve (12) month calendar year, shall be credited with sick leave office operating on a protwenty-rata four hour basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary his or sick leave deduction is made for absence due to contagious disease where isolation her department, division, or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.office director within ninety

Sick Leave. Absence 8.1 Effective July 1st each year every employee shall be credited with fifteen (15) days of sick leave. New employees will deposit one sick day to the Sick Leave Bank in the first year of employment. 8.2 Individuals first employed after July 1st of any year shall be credited with one day of sick leave per month until the next July 1st when they shall be credited with 15. 8.3 Unused sick leave shall accumulate from year to year without limit. 8.4 Sick leave shall be granted for absence due to personal illness, excluding pregnancyinjury, disability, or exposure to contagious diseases, except that employees may use up to five (5) days of accrued sick leave per contract year to care for members of their immediate family in the event of unforeseen short-term illness. In addition, sick leave may be used during the period of certified disability resulting from the birth of a child. 8.5 An employee with a minimum of ten (10) years’ service who provides notification of retirement by October 1st of the school year preceding the school year in which the employee intends to retire shall receive a lump sum payment to be computed by multiplying the number of the employee’s unused accumulated sick leave days by $40.00, but not to exceed $4,000. The only exception for the October 1st notification deadline shall be for an employee who is currently experiencing/dealing with an extreme medical situation involving the employee or the following relatives of the employee: spouse, child, sibling, or parent, including any individual who has acted in place of and as parent or spouse to the employee or employee’s spouse; in that case, the employee shall give the required notice as soon as possible. Best efforts will be made to include this lump sum payment in the employee’s final paycheck. If an employee who has a minimum of ten (10) years’ service is laid off pursuant to ARTICLE X, said employee may elect to receive the lump-sum payment described above in lieu of recall to a subsequent vacancy should one occur. 8.6 There shall be no loss of rights to salary increments while on sick leave. 8.7 Employees injured on the job and receiving Worker's Compensation may, upon their request, be granted sick leave, provided they have sick leave credit available, to the extent that they will receive such amount as will, when added to the amount of the Worker's Compensation, result in the payment to them of their full salary. 8.8 In the event of the death of an employee covered by this Agreement, the employee’s designated beneficiary or, if none, his/her estate, shall receive a lump sum payment to be allowed computed by multiplying the number of the employee’s unused accumulated sick leave days by $40.00, but not to exceed $4,000. 8.9 The COMMITTEE authorizes the establishment of a Sick Leave Bank for use by employees whose accumulated Sick Leave is exhausted through prolonged illness. The Sick Leave Bank shall be administered by the Superintendent or designee and a representative of the ASSOCIATION in accordance with regulations developed in consultation with the ASSOCIATION (see APPENDIX B). An employee will be eligible for up to fifteen (15) working 90 days per fiscal yearschool year of the Sick Leave Bank. In the event of prolonged and/or repeated disabilities, the School Committee may at its sole discretion grant additional days of sick leave from the Sick Leave Bank. An employee may only participate in the Sick Leave Bank starting with the July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness 1st after his/her initial appointment. 8.10 Absences of more than five (5) consecutive working days duration workdays, pursuant to this ARTICLE, shall be verified certified by a statement from a health care provider, advising that the person is physically able employee's physician to ensure the employee's fitness to return to work. . 8.11 The health care provider’s statement shall verify the illness from the first day COMMITTEE may, in those circumstances when it determines that an employee's physician has failed to provide sufficient information, require certification by a school department physician for absences of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less more than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal 13.1.1 Sick Leave utilization shall be for an employee’s own physical and mental disability absences which are medically necessary and caused by illness, excluding pregnancyinjury, shall be allowed up to fifteen (15) maternity disability or quarantine. 13.1.2 For purposes of sick leave, full-time means an employee working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration per week for twelve (12) months per calendar year shall be verified by a statement from a health care provider, advising that the person is physically able annually entitled to return to work. The health care provider’s statement shall verify the illness from the first day twelve (12) days of leave of absence to for the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days purpose of sick leave utilization. When difference leave is exhausted, the An employee with three (3) years of service covered by this Agreement working less than full- time shall be allowed entitled to apply for a health leave; an employee with sick leave in the same ratio that their employment bears to full-time employment. 13.1.3 An employee, covered by this Agreement, working less than three a full calendar year shall be annually entitled to the following days of leave for purposes of sick leave utilization: Number of Work Days (3excluding vacation and holidays) years of service is placed based on yearly calendar submitted by program supervisor Sick Leave Earned 227 - 246 work days 12 days Additional work submitted on a reemployment list time sheet is excluded for a period purposes of thirty-nine calculating sick leave. Sick leave under 13.1.2 and 13.1.3 is accumulated annually, without limit. 13.1.4 Unit employees working summer school will receive one (391) months. At any time during the prescribed thirty-nine (39) monthsadditional day of sick leave in July. 13.1.5 Employees, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee upon initial employment, shall be reemployed in eligible to take not more than six (6) days, or the proportionate amount of sick leave to which they are entitled, until the first vacancy day of the calendar month following six (6) months of service. An employee who uses more than six (6) days of sick leave in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment will be docked a full day’s pay for each additional day of absence. Once the employee completes six (6) months of employment, he/she will be eligible to use the remainder of his/her sick leave. 13.1.6 The Office reserves the right to require verification of any period of leave taken because of illness or injury upon probable cause for such verification. Prior written notice of the requirement shall be given the employee. 13.1.7 Regular classified employees shall once a year be credited with a total of not less than one and one-quarter hundred (1- 1/4100) working days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar yearleave, shall be credited with including sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while which he/she is receiving payentitled as set forth in section 13.1.2 and 13.1.3, above. Normal When such employee is absent from his/her duties on account of his/her own illness or accident for a period of one hundred (100) working days or less, whether or not the absence arises out of or in the course of employment of the employee, the employee shall be compensated at not less than fifty percent (50%) of the employee’s regular salary. 13.1.7.1 Employees will first use accumulated sick leave to receive full pay for absences charged to sick leave. 13.1.7.2 Upon exhaustion of accumulated sick leave, employees will be paid 50% of their salary for the remainder of the one hundred (100) days. 13.1.7.3 The paid sick leave authorized deductionsunder this section shall be exclusive of any other paid leave, including retirement contributionsholidays, will vacation or compensating time to which the employee may be entitled. This one hundred (100) work days of leave is not cumulative. 13.1.8 An employee who leaves employment with the Office and does not complete a given year of service shall be charged for any unearned sick leave (as granted in 13.1.2 and 13.1.3) used as of the last date of employment. The used, but not accrued sick leave shall be deducted from the warrant in accordance with the lawemployee’s final payroll warrant. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, shall 6.1.1 Eligible support staff will be allowed up to fifteen (15) working granted 15 days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave annually. Sick leave will be calculated by the hour, based on each employee’s standard work day. For example, an employee with a standard work day of 7 hours will be granted 7 x 15 = 105 sick hours/year. The maximum accrual of sick time is evident, following previous counsel with reflected by bargaining unit in Appendix B. 6.1.2 Sick leave will be prorated during the employee’s first year of service so they may access one month’s worth of their annual sick leave allocation for each month they work; except that in the first month of employment, the Supervisoraccrual will be prorated based on the number of days worked in that month. For example, Managerthe support staff employee referenced above who earns 105 sick hours/year, Principal and /or Administrator may request in writing shall have access to 8.75 hours of sick leave each month during their first year of service; except that the accrual in the first month of employment would be prorated based on the number of days worked in that month. If the sick time is not used during each month worked in the first year of service, it will be banked for employee furnish a health care provider’s statement use when needed. 6.1.3 The following administrative provisions shall apply uniformly to verify any future absence employees: A. Any consecutive use of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period in excess of five (5) months. The five (5) month period is calculated from the first days days, or a suspected abuse of sick leave utilization. When difference leave is exhaustedincluding but not limited to frequent use or a pattern of absences, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating will require that the employee provide medical certification by the attending physician for the days of absence in question. In the case of extended or frequent absence, the Administration may also require an employee to furnish medical certification of the ability to return to full dutywork and perform the job tasks with or without restrictions. The Administration may also seek a second opinion of an employee’s need for extended or frequent absence due to a medical condition. In this case the employee shall be reemployed in and the first vacancy in Administration will jointly select the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded certifying physician and the employee shall will cooperate fully in this effort. The cost associated with rendering a second opinion will be fully restored as a permanent employee. During borne by the first six (6) months respective Board. B. An employee who is unable to work because of employment, one personal illness or disability and one-quarter (1- 1/4) days of paid who has exhausted all sick leave per calendar month shall may be granted as earned a leave of absence without pay for up to one (1) year at the end discretion of each monththe Superintendent. C. Employees may use accrued sick leave for the following purposes: (1) Employee’s personal use of sick leave: bona fide illness or disability and related medical appointments which are made due to illness, disability, or physical and/or psychological conditions. Employees who work less more than full-time or less than a twelve (12) month calendar year, shall be credited with 30 hours per week may also use sick leave on a pro-rata basis at the rate for preventive or regular medical and dental checkups and to attend to other routine health matters which cannot be scheduled outside of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option’s regularly scheduled work day; the parties agree that employees should avoid scheduling such routine matters during the work day except under extenuating circumstances. The sick leave used Notwithstanding any other provision of this Agreement, employees affected by a long term illness or disability shall be computed on make a weekly basis and shall be equal to timely application for coverage under the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is orderedDistrict’s group long term disability (LTD) plan, and may have been contracted during utilize only such sick leave as is necessary to satisfy the performance of school duties with other persons having the contagious disease, for the normal 60-day elimination period of isolation or quarantinethe LTD plan unless waived by the superintendent.

Sick Leave. Absence due 16.01 If illness prevents regular full-time employees of the bargaining unit from performing their duties, the University will provide sufficient sick leave to personal illnesscontinue full regular pay, excluding pregnancywithout any premium, shall be allowed up to fifteen through, but not beyond, the required waiting period for long term disability benefits. 16.02 Sick leave for probationary employees (15(a) and (b) only) and temporary full-time employees is as follows: (a) three (3) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one in the first three (13) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five month’s employment; (5b) consecutive an additional ten (10) working days duration shall be verified after three (3) months of employment; (c) thirteen (13) days sick leave – renewable on the employee’s anniversary date. 16.03 Employees who will, after ninety (90) calendar days, become entitled by a statement from a health care providerreason of disability to receive income protection at sixty-six and two-thirds percent (66⅔%) of their salary rate at the time of commencement of the disability, advising that the person is physically able will receive an additional thirteen and one-third percent (13⅓%) of their basic wages for up to return to work. The health care provider’s statement shall verify the illness four (4) months from the first day commencement of absence to the date of return to work. The employee must furnish this statement upon return to work and time for which income protection payments are received or until the disability ceases, whichever is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period sooner. 16.04 For absences of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhaustedor more consecutive work days, the employee with three (3) years shall provide medical evidence verifying the illness. The University may require such evidence for lesser periods provided the employee is allowed reasonable time to obtain such evidence. 16.05 An employee shall give notice to their immediate supervisor, or designate, of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during illness which will prevent the prescribed thirty-nine (39) months, from performing their duties. 16.06 When an employee is able entitled to assume receive compensation under the duties Workplace Safety and Insurance Act, their salary will continue up to the limit of their position when the employee provides a statement from a health care provider stating that the employee may return to full dutysick leave entitlement. The employee shall reimburse the University in an amount equal to lost time compensation received under that Act in respect of the period for which they received full salary. ▇▇▇▇ leave used shall then be reemployed in reinstated as of the first vacancy in date the classification of his/her previous assignmentemployee returns to work. His/her reemployment will take preference over all other applicants except those laidIn circumstances where the employee’s sick-off for lack of work or funds, in which case he/she shall leave credit balance may be ranked according insufficient to his/her proper seniority. Upon resumption of his/her dutiesprovide the employee with full salary until the WSIB initial decision on the claim has been made, the break in service employee will be disregarded and given the option of having the University continue to provide sick-leave entitlement to the employee. It is understood that should the employee elect to have this additional sick-leave with pay provided, the employee shall be fully restored as a permanent employee. During reimburse the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled University in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be an amount equal to the number salary received as a result of hours necessary to compensate for regular wages less SDI benefitsreceiving these additional sick leave credits. However, the employee’s reinstated sick-leave credits will not include these additional days of sick-leave. 216.07 A period of certified illness of one (1) day or more during a period of vacation leave will be recorded as sick leave. Disability checks received In cases involving a certified illness the University may require a second opinion as to the employee’s illness from SDI must be endorsed by another mutually agreeable and legally qualified medical practitioner (with the understanding that in the event of a second opinion other than the University’s Medical Director the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawresponsible for any fees). 316.08 Medical and dental appointments should be made outside normal working hours whenever possible. SDI regulations shall apply to When this is not possible, the integration program. In accordance with state law, no employee shall employees may be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.granted two

Sick Leave. Absence due 7.7.1. Management EMPLOYEES shall accrue twelve (12) hours sick leave per calendar month. ON June 30th of each year, all EMPLOYEES who were hired by the District prior to personal illnessJuly 1, excluding pregnancy2010 and have been employed by the DISTRICT for ten (10) years or more with a Sick Leave accrual in excess of 540 hours shall have those excess hours converted to a cash value, based on the EMPLOYEE’S salary for the current fiscal year. Employees hired after July 1, 2010, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than have this excess hours conversion occur after five (5) consecutive working days duration years of employment. Such cash value shall be verified by a statement immediately paid into the EMPLOYEE’S individual account in the Post-Retirement Medical Benefit Trust in accordance with all applicable laws and regulations. 7.7.2. With the exception of death, or an unforeseen injury or illness causing separation from a health care provideremployment, advising the EMPLOYEE shall give the DISTRICT sufficient notice of intended separation such that the person is physically able to return to workDISTRICT can budget for the payout. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employeeSpecifically, the SupervisorEMPLOYEE shall notify the DISTRICT no later than May 1st of the year of intended separation from employment any time between July 1st and June 30th. For example, Manageran EMPLOYEE intending to retire between July 1, Principal 2006 and /or Administrator may request in writing that June 30, 2007 must notify the employee furnish a health care provider’s statement to verify any future absence DISTRICT of less their intended retirement by no later than May 1, 2006. 7.7.3. After five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service service, EMPLOYEES shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during have the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniorityfollowing options: 7.7.4. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of separation from employment, one and one-quarter hundred percent (1- 1/4100%) days of paid sick leave per calendar month the value of all remaining unused Sick Leave shall be granted as earned at contributed to the end of each month. Employees who work less than fullEMPLOYEE’S individual account in the Post-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis Retirement Medical Benefit Trust at the rate of one and onepay in effect at the time of separation from the DISTRICT. All or a portion of this value may also be used to pre-quarter (1-1/4) days per monthfund any premium payments due for participation in the group portion of the Post- Retirement Medical Benefit Trust and/or an approved 457 Plan. 17.7.4.1. State Disability Insurance: Eligible employees who are enrolled in For “CLASSIC” EMPLOYEES (as defined by the California State Disability Insurance Program shall Pension Reform Act of 2013), all or a portion of the accrued Sick Leave may be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal credited to the number of hours necessary EMPLOYEE’S PERS Retirement in order for said EMPLOYEE to compensate for regular wages less SDI benefitsretire early. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due 18.1 In applying the provisions of this clause the parties note: (a) On appointment to personal illnessa DHB, excluding pregnancy, a fulltime employee shall be allowed up entitled to fifteen ten (1510) working days per fiscal year, July 1 through June 30leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be accumulative from year to year without limitation. Absence of less than one (1) full day pro-rated for part time employees except that a part time employee shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less receive no fewer than five (5) working days. When all days sick leave accruals are exhausted, for the employee is placed on "Difference Leave" if covered by first twelve months of employment and a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period minimum of five (5) monthsadditional working days for each subsequent twelve month period. The five From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date. (5b) month period is calculated from Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the first days date of their anniversary when they received their last allocation of sick leave utilizationat their previous DHB. When difference leave is exhaustedEmployees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, the employee with three (3) years of service shall will not be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of take their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. sick leave balance with them and will be allocated sick leave based on 18.1 (a). (c) The employee shall be reemployed paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first vacancy five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim. (d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the classification quickest time possible, taking into account the following: • The employee’s length of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances (e) Reasons for lack of work or fundsa refusal shall, when requested by the employee, be given in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her dutieswriting and before refusing a request, the break decision maker is expected to seek appropriate guidance. (f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days. (g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in service advance and still remaining outside the entitlement will be disregarded and paid to the employer. The employer may deduct monies due from the final pay. (h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time on suitable alternative duties; or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by • Direct the employee to the District while he/she is receiving take leave on full pay. Normal authorized deductionsSuch leave shall not be a charge against the employee’s sick and domestic leave entitlement. (i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, including retirement contributionsup to a maximum of 15 days, can be carried over from year to year and will be deducted from the warrant paid at relevant daily rate, in accordance with the law▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence A. Accumulated paid sick leave credit is to be used for the sole purpose of protecting the employee’s wages in the event absence is made necessary because of disability due to personal illnessnon-industrial injury or illness of the employee, excluding pregnancyor illness of the employee's immediate family. For the purposes of this article, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged immediate family is defined pursuant to the nearest quarter hour Family and Medical Leave Act. Sick Leave may not be used for absences due to an industrial injury or illness except as follows: in the event an employee sustains an industrial injury or illness that requires an absence beyond the one year of absence. Personal illness of more than five (5) consecutive working days duration shall be verified paid leave afforded by a statement from a health care providerLabor Code 4850 and it appears, advising based on the medical evidence, that the person is physically will be able to return to work. The health care provider’s statement shall verify the illness from the first day of absence full duty within a reasonable time frame, they may be granted an exemption to the date non-industrial causation requirement of return to workthis section. The This determination will be made by the City Manager on the advice of the Fire Chief, Director of Human Resources, and the Risk Manager, based on the medical evidence. If this exemption is granted and the employee must furnish this statement upon return to work and is not able fails to return to work until such statement full duty for any reason other than the disabling condition, they may be required to pay back to the City all salary and benefits provided and accrued during the exemption period if it is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing determined that the employee furnish a health care provider’s statement is intentionally attempting to verify any future absence defer their retirement beyond the one year of less than five (5) working dayspaid leave afforded by Labor Code Section 4850. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties on sick leave, any type of their position when the employee provides a statement from a health care provider stating that the employee may return to full dutyoutside employment will not be permitted. The clear intent of this section is to prevent (except in very unusual cases) an employee from deferring his or her retirement beyond the one year of paid leave afforded by Labor Code 4850. B. Members of represented classifications assigned to the Fire Suppression Division will accumulate sick leave at the rate of 5.15 working hours for each biweekly pay period of service. C. Members of represented classifications assigned to divisions other than Fire Suppression will accumulate sick leave at the rate of 3.68 working hours for each biweekly pay period of service (96 hours annually). D. Unused sick leave may be accumulated in an unlimited amount but the City shall be reemployed in have no financial obligation to pay for such accumulated and unused sick leave upon termination from the first vacancy in City for any reason provided, however, this subsection does not abrogate the classification of his/her previous assignment. His/her reemployment will take preference over employee's right to have all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according unused accumulated sick leave credited to his/her proper seniorityservice credits under PERS upon retirement or any rights provided under Section 7 below. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to In calculating the number of days of service credits under PERS, unused accumulated sick leave hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawdivided by 8.0. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illnessSick leave credit shall be earned at the rate of 3.7 hours for a completed full two (2) week period of service. Sick leave shall be earned from the employee's date of employment and the time on layoff, excluding pregnancysuspension or leave without pay, except as otherwise provided by law or these rules, shall not be allowed up to fifteen counted in determining the completion of a full two (152) working days per fiscal year, July 1 through June 30, and week pay period of service. A part-time or intermittent employee shall be accumulative from year to year without limitation. Absence of less than one (1) full day earn sick leave as follows: A part-time or intermittent employee shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse earn .04625 hours of sick leave for each hour in pay status per two (2) week pay period. For part-time employees, "hours in pay status" shall be an employee's regularly scheduled hours. It is evidentunderstood the new HRMS system may result in a different calculation of earned sick leave credit; however, following previous counsel with in no case shall the employeecalculation result in less earning than the amounts identified in the paragraphs above. Employees may accumulate unused sick leave up to a maximum of nine hundred sixty (960) hours. However, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence amount of less than five (5) working days. When all unused sick leave accruals are exhaustedwhich can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days accumulation of sick leave utilizationand the amount of unused sick leave which can be credited towards State service for retirement shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to twenty-five percent (25%) for each twenty (20) hours in pay status per two (2) week pay period. When difference leave is exhaustedthe maximum limitation has been accumulated, the employee with three (3) years of service days that would normally thereafter be earned shall lapse but shall be allowed to apply for a health leave; an recorded by the appointing authority. Any employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according who has such lapsed sick leave to his/her proper senioritycredit may apply to the Director of Human Resources to have the sick leave restored in the event of an extended illness. Upon resumption The Director of Human Resources at his/her dutiesdiscretion may authorize restoration of all or any part of the lapsed sick leave after thorough investigation, including complete medical reports of the break in service will be disregarded and illness requiring the employee shall be fully restored as a permanent continued absence of the employee. During The current practices concerning the first six (6) months earning of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end credits for employees regularly scheduled to work in excess of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.forty

Sick Leave. Absence due Consistent with the provisions of Article 4 of this Agreement, the Sick Leave provisions of the Civil Service Rules and Regulations shall apply to personal illness, excluding pregnancy, Bargaining Unit members except as otherwise provided in this Article. A. An employee shall be allowed eligible after completion of the initial probationary period to earn eight (8) hours of time off with pay (bonus day) if regularly scheduled on a 5 day work week or 10 hours of time off with pay (bonus day) if regularly scheduled on a 4 day work week, for each 13 pay period time frame in which no sick leave is used. The 13 pay period time frame begins with the last instance of sick leave. The eight (8) or ten (10) hours of time (bonus day) shall be added to the employees annual leave bank. Usage of this leave time shall be subject to the Annual Leave provisions of this Agreement. The County shall notify the employee in writing within three (3) weeks after the employee has earned a bonus day. B. If an employee is temporarily unable to perform his/her regularly assigned duties as a result of illness or injury other than Worker's Compensation related, but is still able to perform some type of restricted work, the employee may at the County's option be assigned other work duties within the employee's physical capabilities for a period up to fifteen one hundred twenty (15120) working days per fiscal yearof his/her recuperation at the sole discretion of the County and subject to the operational needs of the Department/Division. Employees who may be assigned to perform restricted work must provide a medical certificate from their physician stating their limitations and releasing the employee to perform the restricted work at the current rate of pay. Such assignments are not an entitlement and, July 1 through June 30if granted, and shall may be accumulative from discontinued at any time at the sole discretion of the County. C. Employees whose sick leave accrual balance exceeds 500 hours as of the end of the first pay period in November of a given year are eligible to year without limitationparticipate in the Sick Leave Conversion Plan. Absence Only those hours beyond 500 total hours of less than accrued sick leave are eligible for conversion. Accrued sick leave hours considered for conversion may be converted to Annual Leave at a ratio of two (2) sick leave hours to one (1) full day annual leave hour for a maximum of forty (40) hours annual leave. The converted hours shall be charged credited to the nearest quarter hour employee’s annual leave bank during January of absencethe following calendar year. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence Employees interested in converting sick leave subject to the date conditions of return to workthis section must follow the procedures as provided by the Division of Human Resources. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse Usage of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement converted to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference annual leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal subject to the number provisions of hours necessary to compensate for regular wages less SDI benefitsArticle 21 (Annual Leave) of this agreement. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, 7.2.1 Sick leave shall be for illness and injury absences or for a legally established quarantine. 7.2.2 Employees who are employed for 40 hours per week for a complete fiscal year shall be entitled to 96 hours of leave of absence annually for illness or injury. Employees shall receive full pay for sick days thus allowed up to fifteen (15) working days per in any fiscal year, July 1 through June 30, and the number of days not used shall be accumulative accumulate from year to year without limitationyear. Absence of Every employee who works less than one (1) full day 40 hours per week and/or less than a complete fiscal year shall be charged entitled to sick leave in the same ratio that his/her employment bears to full time annual employment (40 hours per week for 12 full months). Credit for personal illness or injury leave, as provided for in this section, need not be accrued prior to taking such leave by the employee and such leave of absence may be taken at any time during the year. However, a new employee of the District shall not be eligible to take more than six (6) days, or the proportionate amount to which he/she may be entitled to under this section, until the first day of the calendar month after completion of the employee’s probationary period. 7.2.3 Illness leave may be utilized for pregnancy, miscarriage, childbirth, or recovery therefrom as set forth 7.13.3. The date of commencement of absence from and return to duties because of pregnancy, miscarriage, childbirth, or recovery there from shall be determined by the employee and the employee's physician. The physician's verification for the commencement of absence from duties and resumption of duties shall be based on the employee's medically determined ability to perform assigned duties. 7.2.4 An employee who terminates employment prior to earning sick leave taken in advance of accrual shall have the appropriate amount deducted from his/her final warrant. 7.2.5 ▇▇▇▇ leave shall not be transferable from one employee's accumulated balance to that of another employee's except as provided for under Section 7.14. 7.2.6 Any unused sick leave credit may be used by the employee for sick leave purposes, as defined, without loss of compensation. An employee may be eligible to receive State Disability Insurance benefits after five consecutive days of illness. It is the responsibility of the employee to apply to the nearest quarter hour appropriate state agency in order to receive such benefits. In the event that an employee has exhausted all accumulated sick leave credit, the District will apply accrued and unused vacation days to supplement the exhausted sick leave unless the employee provides written notice to the District not to do so. Because the District coordinates District leave benefits and State Disability Insurance benefits, an employee who receives State Disability Insurance benefit monies must remit all such monies to the District’s Payroll Department as soon as possible after receipt from the State. In addition to full-pay sick leave, employees who have completed their initial probationary period shall be entitled to a maximum of one hundred (100) days of sick leave per fiscal year at fifty percent (50%) of their salary. These days of additional sick leave are not carried into the next fiscal year and do not accumulate. In order to qualify for 50% pay, an employee shall utilize available leaves in the following sequence: 7.2.6.1 all Industrial Accident or Illness Leave days, when applicable; 7.2.6.2 all remaining current year days credited for sick leave; 7.2.6.3 all accumulated sick leave. 7.2.7 In no event shall the use of 50% pay, when coordinated with Industrial Accident or Illness Leave days, and/or remaining sick leave days, exceed 112 days in any fiscal year. There is no limitation on the use of full pay sick leave that an employee has accumulated. 7.2.8 In the case of sick leave absence, the District reserves the right to require any reasonable proof verifying that the employee was entitled to sick leave for the days claimed. Personal illness of In the event that an employee will be absent for more than five (5) consecutive working days days, the employee must notify the District by no later than the fifth consecutive day of absence, of the expected duration of the absence, and verifying that such leave is for sick leave. In the event that an employee fails to so notify the District, the employee’s absence shall be verified deemed to be an unauthorized leave pursuant to Article 7.1.6 of this agreement, until such time as the employee properly verifies her/his illness. 7.2.8.1 If requested to do so by the District, an employee who is returning to work and who has been absent five consecutive days or more, shall provide, at his/her expense, a statement from a health care provider, advising that medical doctor or licensed practitioner stating the person is physically able reason for the absence and indicating an ability to return to work. The health care provider’s statement shall verify the illness from the first day of absence his/her position classification without restrictions or detriment to the date of return to work. The employee must furnish this statement upon return to work employee's physical and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administratoremotional well-being. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employeeaddition, the Supervisor, Manager, Principal and /or Administrator District may request in writing that require the employee furnish above statement for a health care provider’s statement to verify any future period of absence of less than five (5) working daysdays but in such case the District, rather than the employee, shall bear the cost of such examination. When all sick leave accruals are exhaustedIn the latter case, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid shall have the difference between option to choose either his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from own or the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded District's physician and the employee District shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-provide release time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthfor such purpose. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, 7.2.1 Sick leave shall be for illness and injury absences or for a legally established quarantine. 7.2.2 Employees who are employed for 40 hours per week for a complete fiscal year shall be entitled to 96 hours of leave of absence annually for illness or injury. Employees shall receive full pay for sick days thus allowed up to fifteen (15) working days per in any fiscal year, July 1 through June 30, and the number of days not used shall be accumulative accumulate from year to year without limitationyear. Absence of Every employee who works less than one (1) full day 40 hours per week and/or less than a complete fiscal year shall be charged entitled to sick leave in the same ratio that his/her employment bears to full time annual employment (40 hours per week for 12 full months). Credit for personal illness or injury leave, as provided for in this section, need not be accrued prior to taking such leave by the employee and such leave of absence may be taken at any time during the year. However, a new employee of the District shall not be eligible to take more than six (6) days, or the proportionate amount to which he/she may be entitled to under this section, until the first day of the calendar month after completion of the employee’s probationary period. 7.2.3 Illness leave may be utilized for pregnancy, miscarriage, childbirth, or recovery therefrom as set forth 7.13.3. The date of commencement of absence from and return to duties because of pregnancy, miscarriage, childbirth, or recovery there from shall be determined by the employee and the employee's physician. The physician's verification for the commencement of absence from duties and resumption of duties shall be based on the employee's medically determined ability to perform assigned duties. 7.2.4 An employee who terminates employment prior to earning sick leave taken in advance of accrual shall have the appropriate amount deducted from his/her final warrant. 7.2.5 Sick leave shall not be transferable from one employee's accumulated balance to that of another employee's except as provided for under Section 7.14. 7.2.6 Any unused sick leave credit may be used by the employee for sick leave purposes, as defined, without loss of compensation. An employee may be eligible to receive State Disability Insurance benefits after five consecutive days of illness. It is the responsibility of the employee to apply to the nearest quarter hour appropriate state agency in order to receive such benefits. In the event that an employee has exhausted all accumulated sick leave credit, the District will apply accrued and unused vacation days to supplement the exhausted sick leave unless the employee provides written notice to the District not to do so. Because the District coordinates District leave benefits and State Disability Insurance benefits, an employee who receives State Disability Insurance benefit monies must remit all such monies to the District’s Payroll Department as soon as possible after receipt from the State. In addition to full-pay sick leave, employees who have completed their initial probationary period shall be entitled to a maximum of one hundred (100) days of sick leave per fiscal year at fifty percent (50%) of their salary. These days of additional sick leave are not carried into the next fiscal year and do not accumulate. In order to qualify for differential pay, an employee shall utilize available leaves in the following sequence: 7.2.6.1 all Industrial Accident or Illness Leave days, when applicable; 7.2.6.2 all remaining current year days credited for sick leave; 7.2.6.3 all accumulated sick leave. 7.2.7 In no event shall the use of 50%pay, when coordinated with Industrial Accident or Illness Leave days, and/or remaining sick leave days, exceed 112 days any fiscal year. There is no limitation on the use of full pay sick leave that an employee has accumulated. 7.2.8 In the case of sick leave absence, the District reserves the right to require any reasonable proof verifying that the employee was entitled to sick leave for the days claimed. Personal illness of In the event that an employee will be absent for more than five (5) consecutive working days days, the employee must notify the District by no later than the fifth consecutive day of absence, of the expected duration of the absence, and verifying that such leave is for sick leave. In the event that an employee fails to so notify the District, the employee’s absence shall be verified deemed to be an unauthorized leave pursuant to Article 7.1.6 of this agreement, until such time as the employee properly verifies her/his illness. 7.2.8.1 If requested to do so by the District, an employee who is returning to work and who has been absent five consecutive days or more, shall provide, at his/her expense, a statement from a health care provider, advising that medical doctor or licensed practitioner stating the person is physically able reason for the absence and indicating an ability to return to work. The health care provider’s statement shall verify the illness from the first day of absence his/her position classification without restrictions or detriment to the date of return to work. The employee must furnish this statement upon return to work employee's physical and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administratoremotional well-being. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employeeaddition, the Supervisor, Manager, Principal and /or Administrator District may request in writing that require the employee furnish above statement for a health care provider’s statement to verify any future period of absence of less than five (5) working daysdays but in such case the District, rather than the employee, shall bear the cost of such examination. When all sick leave accruals are exhaustedIn the latter case, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid shall have the difference between option to choose either his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from own or the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded District's physician and the employee District shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-provide release time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthfor such purpose. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence ▇▇▇▇ leave provides continuation of less than one (1) full day shall be charged pay to the nearest quarter hour District worker who cannot perform their duties because of absencephysical or mental illness or injury. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than Each full-time or less than a twelve (12) month calendar year, shall be credited with worker of the District earns sick leave on a pro-rata basis at the rate of one eight hours per month. New workers employed after the 10th of the month shall have their sick leave pro-rated for that month. Workers including classified hourly employees who regularly work fewer than 40 hours per week are entitled to that proportion of sick leave granted full-time workers that is equal to the percent of a full-time contract. During extended sick leave, a worker ceases to earn sick leave beyond their potential entitlement for the current fiscal year but continues to earn vacation leave. There is no limit to the amount of sick leave which either full or partial contract workers may earn and accumulate from year to year. Sick leave may be used in increments of one-quarter hour or longer. A worker has available for use all of their earned sick leave plus the balance of their full potential entitlement for the current fiscal year. The number of sick leave hours earned, the number used during the current fiscal year, and the worker's balance will appear on the check stub each month. Sick leave may be used for appointments with doctors or dentists or up to seven days can be used for care of an ill member of the worker's immediate family (1-1/4as defined in Section 10.15). Under certain circumstances approved by the Associate Vice Chancellor, Human Resources, sick leave can also be used for other reasons of personal necessity. (See Section 10.10.) A worker may not be gainfully employed while absent on illness or accident leave. Sick leave may not be used to extend a weekend or vacation when the worker is not actually sick. ▇▇▇▇ leave is not a "rest leave" unless so prescribed by a physician. Whenever a worker is absent on sick leave for three or more working days per month. 1or when a pattern of sick leave suggests a chronic illness, a medical report that outlines the nature of the problem and the probable date of full recovery may be required. State Disability Insurance: Eligible employees If the information from the worker's personal physician is insufficient, an examination by a physician of the District's choosing may be required, at District expense. Sick leave may be used by an employee who are enrolled is a victim of domestic violence, sexual assault, or stalking as described by California Labor Code sections 230 (c) and 230.1 (a). Any worker who transfers after at least one year of service from one school to another when no more than one year intervenes between termination in one district and employment in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued other, should request that unused sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefitstransferred. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness8.1.1 Every unit member employed full-time for eight (8) hours per day, excluding pregnancy, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration per week, will be entitled to one day of paid sick leave for every month in a paid status. ▇▇▇▇ leave will be prorated for part-time unit members on a proportionate basis based upon the regular hourly assignment of the unit member when compared to a full-time unit member. Unit members returning from sick leave shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence subject to the date same contract provisions and policy with regard to assignments and classification as unit members not on leave. 8.1.2 Unit members must complete absence reports as required by the District. Proof of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when illness may be required where abuse of sick leave is evident, following previous counsel with suspected or where the employeeunit member's physical or mental fitness to return to work is in question. 8.1.3 Unused sick leave will accrue from year-to-year without limit. 8.1.4 Sick leave for a given fiscal year shall be granted in advance to permanent bargaining unit members. All sick leave used but unearned will be returned to the District if a bargaining unit member terminates employment prior to the end of the fiscal year. 8.1.5 A probationary unit member may use no more than six (6) days of sick leave which he/she would have accumulated during the first six (6) months of probation. If the appointee terminates before the six (6) months and the sick leave he/she has used exceeds the days of sick leave earned, the Supervisordifference shall be deducted from his/her final check. 8.1.6 Sick leave may be used for medical and/or dental appointments. The unit member should schedule the appointment so that he/she is away from work the minimum amount of time. 8.1.7 After earned sick leave, Manageras set forth above, Principal and /or Administrator may request in writing that the employee furnish is exhausted, additional non-accumulative leave shall be available for a health care provider’s statement period not to verify any future absence of less than exceed five (5) working school months. The amount deducted for leave purposes from the unit member's salary shall be the amount actually paid the substitute employee employed to fill the position during the leave. The five-month period shall begin on the eleventh day of absence due to illness or injury, part of which may run concurrently with full-paid accrued sick leave days for purposes of counting allowable days. When all sick leave accruals is used up, then vacation days are exhaustedused. The rate of differential pay will be based on the amount paid to a substitute. 8.1.8 When a permanent unit member, absent because of illness or accident, has exhausted all paid and unpaid leaves of absence and he/she is still unable to assume the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between duties of his/her salary and that paid hisposition, he/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service she shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment reappointment list for a period of thirty-nine (39) months. At any time during the prescribed this thirty-nine (39) months, an employee when the unit member is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee his/her position, he/she shall be reemployed in the first vacancy in the classification of his/her previous assignment. Doctors' statements may be required as proof of the unit member's ability to work. His/her reemployment will take preference over all other applicants applicants, except those laid-laid off for lack of work or lack of funds, in which case he/she shall be ranked according to his/her proper seniority. When a permanent unit member is within one (1) month of moving to the thirty-nine (39) month rehire list, the District must notify that worker in writing. Upon resumption of his/her duties, the break in service will shall be disregarded and the employee all benefits and rights restored. If any unit member who has been medically released and placed on a reemployment list fails to accept an appropriate assignment, he/she shall be fully restored as dismissed. 8.1.9 The District management may require verification of the extent of any disability with a permanent employeephysical examination of the unit member by a physician appointed and paid by the District. During If such examination takes place during the first six (6) months unit member's regular work shift, such unit member shall not suffer a loss of wages or benefits. 8.1.10 Upon termination of employment, one accrued and one-quarter (1- 1/4) days of paid unused sick leave per calendar month shall be granted paid to workers as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar yearfollows: 8.1.10.1 Upon application for retirement, shall be credited with unused sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant converted to additional service credit in accordance with the lawPERS rules. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, 4.01.1 Each person who is employed by any Board of Education in this state shall be allowed up entitled to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evidentwith pay, following previous counsel with the employeefor each year under contract, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter fourth (1-1/4) days per month. Teachers may use sick leave for absences due to personal illness, disability or illness due to pregnancy, injury, exposure to contagious disease which could be communicated to others, and for absence due to illness, pregnancy, injury, or death in the employee’s immediate family. Accumulated sick leave shall be unlimited. The previously accumulated sick leave of a person who has been separated from public service shall be credited upon employment in this school district provided that such employment takes place within ten (10) years of the date of the last termination from public service. A teacher who transfers from one public agency to another shall be credited with the unused balance of his/her accumulated sick leave. In the absence of medical complications, the maximum amount of sick leave that may be used for post delivery purposes is sixty (60) workdays. Days used subsequent to delivery shall count toward the annual FMLA allowance. 1. State Disability Insurance: Eligible employees 4.01.2 Teachers who are enrolled in the California State Disability Insurance Program render part-time, seasonal, intermittent, per diem, or hourly service shall be entitled to integrate SDI benefits with their accrued sick leave for the time actually worked at the employee's optionsame hourly rate as that granted full-time employees. The When a part-time teacher is assigned a full-time position, sick leave used days accumulated on a part-time basis shall be computed on a weekly basis and shall be equal to converted into full-time sick leave days by dividing the total hours accumulated for the part-time days by the number of hours necessary to compensate for regular wages less SDI benefitsbe worked daily in the full-time position. 4.01.3 Sick leave will be entered on the district electronic leave system. Sick leave may be taken only in ½ day or full day increments. 4.01.4 Falsification of a statement for either sick leave or personal leave is grounds for suspension or termination. The Superintendent shall determine the severity of the length of the suspension without pay; or the Superintendent may recommend termination of contract. The teacher may request a just cause hearing pursuant to the grievance procedure contained in this agreement. If the grievance procedure is utilized, it will begin at the Board level. 4.01.5 The term, employee's immediate family, is defined as the employee's spouse, significant other living in the same household or a fiancé/fiancée, parents, parents-in-law, grandparents, siblings, children, daughter/son-in-law, step- children and grandchildren. The term also includes other relatives domiciled in the employee's household. 4.01.6 A teacher shall be granted an advancement of up to fifteen (15) days sick leave, if needed, provided that at the time of such advancement there are at least two (2) remaining pay periods for such teacher in the school year in which such advancement is applied for. Disability If the teacher leaves the Chardon School system before the advanced days are accumulated, the Board shall deduct the appropriate amount from the teacher's last check or last two checks received from SDI must as required. 4.01.7 Unused accumulated sick leave days shall be endorsed reported to each teacher by the employee to Treasurer of the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from Board at the warrant in accordance with the lawbeginning of each semester. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, 1. Bargaining Unit employees employed forty (40) hours/week shall be allowed up entitled to fifteen eight (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse 8) hours of sick leave is evident, following previous counsel with per month of service during the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of fiscal year. Bargaining Unit employees employed less than five forty (540) working days. When all hours/week shall be entitled to sick leave accruals are exhaustedin the same proportion the number of hours per week worked is to forty (40). Thus, the a 30 hour per week employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days would earn 6 hours of sick leave utilizationper month. When difference leave is exhausted, No overtime worked shall apply towards earning or accruing sick leave. 2. Pay for any day of such absence shall be the same as the pay that would have been received had the employee with three (3) years served during the day. Credit for leave of service shall absence need not be allowed accrued prior to apply for a health leave; an taking such leave by the employee with less than three (3) years and such leave of service is placed on a reemployment list for a period of thirty-nine (39) months. At absence may be taken at any time during the prescribed thirty-nine (39) months, an employee is able year. New employees of the District shall not be eligible to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first more than six (6) days or the proportionate amount to which they may be entitled under this policy, until the first (1st) day of the calendar month after completion of six (6) complete months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance active service with the lawDistrict. 3. SDI regulations A new employee must start work on or before the fifteenth (15th) of the month in order for that month to be counted in computing sick leave. Sick leave may be accumulated indefinitely and without limitation; at termination of employment, unused sick leave shall apply not be reimbursed. However, nothing herein shall preclude the use of unused sick leave as credit toward retirement, pursuant to CalPERS rules and regulation at the integration programtime of retirement. 4. In accordance Sick leave may be used for visits to medical doctors, dentists, podiatrists, optometrists, chiropodists, chiropractors, psychiatrists, hypnotists, psychologists, acupuncturists, physical therapists, and Christian Science practitioners. Such leave shall be reasonably scheduled so as to interfere as little as possible with state lawthe operation of the District and shall be of reasonable duration. Unit employees shall provide at least twenty-four (24) hours’ prior notice to their immediate supervisor or designee of scheduled visits. 5. Disabilities caused or contributed to by pregnancy, no miscarriage, childbirth, and recovery therefrom, are, for all job-related purposes, temporary disabilities and shall be treated as a condition of illness. 6. Members must be in active employment or on paid leave to earn or use sick leave. Sick leave may be applied only on those days when the Bargaining Unit employee is required to report for duty but cannot do so because of illness or injury. 7. When a member is separated prior to rendering a complete fiscal year of service, the sick leave entitlement for the partial year shall be that proportion of the days credited under paragraph “1” and “2” of this section, as the number of months in the fiscal year he/she was employed bears to those days credited. Days or hours of sick leave used in excess of those to which entitled shall be deducted from final salary payment. 8. Accumulated sick leave may not be taken as vacation. 9. The Superintendent/President, his or her designee, or the manager of the department, may direct an employee to take sick leave if he/she determines that the employee has restricted ability to carry out his or her duties due to illness or disability. 10. An employee may be required to use vacation in conjunction with receiving SDI benefitsundergo a medical or psychiatric examination as directed by the Superintendent/President or designee, to ascertain the employee’s ability to perform his/her required duties. Employees must notify If such examination is by a physician selected by the District, the District shall bear the cost of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantinesuch examination.

Sick Leave. Absence due to personal illness, excluding pregnancy, A. All ten-month employees of the Salem City School District shall be allowed up entitled to fifteen ten (1510) working days per fiscal yearsick leave days, July 1 through June 30, and eleven-month employees shall be accumulative entitled to eleven (11) days and twelve-month employees shall be entitled to twelve (12) days as of the official first day of said school year whether or not they report for duty on that day. Sick leave allotment will be prorated based on date of hire. Sick leave allotment will be prorated upon separation from employment. Unused sick leave days shall be accumulated from year to year without limitationwith no maximum limit. B. Effective 3/28/2018, previously accumulated unused sick leave days earned in the Salem City School District will not be restored to employees returning to said school district. C. Certified Staff who have accumulated 100 or fewer unused sick days at their retirement shall, upon retirement, receive payment for all such accumulated sick days at the rate of $50.00 per day. Absence Employees who have accumulated 101 or more unused sick days at their retirement shall, upon retirement, receive payment for all such accumulated sick days at the rate of $70.00 per day. D. All other employees covered by this agreement with at least five years of experience in the district shall receive the following monies for unused sick leave days; fifty (50) days or less than $30.00 per day, fifty-one (151) full day or more $40.00 per day. E. The retirement bonus in Section C, shall be charged to the nearest quarter hour paid at any time after actual retirement, but within 60 days. F. The retirement bonus in section C, above shall not be considered part of absence. Personal illness of more than five (5) consecutive working days duration base salary for pension purposes. G. Twelve-month employees shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse receive an accounting of sick leave days as of August 1 of each school year. H. Support Staff Personnel (Clerical and Aides) 1. Any employee who is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement subject to verify any future absence of less than five (5) working days. When RIF shall have all accumulated sick leave accruals are exhaustedreinstated upon their reemployment in the district, provided it occurs within two years of the employees last regular workday. Any employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between who voluntarily terminates his/her salary and that paid employment forfeits his/her substituteright to have accumulated sick leave reinstated upon reemployment. This is paid for a maximum period of five (5) monthsdoes not apply to any employee on approved leave. 2. The five (5) month period is calculated from the first days of Annual sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service for part-time unit members shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave provided on a pro-rata rated basis at on the rate respective percentage of one and onefull-quarter time status based on 10 (1-1/4ten) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the for a full-time employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply Maximum bonus to the integration program. In accordance with state lawsupport staff in D, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction above is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine$6,500.

Sick Leave. Absence due to personal illness, excluding pregnancy, 1. The purpose of sick leave utilization shall be allowed up to fifteen physical and/or mental disabilities which make continued presence at work impracticable. 2. Full-time unit members will earn ten (1510) working days per fiscal year, July 1 through June 30, and of leave of absence annually for illness or injury. Employees whose regular work year assignment is more than 184 days shall be accumulative from year to year without limitation. Absence of less than receive one (1) additional day of sick leave for each additional 18 days, or major fraction thereof (10 or more) worked. Employees shall receive full day pay for sick days thus allowed in any school year, and the number of days not used shall accumulate from year to year. Every employee who works less than full-time shall be charged entitled to sick leave in the same ratio that his/her employment bears to full-time employment. 3. Any unused days of sick leave accumulated while employed in the K-12 program may be used by an employee working in an Adult Education contract assignment. Unused days of sick leave accumulated by a contract Adult Education teacher subsequently may be used by that teacher if he/she transfers to a K-12 position. 4. Allowable sick leave credit for any one school year need not be accrued prior to being taken by the employee during said year. An employee who terminates employment prior to earning sick leave taken in advance of accrual shall have the appropriate amount deducted from his/her final check. 5. When absent on sick leave, an employee shall receive full salary and benefits for that period of his/her absence covered by his/her current and accumulated sick leave. a. As provided by Education Code Section 44977, during each school year, when a certificated employee has exhausted all available sick leave, including all accumulated sick leave and catastrophic leave to the nearest quarter hour extent available, and continues to be absent from his/her duties due to illness or injury, he/she shall be paid for a maximum of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care providermonths, advising that whichever is the person is physically able to return to work. The health care provider’s statement shall verify greatest between the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5two options: i) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and the amount that would be paid to the least expensive District substitute regardless of the amount earned by the substitute hired; or ii) 50% of his/her substitutesalary. This If no substitute is employed, the amount that would have been paid for a maximum period of five (5) monthsto the least expensive substitute shall be deducted from the employee’s salary. The five (5) sick leave, including accumulated sick leave and catastrophic leave to the extent available, and the five-month period is calculated from shall run consecutively. An employee shall not be provided more than one five-month period per illness or injury. However, if a school year terminates before the first days of sick leave utilization. When difference leave five-month period is exhausted, the employee with three (3) years may take the balance of service shall the five-month period in a subsequent school year. b. As provided by Education Code Section 44977, when a certificated employee has exhausted all available fully-paid sick leave, including accumulated sick leave and catastrophic leave to the extent available, and continues to be allowed absent due to apply illness or accident for a health leave; an period beyond the five-month period provided pursuant to Education Code Section 44977, and the employee with less than three (3) years is not medically able to resume the duties of service is his/her position, the employee shall, if not placed in another position, be placed on a reemployment list for a period of thirty24 months (if the employee is non-nine (tenured), or for a period of 39 months if the employee is tenured. When the employee is medically able, during the 24- or 39) months-month period, the certificated employee shall be returned to employment in a position for which he or she is credentialed and qualified. The 24- or 39-month period shall commence at the expiration of the five-month period provided pursuant to Education Code Section 44977. 6. At any time during the prescribed thirty-nine (39) monthscourse of a sick leave or injury absence and upon return from absence, an employee may be required to supply such reasonable information as may be requested by the District, such as the nature of illness or injury, anticipated length of absence, the name and address of attending physician(s), if any. The District may, upon reasonable cause, verify the nature of such absence by requiring a written statement from the employee’s physician(s) or by any other reasonable procedure selected by the District or site administrator. An employee who fails to provide such required information may be deemed absent without leave. If the illness exceeds five (5) calendar days or involves a communicable disease, the District may require (at the employee's expense) a clearance from the employee's physician indicating an ability to return to regular duties without endangering the health of others. Employees shall be required to submit to medical examination(s) by District-appointed physician(s), at District expense, upon reasonable cause. a. In any situation where an employee is able known to assume be subject to a foreseeable disability (including, but not limited to, childbirth), he/she shall, upon request and at his/her own expense, furnish to the District from the treating physician a written statement attesting to his/her ability to continue performing the full schedule of duties of their position with or without restrictions. b. If an employee's anticipated return from sick leave will be with restrictions, those restrictions must be fully explained, identifying the extent to which the employee is limited in his/her performance. An employee shall thereafter be permitted to return to and continue on active duty when the employee provides a statement from a health care provider stating that disability is determined to be permanent so long as he/she is capable of performing the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification duties and responsibilities of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work position or funds, in which case he/she shall be ranked according is able to his/her proper seniority. Upon resumption perform the essential functions of his/her dutiesposition with reasonable accommodation. 7. Employees working during summer or extended sessions may, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employmentat their discretion, one and one-quarter (1- 1/4) use any days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefitsreasons permitted under this Article. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illnessSick leave credit shall be earned at the rate of 3.7 hours for a completed full two (2) week period of service. Sick leave shall be earned from the employee's date of employment and the time on layoff, excluding pregnancysuspension or leave without pay, except as otherwise provided by law or these rules, shall not be allowed up to fifteen counted in determining the completion of a full two (152) working days per fiscal year, July 1 through June 30, and week pay period of service. A part-time or intermittent employee shall be accumulative from year to year without limitation. Absence of less than one (1) full day earn sick leave as follows: A part-time or intermittent employee shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse earn .04625 hours of sick leave is evidentfor each hour in pay status per two (2) week pay period. For part-time employees, following previous counsel with the "hours in pay status" shall be an employee's regularly scheduled hours. Employees may accumulate unused sick leave up to a maximum of nine hundred sixty (960) hours. However, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence amount of less than five (5) working days. When all unused sick leave accruals are exhaustedwhich can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days accumulation of sick leave utilizationand the amount of unused sick leave which can be credited towards State service for retirement shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to twenty-five percent (25%) for each twenty (20) hours in pay status per two (2) week pay period. When difference leave is exhaustedthe maximum limitation has been accumulated, the employee with three (3) years of service days that would normally thereafter be earned shall lapse but shall be allowed to apply for a health leave; an recorded by the appointing authority. Any employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according who has such lapsed sick leave to his/her proper senioritycredit may apply to the Director of Human Resources to have the sick leave restored in the event of an extended illness. Upon resumption The Director of Human Resources at his/her dutiesdiscretion may authorize restoration of all or any part of the lapsed sick leave after thorough investigation, including complete medical reports of the break in service will be disregarded and illness requiring the employee shall be fully restored as a permanent continued absence of the employee. During The current practices concerning the first six (6) months earning of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end credits for employees regularly scheduled to work in excess of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.forty

Sick Leave. Absence due a. Employees except for those on a fixed-term of 6 months or less are entitled to personal illnessSick Leave on pay as set out in clause F.4.c. below, excluding pregnancy, shall or Sick Leave without pay may be allowed up granted on production of a medical certificate. b. All sick leave is to fifteen (15) be computed on working days per fiscal yearonly. c. Employees will receive 10 days sick leave on appointment and a further 10 days for each 12 months of service after, July 1 through June 30with a maximum accumulation of 260 days. d. This leave is inclusive of the provisions of the Holidays ▇▇▇ ▇▇▇▇. e. The employer may require an employee to undergo an examination by a registered medical practitioner of the employer’s choice where it is considered that the employee’s performance may be impaired by a possible medical condition. Should the employee be found to be unfit to perform their full duties they may be placed on sick leave (with or without pay) until cleared to return to full duties. The cost of the medical examination will be met by the employer. f. If an employee is absent on sick leave for less than a whole day, and shall such leave is to be accumulative from year to year without limitationrecorded on an hourly basis in the staff web kiosk in whole hours. Absence Absences of less than one (1) full day shall two hours do not need to be charged to the nearest quarter hour of absencerecorded. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of Where sick leave is evident, following previous counsel with used for medical appointments prior approval must be obtained. Approval will not be unreasonably withheld. g. The employee should notify absence due to sickness to their supervisor whenever possible within 30 minutes of normal starting time. A medical certificate will be required for all absences in excess of five consecutive days and may be required for absences of shorter periods. If information is received which indicates that the employeesick leave entitlement is being misused, the Supervisoremployer may take such action as is necessary to clarify the matter. h. When sickness occurs during annual or long service leave, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement employer will permit the period of sickness to verify any future absence of less than five (5) working days. When all be debited against sick leave accruals are exhaustedentitlement provided a medical certificate is produced. i. In special cases, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall may be allowed to apply for anticipate sick leave becoming due on completion of a health leave; an employee with less than three (3) years further period of service provided that at least five days sick leave is placed on a reemployment list retained for a period each year of thirty-nine (39) monthsservice for which sick leave has been anticipated. At any time during All approvals are subject to the prescribed thirty-nine (39) months, an proviso that the necessary adjustments to final pay are to be made if the employee is able to assume resigns before the duties of their position next entitlement falls due. j. These sick leave provisions apply equally when the employee provides a statement from a health care provider stating that is unable to attend work due to their illness and when the employee may return is required to full duty. The employee shall be reemployed in attend to the first vacancy in the classification ill health of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave person dependent on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monththem. 1. State Disability Insurance: Eligible k. All employees who are enrolled in will submit their leave requests via the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick staff web kiosk leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.approval system

Sick Leave. Absence due 1. Sick leave credit shall be earned at the rate of eight (8) hours per calendar month of service. Sick leave shall be earned from the employee's first date of work. Sick leave credit shall be earned for any month in which the employee has been in pay status for ten (10) or more workdays. A part-time employee shall earn sick leave in the same proportion as his/her part-time service bears to personal full-time service. For new hires only, they shall receive sixteen (16) hours of sick credit leave upon hire. These days are to be considered “front-loaded” or issued in advance. Upon reaching their third month of employment and having been in pay status for ten (10) or more workdays in that third month they shall again be eligible to earn sick leave credit. An employee may accumulate unused sick leave up to a maximum of one thousand forty (1,040) hours. However, the amount of unused sick leave accruals which can be credited towards School service for retirement purposes shall be seven hundred twenty (720) hours. When the maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the Human Resources Office. Any employee who has such lapsed sick leave to his/her credit may apply to the Executive Director to have up to one hundred sixty (160) hours of the sick leave restored in the event of an extended illness. The Executive Director at his/her discretion may authorize restoration of such lapsed sick leave after thorough investigation, including complete medical reports of the illness requiring the continued absence of the employee. The Executive Director’s decision regarding the use of lapsed sick leave shall be final. 2. Sick leave may be used for illness, excluding pregnancynecessary medical or dental care that cannot be scheduled during non-work hours, shall or other disability of the employee. Sick leave must be allowed up to fifteen used in half (151/2) working days per fiscal year, July 1 through June 30, hour increments and shall be accumulative from year to year without limitation. Absence a minimum of less than one (1) full day shall hour must be charged to the nearest quarter hour of used for each absence. Personal illness Eighty (80) hours of sick leave per year may be used for a member of the employee's immediate family which requires the attention or presence of the employee. Immediate family as used in this Article shall mean the employee’s spouse or partner, the parents of the spouse, the parents, stepparents, guardian, children, stepchildren, brothers, stepbrothers, sisters, stepsisters, wards, grandparents and grandchildren of the employee. For the purposes of this Article, “partner” means that a relationship exists between two people, neither of whom is married, that is intended to remain indefinitely and where there is joint responsibility for each other’s common welfare, there are significant shared financial obligations, and there is a shared primary residence. This relationship must have existed for at least one (1) continuous year before benefits under this Article may be provided. Employees shall consult with Human Resources to determine if they are eligible for benefits available under the federal or state family medical leave statutes. A medical examination or doctor's certificate may be required on account of use of sick leave for five (5) or more than consecutive workdays, or because of repeated absences on days preceding or days following a holiday or weekend. When a medical examination or doctor's certificate is required on account of use of sick leave in excess of five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employeeworkdays, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid School shall pay the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period the cost of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded obtaining such certificate and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthamount covered by insurance. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, 1. Sick leave credit shall be allowed up to fifteen (15) working days earned at the rate of 3.7 hours per fiscal year, July 1 through June 30, and completed two- week pay period of service. The current practices concerning the earning of sick leave credits shall be accumulative from year continued only for those employees regularly scheduled to year without limitationwork in excess of forty (40) hours per week and only for as long as they are so scheduled. Absence of less than one (1) full day Sick leave shall be charged to earned from the nearest quarter hour employee's date of absenceemployment. Personal illness of more than Sick leave credit shall be earned for any pay period in which the employee has been in pay status for five (5) consecutive working days duration or more workdays or forty (40) hours. A part-time or intermittent employee shall be verified by earn sick leave as follows: a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement part-time or intermittent employee shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse earn .04625 hours of sick leave is evidentfor each hour in pay status per two-week pay period. For part-time employees, following previous counsel with the "hours in pay status" shall be an employee's regularly scheduled budget authorized hours. An employee may accumulate unused sick leave up to a maximum of nine hundred sixty (960) hours. However, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence amount of less than five (5) working days. When all unused sick leave accruals are exhaustedwhich can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days accumulation of sick leave utilizationand the amount of unused sick leave which can be credited toward State service for retirement purposes shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to ten percent (10%) for each eight (8) hours in pay status per two-week pay period. When difference leave is exhaustedthe maximum limitation has been accumulated, the employee with three (3) years of service days that would normally thereafter be earned shall lapse but shall be allowed to apply for a health leave; an recorded by the appointing authority. Any employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according who has such lapsed sick leave to his/her proper senioritycredit may apply to the Director of Human Resources to have the sick leave restored in the event of an extended illness. Upon resumption The Director of Human Resources at his/her duties, discretion may authorize restoration of all or any part of the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid lapsed sick leave per calendar month shall be granted as earned at after thorough investigation, including complete medical reports of the end illness requiring the continued absence of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must Sick leave may be endorsed by used for illness, necessary medical or dental care, or other disability of the employee to or a member of the District while he/she is receiving payemployee's immediate family which requires the attention or presence of the employee. Normal authorized deductionsImmediate family as used in this Article shall mean the spouse or significant other, including retirement contributionsthe parents of the spouse or significant other, will be deducted from the warrant in accordance with children of the law. 3. SDI regulations shall apply to spouse or significant other, the integration program. In accordance with state lawparents, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is orderedstepparents, and may have been contracted during the performance of school duties with other persons having the contagious diseaseguardian, for the normal period of isolation or quarantine.children, stepchildren, brothers, ▇▇▇▇▇▇▇▇▇▇▇▇, sisters,

Sick Leave. Absence due Employees covered by this Agreement shall earn and be granted sick leave with pay under the following conditions and qualifications: A. All full-time employees will earn sick leave credits at the rate of four (4) hours for each full pay period the employee works, exclusive of leaves of absences, unless otherwise specifically provided to personal illness, excluding pregnancy, shall be allowed the contrary. Unpaid sick leave credits may accumulate up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five one thousand eighty (51,080) monthshours. The five (5) month period is calculated from the first days of sick Sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned credits are accumulated at the end of each monththe pay period and may not be used during the pay period in which they are earned. Employees who work less than full-time or less than a twelve accumulate one thousand eighty (121,080) month calendar year, hours shall be credited with paid fifty (50%) percent of the employee's regular, straight time hourly rate of pay for all hours of sick time in excess of the one thousand eighty (1,080). Such payment will be made in December of each year. B. One (1) day of sick leave on a pro-rata basis at the rate of one and one-quarter credit shall equal eight (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave 8) hours pay at the employee's option. The regular, straight time hourly rate of pay when sick leave used is taken. C. Sick leave shall be computed on a weekly basis and shall be equal granted when it is established to the number Sheriff's satisfaction that an employee is incapacitated from the safe performance of the employee’s duty because of illness or injury. D. An employee may use up to forty (40) hours necessary of accumulated paid sick leave for any absence necessitated by serious injury or critical illness of a member of the employee's household upon application approved by the Sheriff. An extension of time may be permitted in exceptional circumstances upon approval of the Sheriff. E. As a condition of any sick leave, the Sheriff may request a medical certificate setting forth the reasons for the sick leave if there is reason to compensate believe that the health and safety of personnel may be affected or that the employee is abusing sick leave benefits. Falsification of the medical certificate or falsely setting forth the reasons for regular wages less SDI the absence shall constitute just cause for dismissal. F. Sick leave is a benefit for employees to be used in cases of illness. It is not a benefit to be converted to cash. Subject to subsection (H) below, employees whose employment status with the County ends forfeit all accrued sick leave benefits. 2G. After an employee has exhausted all paid sick leave benefits, then such leave shall be without accumulation of any fringe benefits predicated on length of service with the Employer. Disability checks received from SDI must In the event that the provision of subsection (I) is utilized, accumulation of fringe benefits predicated on length of service with the Employer shall stop at the time paid sick leave credits would have been exhausted had subsection (I) not been utilized. H. Upon death, retirement under the Employer's retirement program, or resignation by an employee in good standing with at least 20 years of continuous service at the time of resignation, an employee or the employee’s estate shall receive a lump sum representing fifty (50%) percent of the employee’s regular straight time hourly rate of pay times such employee's accumulated and unused sick leave credits up to a maximum payout of three hundred sixty (360) hours. I. Notwithstanding the provisions of subsection (F) in case of a work incapacitating injury or illness for which an employee is eligible for benefits under the Employer's Sickness and Accident Insurance program or the Employer's Workers' Compensation program, accrued sick leave credits may be endorsed by utilized at the request of the employee to maintain the District while he/she is receiving paydifference between the Sickness and Accident benefits and seventy-five (75%) percent of the employee's regular salary or wage. Normal authorized deductionsUpon exhaustion of an employee’s sick leave bank, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify draw only those benefits as are allowable under the District of their desire to integrate their sick leave with SDI benefits. Isolation Employer's Sickness and Quarantine: No salary Accident Insurance Program or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineEmployer's Workers’ Compensation program.

Sick Leave. Absence due to personal illness, excluding pregnancy, 20.01 Pay for sick leave is granted for the sole and exclusive purpose of protecting employees against loss of income during periods of legitimate illness and shall be allowed up granted on the following basis: In determining eligibility for sick leave hereunder, the Employer shall take into consideration other than purely physical illnesses such as severe stress, anxiety or psychological exhaustion resulting directly from an employee's performance of job duties. (a) Sick leave shall accumulate on the basis of one and one-half (1 1/2) days per calendar month of active employment for all full-time employees covered by this Collective Agreement to fifteen a maximum accumulation of one hundred (15100) working days regardless of service. Sick leave shall accumulate on the basis of one and one-half (1 1/2) days per fiscal year, July 1 through June 30, and calendar month of active employment on a prorated basis for all permanent part-time employees covered by this Collective Agreement to a maximum accumulation of one hundred (100) working days on a prorated basis regardless of service. (b) All permanent employees shall be accumulative from year credited on date of hire, in addition to year without limitation. Absence of less than one (1a) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than above, with five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhaustedcredit, the employee with prorated for permanent part-time employees. (c) All full-time and permanent part-time employees who have completed three (3) years of calendar months' continuous service shall be allowed to apply for a health leave; an employee with less than and all new employees who complete three (3) years calendar months' continuous service shall, in addition to the foregoing, be entitled to sick leave credits at 66 2/3% of service is placed on a reemployment list their regular straight time salary for a period not to exceed one hundred (100) days. It is understood, however, that any sick leave under (a) and (b) above, shall first be exhausted and deducted from the one hundred (100) day maximum. (d) A full-time and a permanent part-time employee returning to work following an illness shall retain any unused sick leave credits and resume accumulation under Subsection (a) above; additional sick leave credits as provided under (c) above shall again be available on completion of thirty-nine thirty (3930) monthsconsecutive days with a minimum of fourteen (14) hours of work per week as part of a graduated return to work plan following a return to work from illness. (e) Sick leave credits provided herein shall continue to accumulate during an employee's illness up to the month the employee goes on to Long Term Disability, provided the employee is covered under such plan, otherwise to a limit of three (3) months following the commencement of any illness. At any time It is understood sick leave is not payable during the prescribed thirty-nine (39) months, period an employee is able to assume receiving benefits under the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laidLong Term Disability Plan. (f) i) Full-off time employees regularly employed for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six more than twenty-four (624) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work hours but less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with all of the law. 3. SDI regulations foregoing provisions prorated in the proportion that their regularly scheduled hours of work bear to the full-time hours of work for employees in their classification; such proration shall apply only to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District rate of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineaccumulation.

Sick Leave. Absence 19.01 Sick leave is provided by the Employer for the purpose of maintaining the regular earnings of Employees, during absences due to personal illnessillness or accident for which compensation is not payable under the Workers' Compensation Act, excluding pregnancyor other benefits provided by the Employer, or for the purpose of attending medical appointments outside the County of Northern Lights. 19.02 Full-time Employees shall be allowed up to fifteen provided credit for sick leave on January 1st of each year at a rate of twelve (1512) working days per fiscal calendar year. Sick leave credit will be pro- rated for Employees commencing employment mid year and Part-time Employees, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence based on the rate of less than one (1) day for each full month of employment. Sick leave cannot be carried forward from one year to the next, and in the case of resignation or termination, Employees shall not be paid out for any unused sick leave. 19.03 One (1) day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement deducted from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first an Employee's sick leave bank for every paid day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence taken. When sick leave of less than five (5) working days. When all sick leave accruals are exhausted, the employee a full day is placed on "Difference Leave" if covered by taken a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated half day will be deducted from the first days Employee’s sick bank. 19.04 Employees may be required to substantiate, with a proper medical certificate, any claim for sick leave. Where the Employer requests substantiation, payment of sick leave utilization. When difference benefits shall not be effected until the required substantiation has been supplied. 19.05 An Employee who has exhausted their sick leave is exhaustedcredits during the course of an illness and the illness continues for which disability benefits are not provided, the employee with three (3) years of service Employee shall be allowed deemed to apply be on Leave Without Pay for a health leave; an employee with less than three (3) years the duration of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) monthsillness or as provided below, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full dutywhichever first occurs. The employee Employee shall be reemployed in keep the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case Employer advised as to when he/she shall be ranked according expected back to his/her proper seniority. Upon resumption work and shall provide the Employer with twenty-eight (28) days written notice and medical substantiation of his/her duties, readiness to return to work. 19.06 At the break in service will be disregarded and expiration of twenty four (24) months from the employee last day of paid sick leave it shall be fully restored deemed that the employment relationship is terminated, if an Employee: (a) is not capable of resuming the duties of their former position; or (b) after a reasonable effort having been made to place the Employee in an alternate available position for which he/she is capable of performing, and such alternate employment is not available. 19.07 The reinstatement of an Employee who has been absent due to illness shall not be construed as a permanent employee. During violation of the first posting and/or scheduling provisions of this Collective Agreement. 19.08 Employees suffering illness after the commencement of their annual vacation in accordance with Article 17, shall not be permitted to access sick leave for such illness without the approval of the Employer and by providing a proper medical certificate. (a) At the end of the calendar year, Employees shall be offered the election to receive a portion of their unused sick benefits in payment or in time to be taken not later than their next annual vacation where they have not already accrued the maximum pursuant to Article 13.03. (i) Employees that have taken three (3) sick days or less in that calendar year will receive the equivalent of fifty percent (50%) of their unused sick benefits in payment or time off. (ii) Employees that have taken between four (4) and six (6) months sick days in the calendar year will receive the equivalent of employmenttwenty-five percent (25%) of their unused sick benefits in payment or time off. (iii) Employees with more than six (6) sick days in the calendar year will not receive any benefit for their unused sick benefit. 19.10 Upon completion of the applicable waiting periods, one short term and one-quarter (1- 1/4) days long term disability insurance benefits are available to eligible Employees in accordance with the provisions of paid Article 20. 19.11 An Employee is not permitted to use accrued sick leave per calendar month when the Employee is injured from working for another employer or when the Employee is receiving WCB for work with another employer. 19.12 The Employer may require that an Employee undergo an independent medical examination. The examination shall be granted as earned at the end Employer’s expense and on the Employer’s time, except in the case of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, Long Term Disability plan where the LTD Plan shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthgovern. 1. State Disability Insurance: Eligible employees who are enrolled (a) The Employer may require that an Employee be examined by a medical board (“Medical Board”) (i) in the California State Disability Insurance Program case of prolonged or frequent absence due to illness; or (ii) where there is indication of apparent misuse of Sick leave; or (iii) when the Employer considers that an Employee is unable to satisfactory perform the Employee’s duties due to disability or illness; or (iv) in cases of inconsistencies between two or more medical assessments. (b) The report of the Medical Board shall contain conclusions and recommendations relating to any limitation or restrictions concerning the Employee’s ability to perform the duties of the Employee’s position and the medical information leading to those conclusions. (c) The Employer is responsible for the direct medical costs associated with the examination provided for in Sub-Clause 19.13(a) 19.14 Pursuant to Clause 19.13, an Employee shall be entitled to integrate SDI benefits with their accrued sick leave at have the employee's optionEmployee’s personal physician or other physician of the Employee’s choice to be a member of the Medical Board or to act as the Employee’s counsel before the Medical Board. The sick leave used Expenses incurred under this Clause shall be computed on a weekly basis and paid by the Employer. A copy of the report of the Medical Board shall be equal sent to the number of hours necessary to compensate for regular wages less SDI benefitsEmployee’s physician. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence 12.1 Every employee shall earn paid sick leave at the rate of eight (8) hours for each completed calendar month of service. Sick leave shall not be taken in advance of earning same. [NOTE: Time-off for unpaid leaves of absence after FMLA or unpaid suspensions shall not count as time worked for the purpose of calculating sick leave earnings, but all other forms of leave shall constitute work time for the purposes of this Section.] 12.2 Unused Sick leave may be accumulated up to a maximum of one hundred ninety-two (192) hours. 12.3 An employee eligible for sick leave with pay may use sick leave for absences due to personal illnesshis/her illness or injury, excluding pregnancydental appointments, physical examinations or prescribed treatment by a physician. The Department Manager shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence require a doctor’s certificate before approving Sick Leave with pay for a period or periods of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness absence of more than five three (53) consecutive working days duration work days. 12.4 During periods of absence for approved paid sick leave, the employee shall be verified by entitled to full pay for such period at the regular rate of compensation, provided, however, that hourly employees shall be compensated on the basis of straight time pay not to exceed eight (8) hours per day (except when the employee is assigned to a statement from a health care provider, advising that four (4) day ten (10) hour work week in which case the person is physically able employee shall receive ten (10) hours per day) and not to return to workexceed forty (40) hours per week. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of No sick leave is evidentbenefits shall be paid on the basis of time and one-half. 12.5 Upon severance of service with at least two weeks written notice, following previous counsel with or in the event of an employee’s death, an employee shall be compensated for unused sick leave days to his/her credit up to a maximum of twenty-four (24) days at the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of current wage rate as follows: ▪ less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of years - 0 ▪ five (5) months. years - ten (10) years - one half (½) ▪ over ten (10) years - 100% [NOTE: Employees who do not provide a minimum two (2) weeks written notice or are discharged for any reason (other than medical) shall forfeit unpaid sick leave.] 12.6 Sick leave may be used where there is serious illness in the employee’s immediate family up to a maximum of four (4) days per year. 12.7 The five Department Manager shall be notified within one (51) month period is calculated hour, except in cases of emergency, of the appointed time for the employee to enter duty, of any illness or injury which will prevent him/her from reporting to work. 12.8 The Town reserves the first days of right to relieve employees from duty and place them on sick leave utilization. When difference leave (to be paid if accumulated time is exhausted, the employee with three (3available) years of service shall be allowed to apply for upon a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, determination that an employee is able too sick to assume the duties work safely or poses a risk of their position when the employee provides a statement from spreading a health care provider stating that condition to other employees. An employee who is aggrieved by this decision must provide the employee may return Town with a doctor’s note indicating they are healthy enough to full duty. The employee shall be reemployed in the first vacancy in the classification work and/or do not pose a threat of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or fundscontaminating others, in which case he/she the leave time shall be ranked according to his/her proper seniorityrestored as if it were worked. 12.9 Sick leave may be taken in quarter hour increments and may also be used sparingly for doctor appointments, but most appointments should be made during non-work hours whenever possible. Upon resumption of his/her duties, the break in service will be disregarded and the employee Employees whose medical care does not require a full day off from work shall be fully restored expected to return to work as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted soon as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthpossible. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due Employees are eligible for Sick Leave, with pay, within the following provisions: A. Sick leave is the absence of an employee because of illness or injury. B. A new employee is eligible to personal illnesstake a maximum of 48 hours of sick leave during the first six months of employment. C. A regular, excluding pregnancypermanent full-time classified employee, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one earn one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per for each calendar month shall be granted as earned at worked and compensated for one-half (½) the end of each working days during the calendar month. 1. Employees who work less than fullA regular, permanent part-time or less than a twelve classified, employee who is compensated for one-half (12½) month calendar yearthe normal fractional time assignment, shall be credited with earn sick leave benefits on a pro-rata basis proportionate to their assignment. D. An employee who uses earned or credited unused sick leave shall be compensated at the same rate he/she would have received had he/she worked that day. E. An employee may accumulate unused sick leave, without limit. At the beginning of each fiscal year, the employee's sick leave accumulation shall be increased by the number of days of paid sick leave which he/she would normally earn in the ensuing fiscal year. No payment or time off will be allowed for unused accumulated sick leave. F. In addition to full-pay sick leave, employees who have completed their initial probationary period shall be entitled to a maximum of one and one-quarter hundred G. A regular, permanent classified, employee who has completed one (1) or more years of service, who is absent on full-1/4) paid sick leave, shall have his/her accumulated sick leave increased by the number of days per monthof paid sick leave he/she would normally earn in the ensuing fiscal year, prior to returning to service. 1. State Disability Insurance: Eligible employees Employees who are enrolled in the California State Disability Insurance Program shall be entitled fail to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal return to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI service following illness must be endorsed by the employee refund to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawall amounts paid for unearned sick leave. 3. SDI regulations shall apply to the integration program. In accordance with state lawH. A regular, no permanent classified, employee shall be required eligible to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.half-

Sick Leave. Absence due Any employee needing to personal illnessutilize sick leave must contact his/her immediate supervisor prior to or during the first hour of each day of absence, excluding pregnancystating the necessity for the absence so that time records can be properly maintained, and work schedules realigned. Where a relatively long period of absence is anticipated, the employee need only contact his/her supervisor on the first day of the absence but must state at the time the estimated date of return. The employee is required to submit to the appropriate administrator a letter or a suitable form giving the reason for absence. Employees may be absent without loss of pay, within the limits stated below. Absences shall be charged to sick leave. A full-time ten (10) month employee during the first fiscal year shall be advanced ten (10) days of sick leave. A twelve (12) month employee shall be advanced twelve (12) days during the first fiscal year. A full-time ten (10) month employee, after the first fiscal year, shall be allowed up to advanced fifteen (15) working days per of sick leave. A full-time (12) month employee, after the first fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitationadvanced eighteen (18) days of sick leave. Absence of Sick leave shall be prorated for employees who have been in duty status for less than one twelve (112) full day shall months. A new employee or a rehire must be charged to the nearest quarter hour of absence. Personal illness of more than on duty at least five (5) consecutive working days duration qualifying months during a fiscal year to be eligible the following year for the higher advanced rate of sick leave. A regular part-time or ten (10) month employee shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence advanced sick leave in proportion to the date of return to worktime worked. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of All unused sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care providercumulative. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar yearschedule, shall be credited with who is employed for additional periods of duty on a temporary basis, is permitted to use sick leave during these periods. Such an employee shall receive sick leave for the additional term of employment in proportion to the time worked. An employee on leave of absence requiring Board action shall not be advanced sick leave. An employee who becomes seriously ill while on vacation may have his/her vacation extended or take vacation at a pro-rata basis at later date. A serious illness is one that requires hospitalization or is of prolonged nature. This illness must be confirmed by the rate of one and one-quarter (1-1/4) days per month. 1attending physician. State Disability Insurance: Eligible employees who are enrolled An employee who, while on vacation, has a death in the California State Disability Insurance Program shall immediate family, or of a close relative, may have his/her vacation extended or take vacation at a later date. An employee who leaves the employ of the Board will be entitled to integrate SDI benefits with their accrued granted sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while days accumulated during prior service if he/she is receiving payreturns to duty within one (1) year. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.Ten

Sick Leave. Absence due (a) Employees whose employment commenced at any time before or on the first work day of any contract year shall during such contract year be entitled to personal illness5 days sick leave with pay at straight time, excluding pregnancyand employees whose employment commenced after the first work day of any contract year shall, during such contract year, be entitled to paid sick leave proportionate to the part of the contract year worked, pro­ vided that no employee shall be allowed up entitled to fifteen (15) working days per fiscal year, July 1 through June 30paid sick leave during the first six months of his employment, and provided further that upon completion by a new employee of his first six months of continuous employment, his right to paid sick leave shall be accumulative from year to year without limitation. Absence of less than one retroactive as follows: (1) full day If hired within the six months preceding the effective date of this agreement, his right to paid sick leave shall he retroactive to said effective date, and (2) if hired after said effective date, his right to paid sick leave shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence retroactive to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five his hiring. (5b) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; If an employee with less than three (3) years shall fail to take any part of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month to which he is entitled during any contract year, he shall receive 8 hours pay at straight time for each day of such sick leave not taken. Pay for sick leave not taken during any contract year shall be granted as earned at the employee’s rate of pay in effect on the last work day of such contract year. (c) An employee who has been employed for at least six months and whose employment is terminated during and before the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar any contract year shall, during such contract year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued paid sick leave at proportionate to the employee's optionpart of the contract year worked. The If such employee shall have already received paid sick leave used in excess of the proportionate paid sick leave to which he is entitled, the excess paid sick leave shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawhis last week’s pay. 3. SDI regulations shall apply (d) An employee whose employment is terminated before the expiration of six months from the date of his hiring shall, upon such termination of his employment, be entitled to paid sick leave propor­ tionate to the integration program. In accordance with state lawpart of the contract year or the parts of the contract years worked. (e) Employees discharged for stealing, no employee or quitting before the end of any week or without at least 48 hours notice to the employer, shall not be required entitled to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their paid sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineleave.

Sick Leave. Absence due to personal illness, excluding pregnancy, 1. Sick leave shall be allowed up granted, without loss of pay, to fifteen (15) working days per fiscal yearall full-time employees, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return who are unable to work and because of illness or injury, except an injury which is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence incurred in gainful employment or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less self-employment other than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; as an employee with less than three of the Committee. Employees, who are employed in positions which have a work year consisting of ten (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (3910) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid accrue sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1 1/4) days for each month of actual work performed for a total of twelve (12) days per monthyear. Sick leave shall be cumulative from one year to the next, subject to a maximum accumulation of one hundred and seventy-five (175) days. Each employee will be given by September Fifteenth of each year a written statement of the accumulated sick leave days the employee has to his/her credit, Employees hired after July 1, 2008 will not be eligible for sick leave buy-back. 12. State Disability Insurance: Eligible employees Each part-time employee who are enrolled in the California State Disability Insurance Program works a regularly scheduled workweek shall be entitled to integrate SDI benefits with their accrued receive pro rata sick leave at prorated on the employee's optionbasis of the regular workweek established in Article V of this Agreement. 3. The An employee may be granted sick leave used in excess of the amount which shall have accrued to their credit. Requests for such advanced sick leave shall be computed on a weekly basis and submitted to the Superintendent for his approval. If the employment of an employee who has been granted advanced sick leave shall be equal to terminated before the number full amount of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must such advanced sick leave shall be endorsed by earned, the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will amount of compensation owed shall be deducted from the warrant employee’s final pay check. The disapproval of any such request for advanced sick leave shall not be subject to the Grievance Procedure provided for in accordance with the lawthis Agreement. 34. SDI regulations Employees shall apply give notification to the integration programoffice of the Superintendent as soon as possible after the beginning of any illness or the occurrence of any injury which prevents them from reporting for work. In accordance with state law, no employee shall Employees may be required to use vacation submit medical certificates in conjunction with receiving SDI benefitssupport of requests for sick leave. Employees must notify Medical certification may be requested in any of the following circumstances: a. When an employee has been out for 3 or more consecutive days. b. When an employee is out immediately preceding or following a holiday or break period. c. In any case after an employee has been notified in writing that they are suspected of sick leave abuse. Such notification shall be based on the judgment of the District and not subject to the grievance or arbitration procedures. 5. A full-time employee who is unable to work because of their desire an occupational injury, which is incurred in the course of the employee’s employment by the Committee and which is compensable under the Massachusetts Workers' Compensation Law, shall, upon the employee’s written request to integrate the Superintendent, receive as a charge against the employee the amount the employee receives as workers' compensation. 6. An employee may utilize up to twelve (12) days per year of their sick leave with SDI benefitsin the event of a serious illness of their children, stepchildren, grandchildren, parents, or spouse, per school year. Isolation This provision shall also apply to any other relative or any other person residing in the same household of the employee. The Superintendent may request medical certification, after three (3) days, to support a request for such paid family leave. The medical certification must set forth: the date on which the serious health condition commenced; the probable duration of the condition; and, the appropriate medical facts within the knowledge of the health care provider regarding the condition. 7. Each employee hired before July 1, 2008 who retires after the completion of twenty (20) continuous years shall for the purpose of retirement buy back the following sick time: Days #1-50 will be at twenty-five (25) dollars per day or $1250.00 and Quarantine: No salary Days #51-100 will be at forty (40) dollars per days or $2000.00 for a total up to 100 days of $3250.00 This benefit will be provided to the estate of the employee if death precedes retirement after twenty (20) years. This contract makes no provisions for sick leave deduction is made buy back for absence due employees hired after July 1, 2008. New employees may earn up to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine180 days.

Sick Leave. Absence due to personal illness, excluding pregnancy, 20.01 Pay for sick leave is granted for the sole and exclusive purpose of protecting employees against loss of income during periods of legitimate illness and shall be allowed up granted on the following basis: In determining eligibility for sick leave hereunder, the Employer shall take into consideration other than purely physical illnesses such as severe stress, anxiety or psychological exhaustion resulting directly from an employee's performance of job duties. (a) Sick leave shall accumulate on the basis of one and one-half (1 1/2) days per calendar month of active employment for all full-time employees covered by this Collective Agreement to fifteen a maximum accumulation of one hundred (15100) working days regardless of service. Sick leave shall accumulate on the basis of one and one-half (1 1/2) days per fiscal year, July 1 through June 30, and calendar month of active employment on a prorated for all permanent part-time employees covered by this Collective Agreement to a maximum accumulation of one hundred (100) working days on a prorated basis regardless of service. (b) All permanent employees shall be accumulative credited on date of hire, in addition to (a) above, with five (5) days of sick leave credit, prorated for permanent part-time employees. (c) All full-time and permanent part-time employees who have completed three (3) calendar months' continuous service and all new employees who complete three (3) calendar months' continuous service shall, in addition to the foregoing, be entitled to sick leave credits at 66 2/3% of their regular straight time salary for a period not to exceed one hundred (100) days. It is understood, however, that any sick leave under (a) and (b) above, shall first be exhausted and deducted from year the one hundred (100) day maximum. (d) A full-time and a permanent part-time employee returning to year without limitation. Absence work following an illness shall retain any unused sick leave credits and resume accumulation under Subsection (a) above; additional sick leave credits as provided under (c) above shall again be available on completion of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by calendar month's continuous service following a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able from illness. (e) Sick leave credits provided herein shall continue to return accumulate during an employee's illness up to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that month the employee furnish a health care provider’s statement goes on to verify any future absence of less than five (5) working days. When all sick leave accruals are exhaustedLong Term Disability, provided the employee is placed on "Difference Leave" if covered by under such plan, otherwise to a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period limit of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years months following the commencement of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service any illness. It is placed on a reemployment list for a period of thirty-nine (39) months. At any time understood sick leave is not payable during the prescribed thirty-nine (39) months, period an employee is able to assume receiving benefits under the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laidLong Term Disability Plan. (f) i) Full-off time employees regularly employed for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six more than twenty-four (624) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work hours but less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with all of the law. 3. SDI regulations foregoing provisions prorated in the proportion that their regularly scheduled hours of work bear to the full-time hours of work for employees in their classification; such proration shall apply only to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District rate of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineaccumulation.

Sick Leave. Absence due to personal illness, excluding pregnancy, 17.1 Sick leave shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified earned by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis employees at the rate of one and one-quarter fourth (1-1 1/4) working days for each full month of service. Sick leave accrual for full-time employees will be based on actual hours on paid status in a pay period, except that there will be no loss in accrual for full-time employees for up to forty (40) hours per monthpay period for no more than two (2) consecutive pay periods for unpaid Union leave. 117.2 Permanent employees may accumulate the unused portion of sick leave without any maximum restrictions. 17.3 Sick leave may be authorized for the illness or injury, dental or medical treatment of the employee, or the employee’s minor child as defined in Minnesota Statutes. State Disability Insurance: Eligible Sick leave usage shall be subject to approval and verification by the department head or the Human Resources Department, who may require the employee to furnish a report from a recognized medical authority attesting to the necessity of the leave, or other information deemed necessary. 17.4 To be eligible for sick leave payment, an employee must notify the department head or designee prior to the starting time of the employee's scheduled shift. This notice may be waived if the department head determines that the employee could not reasonably be expected to comply with this requirement because of circumstances beyond the control of the employee. Those employees who misuse sick leave will be subject to a disciplinary action. 17.5 Sick leave not to exceed five (5) days may be utilized upon the occasion of death in the employee's immediate family. Immediate family for the purpose of this section shall be defined as the employee's spouse, children, parents, siblings, grandparents, grandchildren or a person regularly residing in the employee’s immediate household, and shall include parents and siblings of the employee's spouse or of a person regularly residing in the employee’s immediate household, except that this definition does not include aunts and uncles not regularly residing in the employee’s immediate household. 17.6 Sick leave not to exceed forty (40) hours in any one instance may be used as a result of a serious illness of the employee's spouse, child, employees' parents or a person regularly residing in the employee’s immediate household, to attend to the needs of the ill or injured person. 17.7 Sick leave not to exceed forty (40) hours may be utilized by employees for the birth or adoption of the employee’s child or a child regularly residing in the employee’s immediate household. The leave must be consecutive and taken within six (6) months of the birth or adoption. 17.8 Permanent and probationary employees who are enrolled in injured while performing work within the California State Disability Insurance Program scope of their employment for ▇▇▇▇▇▇ County and by reason thereof are rendered incapable of performing their duties, shall upon written request to the Director of Human Resources, accompanied by a physician's certificate acceptable to the Director, be entitled to integrate SDI benefits with their accrued granted sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.each

Sick Leave. Absence due to personal A. Sick leave utilization shall be for physical and mental disability absences which are medically necessary and caused by illness, excluding pregnancyinjury, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitationpregnancy or quarantine. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse Any use of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all credit for sick leave accruals are exhaustedpurposes shall be without loss of compensation. B. Each July 1, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between full-time, twelve (12) month unit member shall be credited with his/her salary and that paid his/her substitute. This is paid annual sick leave entitlement of thirteen (13) days (104 hours) in advance of actual accrual for a maximum period of five (5) months. The five (5) month period is calculated from the first days purpose of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service A part-time unit member shall be allowed to apply for a health leave; an employee credited with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed sick leave in the first vacancy in the classification of same ratio that his/her previous assignmentemployment bears to full-time twelve (12) month employment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she The entitlement shall be ranked according calculated as follows. Step 1. Total the number of scheduled work days + eligible holidays. Multiply the total by the number of hours the unit member is scheduled to his/her proper senioritywork. Step 2. Upon resumption Divide the total from Step 1 by 2080 (the number of his/her dutieshours for full-time unit members). Step 3. Multiply the full-time sick leave entitlement specified above by the FTE percentage calculated in Step 2 to determine the sick leave hours to be credited to the unit member’s sick leave bank. Any sick leave taken, but not yet earned prior to separation from the break County Office , shall result in service will be disregarded and an adjustment to the employee unit member's final pay warrant. C. A unit member, upon initial employment, shall be fully restored as a permanent employee. During eligible to take not more than six (6) days, or the proportionate amount of sick leave to which they are entitled, until the first day of the calendar month following six (6) months of employmentservice. D. The Superintendent reserves the right to require a unit member to provide a statement by a physician verifying the cause of absence. E. A unit member’s unused sick leave shall accumulate from year to year. The unit member’s sick leave entitlement shall be available in the County Office unit member leave system. F. Each unit member shall once a year be credited with a total of not less than 100 working days of paid sick leave, one in addition to days to which he/she is entitled under Subsections B and one-quarter (1- 1/4) C. Such days of paid sick leave, in addition to those required by Subsection B and C, shall be compensated at not less than 50 percent of the unit member’s regular salary. The paid sick leave authorized hereunder shall be exclusive of any other paid leave, holidays, vacation or compensating time to which the unit member may be entitled. Credit for such days of paid sick leave, in addition to those required by Subsections B and C, shall not accumulate from year to year. 1. Notwithstanding the foregoing, unit members during their initial probationary employment with the County Office shall be credited with a total of not less than 100 working days of paid sick leave, including the days to which they are entitled under Subsections B and C. Such days of paid sick leave per calendar month in addition to those required by subsection B and C shall be granted as earned compensated at the end of each month. Employees who work not less than full-time 50 percent of the unit member’s regular salary G. When a unit member retires under PERS or less than a twelve (12) month calendar year, STRS he shall be credited with paid twenty-five percent (25%) of all unused sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed leave, if he has been employed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made County Office for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.ten

Sick Leave. Absence due 14.01 Sick leave means the period of time an employee is permitted to personal illnessbe absent from work with pay by reason of being sick, excluding pregnancydisabled because of an accident or because the employee is quarantined by a medical health officer (hereinafter collectively referred to as "sickness"). 14.02 Each employee, shall other than a probationary employee, will be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of not more than five twenty-four (524) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with credit per year on the employee, basis of two (2) days for every month of active service. 14.03 If in the Supervisor, Manager, Principal and /or Administrator may request in writing that calendar year an employee has not used all the sick leave to which the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhaustedwas entitled, the employee shall be entitled to accumulate and carry forward such unused portion for use in future years provided that at no 14.04 If an employee is placed unable to work by reason of sickness for the undermentioned periods, then a deduction in the amount set opposite shall be made from the employee's credited sick leave (if any): 0 - 4 hours ( .5 day) 4 - 8 hours ( 1 day) 14.05 The Board may require an employee to produce a physician's certificate to support an absence on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period account of sickness in excess of five (5) monthsdays, and if it has expressly notified the employee, may require the employee to produce such a certificate to support an absence on account of sickness of any duration. In addition, the Board may require the employee to undergo an examination by a physician selected by the Board. An employee must make every reasonable effort to notify the employee's supervisor of any absence due to sickness. 14.06 While an employee is on a leave of absence without pay in excess of ten (10) days or is on layoff, the employee shall not accumulate any sick leave credits, but shall retain whatever sick leave credit the employee may have accumulated at the date of such leave or layoff and be entitled to the use thereof upon the employee's return from such leave or upon being recalled. 14.07 Leave without pay shall be granted to an employee who (i) is not entitled to sick leave but who is required to be absent by reason of sickness or (ii) is unable to return to work at the termination of the period for which sick leave was granted by reason of the employee's continued sickness provided such leave shall not prejudice the Board's right to discharge an employee because of frequent absences from work. 14.08 The five Board will maintain a record of all sick leave credits and shall notify each employee in writing once every calendar year as to the number of such credits. An employee may apply to the Board for information as to the amount of the employee's sick leave credit. 14.09 If an employee (5i) month period is calculated retires from the first Board on an OMERS pension, (ii) retires at any time on an OMERS disability pension, or (iii) dies, the employee (or the employee's estate, as the case may be) shall be entitled to a gratuity calculated by multiplying the employee's normal rate of pay by 50% of the number of unused accumulated days of sick leave utilization. When difference leave is exhausted(not in excess of two hundred and thirty (230) days). 14.10 No employee joining the Board after July 1, the employee with three (3) years of service shall 1977 will be allowed to apply eligible for a health leave; an employee with less than three (3) years of service is placed gratuity on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthretirement. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due 1. Employees who are employed on a regularly scheduled basis shall be entitled to sick pay on account of sickness at a rate equivalent to one (1) day, based upon the employee’s scheduled work. The use of sick pay shall be limited to personal illness of the employee, including medical or dental appointments. Sick leave may be taken in half day or whole day increments. When sick leave is taken in a half-day increment and the employee is scheduled to work less than the daily minimum, the amount of the leave shall be equal to half of the employee’s daily minimum hours. If the employee is scheduled to work equal to or more hours than the daily minimum, a half-day of sick leave shall be equal to the actual duration of the scheduled route. 2. Employees who have completed one (1) full year of service with the District shall be accredited with the equivalent annual sick leave at the beginning of each fiscal or school year. Such advance credit is based upon one (1) day per month worked. If an employee uses the advance credit in excess of that which would be normal accrual and terminates employment, the District shall be entitled to recover from the employee’s final paycheck, an amount of money equal to the amount paid for overused sick leave. Other employees shall be credited at the rate of one (1) day for each month worked. Employees working fifty percent (50%) of the month or more shall be accredited with a full day’s sick leave. Accrual of sick pay shall continue during any period of absence covered by earned vacation time. 3. Sick leave days may be accumulated by employees only if not used in the year for which granted. Total sick leave which can be accumulated shall be unlimited. 4. When an employee has exhausted their accumulated sick leave credits, they shall be entitled, in the event of illness, excluding pregnancy, to receive one (1) day for each year of service at two-thirds (2/3) of their daily rate of pay. Such additional allowance shall not accumulate and each year’s allowance may only be allowed up used once. 5. Employees shall not be credited with any sick leave days with respect to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative periods during which they are on leave on absence from year to year without limitation. Absence work for the District of less more than one (1) full day month duration; their accumulated sick leave shall not be charged with days of sickness during such leave; and they shall not be paid for days of illness during such leave except when the illness or injury is the factor which entitled the employee to the nearest quarter hour of absenceleave in question. 6. Personal illness of more than Employees who are absent five (5) consecutive working days duration shall be verified by or more in a fiscal year, based upon the employee's work schedule, must submit a physician's statement from a health care provider, advising that the person is physically able to upon return to work. The health care providerSubsequently, the District may require a physician’s statement shall verify the illness from the first day of absence after three (3) consecutive days absence, prior to the date of return returning to work. The District will reimburse employees for reasonable costs incurred as a result of the requirement to obtain a physician’s statement, including lost wages, co-payments, and deductibles. The District will not be responsible for the employee’s out-of-pocket costs for diagnosis or treatment of any medical condition. 7. The District will maintain a Sick Leave Bank, for which the ATU may solicit voluntary contributions from employees of up to seven hundred and fifty (750) hours per year for use by employees who have exhausted their sick leave. Effective September 1, 2020 the maximum number of hours in the Sick Leave Bank will increase to eight hundred (800) hours per year. Effective September 1, 2021, the maximum number of hours in the Sick Leave Bank will increase to eight hundred fifty (850) hours per year The guidelines for use of the Sick Leave Bank will be jointly developed by the District and the ATU which will include the following: I. Use of hours from the Bank shall only be approved in case of critical illness or injury of an employee; II. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases have exhausted all of excessive absence or when abuse of their accumulated sick leave is evidentand vacation hours; III. To be eligible, following previous counsel with an employee must have been employed by the employee, District for two (2) years or more; IV. Request for use of the Supervisor, Manager, Principal Sick Leave Bank will be jointly approved by the ATU and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence District. Requests of less than five (5) working daysdays or more than twenty (20) days will not be considered; V. The Sick Leave Bank will not be used in association with a worker's compensation claim; VI. Employees' contribution to the Bank shall be for not less than four (4) hours nor more than one hundred (100) hours. VII. Employees who retire or resign may sign over any remaining sick leave balance provided such contribution does not exceed the maximum hours in the Sick Leave bank as established in this Section. 8. When all an employee is laid off, accumulated sick leave accruals are exhaustedwill be frozen, if the employee is placed on "Difference Leave" if covered by a statement recalled from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of layoff, such sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent reinstated for that employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due An employee in a Trainee, Apprentice, Learner, Provisional, or Status appointment will accrue Sick Leave without limit at the rate of .0462 hours for each hour, exclusive of overtime, that he/she/they is in pay status. Accumulated sick leave may be used for illness of, injury to, or need to personal obtain medical or dental consultation for the staff member, the staff member's spouse, children, parent, or members of the household. A staff member may use sick leave for pregnancy. During the 12-month period immediately following the adoption or birth of a child, sick leave may be used for a period of time, not to exceed twelve weeks, to care for that child. (Refer to Rule 11.07, Family and Medical Leave, for the definition of "parent" and "child"). Any ▇▇▇▇ Leave earned on January 1, 1984 and thereafter must be utilized in full prior to the utilization of any pre-January 1, 1984 accumulation. An employee who separates from the University in good standing and returns to employment within two (2) years shall have his/her/their former accrued and non-compensated ▇▇▇▇ Leave restored. Illinois statute (30 ILCS 105/14a) provides certain employees may be eligible to receive compensation at the time of their resignation, retirement, death or other termination of University employment for one-half (½) of their unused sick leave accrued on or after January 1, 1984 and before January 1, 1998. ▇▇▇▇ leave accumulated on or after January 1, 1998 is not compensable, but may be used to establish retirement system service credit as provided in the Illinois Pension Code. The President may issue rules for the administration of Sick Leave and provisions of Public Act 83976 as the President determines to be in the interest of the University. An employee who will be absent from work must notify the appropriate University supervisor or the supervisor’s designee before the start of the next work shift. If the employee anticipates that the absence will exceed one (1) work day, the employee shall notify the supervisor or the supervisor’s designee of the anticipated length of the absence so as to allow the University time to reassign specific duties during the employee’s absence. Employees who are approved by a designated representative of the University or department for a specific period of time for use of sick leave, shall not be required to call in every day. In order to ensure compliance with the Americans with Disabilities Act (“ADA”), the Family and Medical Leave Act (“FMLA”), workers’ compensation statutes, and similar statutes, the University reserves the right to request and collect relevant medical information from an employee or that employee’s physician in a manner that is authorized by and consistent with the provisions of those statutes. Accordingly, it may be necessary at times for the University (including supervisory personnel) to request and obtain medical information about an employee to determine whether that employee is disabled within the meaning of the ADA, whether a reasonable accommodation exists for a disabled employee, whether the employee has a serious health condition within the meaning of the FMLA, whether the employee has sustained a compensable injury, and so forth. Any medical information obtained regarding an employee will be kept confidential and will not be disclosed except to the extent permitted or required under the relevant statutes or an administrative or judicial order. Failure to make this notification to the appropriate supervisor or his/her/their designee may disallow the use of Sick Leave. An employee must receive approval from his/her/their supervisor to charge absence with pay against his/her/their accumulated ▇▇▇▇ Leave. The employee's supervisor may require the employee to provide evidence to substantiate the reason for the absence, including a physician's certificate, if the absence exceeds three (3) consecutive work days or if the supervisor has sufficient justification to believe that the employee does not have a valid reason for requesting Sick Leave. An employee who requests or is on extended leave for illness, excluding pregnancyinjury, or disability including maternity may be required to visit a health care provider or provide a medical opinion acceptable to management for the purpose of supporting the leave, its continuance, or the employee’s ability to return to work. Accrued sick leave cannot be used for purpose of vacation. Whenever an employee is unable to report to work as scheduled for any reason, the employee shall be allowed up responsible for notifying his or her department at least one (1) hour prior to fifteen the start of the shift in accordance with the call-in procedures for that department. The parties recognize that voicemail is not proper notification. The department will ensure that all employees are informed in writing of the call-in procedures that must be followed. The University recognizes that, in certain unexpected emergency situations, employees may be unable to notify their department in advance that they will be unable to work. In such emergency situations, the employee will be expected either to arrange for someone else to notify the department in advance that the employee will be unable to work or to contact the department themselves as soon as possible thereafter. If an employee recognizes in advance that they will not be able to attend work as scheduled, but will be unable to adhere to the regular call-in procedures (15) working days per fiscal yearbecause, July 1 through June 30for example, the employee will be undergoing a medical procedure at the time that they normally should be calling in), the employee may contact the department in advance by contacting and shall speaking by telephone with a designated member of the department’s management. Where it is anticipated that the absence will be accumulative from year to year without limitation. Absence of less for more than one (1) full day day, the employee shall be charged notify the supervisor of the anticipated length of the absence to allow time to reassign specific duties during the employee's absence. Failure to make this notification to the nearest quarter appropriate supervisor or his/her/their designee may disallow the use of Sick Leave. Employees will be given the option of using any accumulated and unused Vacation and Personal Leave in lieu of an approved leave of absence without pay. Use of any accrued benefits must be on a continuous basis (not intermittent) to extend the employee's regular percent time appointment. To ensure consistent and uniform application of policy in granting Sick Leave, supervisors and employees are encouraged to seek advice from the appropriate Illinois Human Resources staff. Adjustments to the rate and/or method of Sick Leave accrual will be made at any time that an employee's working conditions are changed so as to provide equal treatment in accordance with University policy for civil service employees. When an employee moves to a workweek of a different length, such as to a thirty seven and one-half (37½) hour week from a forty (40) hour week, his/her/their Sick Leave accrual will be converted from hours to days and reconverted to hours under the new workweek schedule. An employee with a part-time appointment may use his/her/their accumulated ▇▇▇▇ Leave for the reasons set forth in Policy 10 during any workweek for his/her/their hours of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employeeHowever, the Supervisor, Manager, Principal and /or Administrator may request in writing that actual hours worked by the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, during the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between workweek plus his/her salary and that paid her/their Sick Leave usage cannot exceed his/her substitute. This is paid for a maximum period of five her/their benefit rate (5percent time) months. The five (5) month period is calculated from multiplied by the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve work schedule of the class. (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.See Policy 10)

Sick Leave. Absence Section 1. Each regular full-time employee covered hereby shall earn sick leave credits at the rate of four and one-half (4.5) hours with pay for each completed bi-weekly payroll period of active employment. Each regular full-time employee promoted into a supervisory position after the execution of this Agreement shall earn sick leave credits at the rate of four (4.0) hours with pay for each completed bi-weekly payroll period of active employment. Section 2. Unused sick leave credits shall be cumulative to a maximum of 1,920 Section 3. An employee eligible for sick leave may use such leave upon approval of the Sheriff for absence due to personal illness, excluding pregnancyinjury, exposure to contagious disease or death in the employee's immediate family, in accordance with the applicable provisions contained in Article 26. An employee taking sick leave shall inform his/her immediate supervisor of the fact and reason therefore within the first one-half (1/2) hour of the regular shift of said employee. Failure to do so may cause the denial of pay for the period of the absence, and/or discipline. The Sheriff may require proof of medical treatment when he/she deems it appropriate. Section 4. Absence for a fraction or a part of a day that is chargeable to sick leave in accordance with these provisions shall be charged proportionately in an amount no smaller than one hour. Section 5. Upon resignation or dismissal from County Service, all sick leave credits shall be canceled and shall not be paid for, and shall not be reinstated if said person is re-employed, unless ordered by a court pursuant to a Veterans Preference Hearing. Section 6. Upon retirement or death of the employee, accumulated sick leave credits shall be compensated for on the basis of one-half (1/2) of accumulated unused sick leave and paid at the employee's current rate of pay, not to exceed eight hundred (800) hours. Section 7. Each employee covered by this Agreement will be allowed twenty- four (24) hours with pay, which will be taken from their accumulated sick leave credits, which can be used for the purpose of attending to or caring for personal matters. Prior approval must be obtained from the Sheriff for the days requested. Section 8. Annual Cash-Out Option. An employee, who so elects in writing, shall be allowed up to fifteen paid for one-half (151/2) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour balance of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time credit earned but unused during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a preceding twelve (12) month calendar period, at the base rate of compensation in place at the end of the sick pay year, shall be credited with sick leave on to a pro-rata basis at the rate maximum of one and one-quarter forty (1-1/440) days per month. 1hours. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at The remainder of the employee's option. The sick leave used balance shall accumulate as set forth in Section 2 of this article. When payment option is selected by an employee, said payment shall be computed on a weekly basis and shall be equal to the number no later than June 30 of hours necessary to compensate for regular wages less SDI benefitsthat particular year. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, shall be allowed up to fifteen (15) working days per 11.1.1 During each fiscal year, July 1 through June 30every unit member shall earn paid Sick Leave in accordance with the following provisions: 11.1.1.1 Unit members working twelve (12) months, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by per week, are entitled to twelve (12) days of Sick Leave. 11.1.1.2 Employees employed for less that five (5) days a statement from week and or less than a health care providerfull fiscal year are entitled to Sick Leave as follows: (a) A unit member employed five (5) days a week who is employed for less than a full fiscal year, advising is entitled to that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day proportion of twelve (12) days leave of absence for illness or injury as the number of months her/she is employed as it relates to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of twelve (12). (b) A unit member employed less than five (5) working days. When all sick leave accruals are exhausteddays a week shall be entitled, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period fiscal year of service, to that proportion of twelve (12) days leave of absence for illness or injury as the number of months he/she is employed as it relates to five (5) months). When such persons are employed for less than a full fiscal year of service, this and the preceding paragraph shall determine that proportion of leave of absence for illness or injury to which they are entitled. 11.1.2 At the beginning of each fiscal year, the Sick Leave “bank” of the unit member shall be increased by the number of days of paid Sick Leave, which the unit member would normally earn in the ensuing fiscal year. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service unit members Sick Leave “bank” shall be allowed to apply for adjusted if a health leave; an employee with less than three (3) years change of service is placed on a reemployment list for a period assignment alters the amount of thirty-nine (39) monthsSick Leave earnable. 11.1.3 Unit members may accumulate unused Sick Leave without limitation. At Sick Leave may be taken at any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties year. Pay for any day of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee Sick Leave shall be reemployed in the first vacancy in same pay the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case unit member would have received had he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. worked that day. 11.1.4 During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month any calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and unit members are entitled to use up to one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled half of their annual entitlement to Sick Leave described in the California State Disability Insurance Program shall be entitled Article 11.1 to integrate SDI benefits with their accrued sick leave at attend to an illness of a child, parent or spouse of the employee's option. The sick leave used For purposes of this provision, a “child” is defined as a biological, ▇▇▇▇▇▇ or adopted child; a step child, a legal ▇▇▇▇ or a child of a person standing in loco parentis; a “parent” is defined as biological, ▇▇▇▇▇▇ or adoptive parent; a stepparent or a legal guardian. All conditions and restrictions regarding the use of Sick Leave shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall also apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantinethis Section.

Sick Leave. Absence due Employees are allowed sick leave for personal illness or injury according to personal illness, excluding pregnancy, the following schedule: The first year of employment 10 days The second year of employment 11 days The third year of employment 12 days The fourth year of employment 13 days The fifth year of employment 14 days The sixth and subsequent years of employment 15 days A new employee shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than report for work at least one (1) full day prior to receiving sick leave benefits. If an employee does not need to use his/her allotted days during the year, the unused days may be accumulated to one hundred twenty-five (125) days. After reporting for work the next year, the employee will be credited with the current year’s fifteen (15) days, so that up to one hundred forty (140) days may be used in one year if necessary. However, no more than 125 days may be carried forward to a subsequent year. Employees who are assigned work for more than the school term shall be charged allowed one (1) additional day of current sick leave for each full month beyond the school term. An employee who is unable to work because of personal illness or injury and who has exhausted his/her accumulated sick leave, shall be granted an unpaid leave of absence for the nearest quarter hour balance of absencethe contract year in which his/her accumulated sick leave has been exhausted or for the period of time specified in the Family and Medical Leave Act, whichever is longer. Personal illness Sick leave for any length of time may require a doctor’s certificate. In any case, a doctor’s certificate must be presented whenever sick leave is requested for more than five (5) consecutive days. Part-time employees will be allotted sick leave days in the same proportion as the amount of time they are employed. (For example: A seventh year employee who is working 2/5ths time would have 6 full days--15 2/5ths days—for that year.) Part-time employees will also accumulate sick leave days duration shall and be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence subject to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administratorsame rules as for full-time employees. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish event a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the full-time employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhaustedreduced to part-time, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to retain his/her proper seniorityaccrued sick leave. Upon resumption of his/her duties, the break in service will be disregarded and the (For example: If an employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) has 30 days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than accumulated from full-time or less than a twelve (12) month calendar yearemployment, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawwould have 60 half days if he/she went to half time. 3. SDI regulations shall apply to the integration program. In accordance with state law, no ) Any amounts due an employee under this Article shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantinereduced by any benefits payable under Workers’ Compensation.

Sick Leave. Absence due to personal illness(a) Effective November 1, excluding pregnancy2002, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence employees who have been continuously employed by the Employer for a period of less than one (1) full day year shall be charged entitled to a maximum of four (4) days paid annual sick leave. Effective November 1, 2002, employees who have been continuously employed by the nearest quarter hour Employer for a period of absence. Personal illness two (2) years shall be entitled to a maximum of more than five (5) consecutive working days duration paid annual sick leave. Employees hired after October 31, 2006 will accumulate sick leave according to the following: Two (2) days accumulated after two (2) years; Three (3) days accumulated after three (3) years. (b) Any earned sick leave shall accumulate up to a maximum of thirty (30) days. A doctor’s certificate or other reasonable proof of illness may be required by the Employer. Such sick leave with pay shall be verified by a statement from a health care providerapplicable in cases of employee accident, advising that employee maternity leave or bona fide illness of employee or family defined as spouse or children under 18 living at home. Employer may require appropriate medical certification of all such illnesses. Sick leave shall be paid in the person following manner: 1. If an employee is physically able to return to workhospitalized, he receives pay for his first day’s absence and for every day thereafter until such leave benefits are exhausted. The health care provider’s statement Employees who have accumulated twenty (20) or more days of sick leave shall verify the illness from also be paid for the first day of absence due to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefitsillness. 2. Disability checks received from SDI must be endorsed by If an employee has less than twenty (20) days accumulated sick days or if the employee to is not hospitalized, the District while he/she first workday’s absence is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawnot paid for. 3. SDI regulations Succeeding workday’s absences, full pay until sick benefit allowance is used up. (c) For the purposes of this paragraph, full pay shall mean pay for the regular daily schedule for working hours, for those days which the employee would have worked had the disability not occurred, calculated at straight time. The waiting period provided herein provided before full pay commences shall apply for each illness or accident in case the sick benefit allowance has not been used up in the previous illnesses during the same year. (d) Sick leave benefits are not convertible to cash bonus. (e) In industrial injury cases, Workers’ Compensation and sick leave benefit allowance shall be paid separately, but in the event Workers’ Compensation payments cover all or part of the period during which sick leave benefit allowances are paid, the sum of the two shall not exceed the sick leave benefit payable for said period. This same rule shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineUnemployment Disability payments.

Sick Leave. Absence due to personal illness, 20 8.1. Leave eligible employees shall accrue sick leave benefits at the rate of 0.04616 hours for 21 each hour in paid status excluding pregnancy, shall be allowed overtime up to fifteen a maximum of 3.6928 hours per biweekly pay 22 period (15which is usually 96 hours per calendar year); except that if an hourly employee works in 23 excess of seventy-four (74) working days per fiscal yearhours in one week, July 1 through June 30, and the employee shall be accumulative accrue sick leave at the rate of 0.025 24 hours for each hour worked in excess of seventy-four (74) hours. Employees shall accrue sick leave 25 from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the their date of return to workhire in a leave eligible position. The employee must furnish this statement upon return to work and is not able entitled to return use sick leave until 26 it is earned. There shall be no limit to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse number of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered hours accrued by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent eligible 27 employee. During the first six (6) months of employmentservice in a leave eligible position, one and one-quarter (1- 1/4) employees eligible to 28 accrue vacation leave may, at the supervisor’s discretion, use accrued vacation days as an extension 1 of paid sick leave. If an employee does not work a full six months, any vacation leave used for sick leave per calendar month shall 2 must be granted as earned at reimbursed to the end County upon termination. This reimbursement requirement does not apply 3 to employees using accrued vacation for a qualifying event under the Washington Family Care Act. 4 8.2. Separation from or termination of each month. Employees who work less than full-time County employment except by reason of retirement or less than a twelve (12) month calendar year5 layoff due to lack of work, funds, efficiency reasons or separation for medical reasons, shall be credited with cancel 6 all sick leave on accrued to the employee as of the date of separation or termination. Should the 7 employee resign, in good standing, be separated for medical reasons or be laid off and return to 8 County employment in a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their leave eligible position within two years, accrued sick leave shall be restored, 9 but such restoration shall not apply where the former employment was in a term-limited position. 10 8.3. Employees eligible to accrue leave and who have successfully completed at least five 11 years of County service and who retire as a result of length of service or who terminate by reason of 12 death shall be paid, or their estates paid for as provided for by RCW Title 11, as applicable, an 13 amount equal to 35% of their unused, accumulated sick leave multiplied by the employee's option’s hourly 14 rate of pay in effect upon the date of leaving County employment, less mandatory withholdings. The sick leave used shall be computed on If a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by 15 retiree is rehired, the employee is not entitled to have the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawun-cashed out 65% of his or her former sick 16 leave balance reinstated. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due 13.1 Employees, during each twelve (12) months following their last date of employment, (after the first and each succeeding year of continuous employment with the Employer) shall be entitled as set forth below to personal illnesspaid sick leave at their current regular straight-time hourly rate for bona fide illness or injury-off-the job. 13.2 Sick leave shall be accrued by an employee depending upon the number of straight-time hours worked by the employee with the Employer in each twelve (12) months as follows: 1248 to 1679 24 1680 to 1999 32 2000 or more 40 13.3 Sick leave pay, excluding pregnancyto the extent it has been earned, shall be allowed up to fifteen begin on the third (153rd) normally scheduled working days per fiscal yearday of illness or injury-off-the job or the first (1st) normally scheduled working day, July 1 through June 30if the employee is hospitalized on such first (1st) normally scheduling work day, shall continue for each normally scheduled working day of illness thereafter or if the employee has a full sick leave bank (160 hours), and shall be accumulative from year in an amount per day equal to year without limitation. Absence the average number of less than one straight-time hours worked per day by the employee during the past twelve (12) months; provided 1) full day the daily total of sick leave pay under this Article and disability payments provided by the Health and Welfare Plan shall be charged not exceed the current regular straight-time rate for the employee's average hours up to the nearest quarter hour of absence. Personal illness of eight (8) hours per day; and 2) not more than five (5) consecutive working days duration sick leave pay shall be verified required in any one workweek. For the purposes of this Article, disabling outpatient surgery will be treated as hospitalization. 13.4 Sick leave pay shall be cumulative from year to year, but not to exceed a maximum of one hundred and sixty (160) hours. ▇▇▇▇ leave pay must be earned by a statement from a health care provideremployment with the Employer. 13.5 A Doctor's certificate or other authoritative verification of illness may be required by the Employer and, advising that if so, must be presented by the person is physically able to employee not more than forty-eight (48) hours after return to work. The health care provider’s statement shall verify If the illness from the first day of absence employee is absent more than two (2) scheduled days, such verification must be presented prior to the date of employee's return to work. , provided the Employer has given reasonable advance notice. 13.5.1 The Employer agrees it will not automatically require doctor’s notes when employees call in sick. 13.6 Any employee must furnish this statement upon return found to work and is not able have abused sick leave benefits by falsification or misrepresentation shall thereupon be subject to return to work until such statement is provided to Human Resources and/or the Supervisordisciplinary action, Manager, Principal and/or Administrator. In cases of excessive absence reduction or when abuse elimination of sick leave is evidentbenefits (including accumulated sick leave) and shall further restore to the company amounts paid to such employee for the period of such absence, following previous counsel with or may be discharged by the employeecompany for such falsification or misrepresentation. 13.7 Sick leave may be used to supplement Worker's Compensation to the extent it has been accumulated; however, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days total of sick leave utilization. When difference leave is exhaustedpay, disability payment under any insurance plan, and Worker's Compensation benefits paid to an employee in any calendar week shall not exceed the average earnings of the employee with three for the six (36) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according weeks prior to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee absence. 13.8 Family Leave - Employees shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick permitted family leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with RCW 49.12 on the lawsame terms and conditions (including eligibility requirements) as provided in Sections 13.1 through 13.8 above. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due Any employee needing to personal illnessutilize sick leave must contact his/her immediate supervisor prior to or during the first hour of each day of absence, excluding pregnancystating the necessity for the absence so that time records can be properly maintained and work schedules realigned. Where a relatively long period of absence is anticipated, the employee need only contact his/her supervisor on the first day of the absence but must state at the time the estimated date of return. The employee is required to submit to the appropriate administrator a letter or a suitable form giving the reason for absence. Employees may be absent without loss of pay, within the limits stated below. Absences shall be charged to sick leave. A full-time ten (10) month employee during the first fiscal year shall be advanced ten (10) days of sick leave. A twelve (12) month employee shall be advanced twelve (12) days during the first fiscal year. A full-time ten (10) month employee, after the first fiscal year, shall be allowed up to advanced fifteen (15) working days per of sick leave. A full-time (12) month employee, after the first fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitationadvanced eighteen (18) days of sick leave. Absence of Sick leave shall be prorated for employees who have been in duty status for less than one twelve (112) full day shall months. A new employee or a rehire must be charged to the nearest quarter hour of absence. Personal illness of more than on duty at least five (5) consecutive working days duration qualifying months during a fiscal year to be eligible the following year for the higher advanced rate of sick leave. A regular part-time or ten (10) month employee shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence advanced sick leave in proportion to the date of return to worktime worked. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of All unused sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care providercumulative. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar yearschedule, shall be credited with who is employed for additional periods of duty on a temporary basis, is permitted to use sick leave during these periods. Such an employee shall receive sick leave for the additional term of employment in proportion to the time worked. An employee on leave of absence requiring Board action shall not be advanced sick leave. An employee who becomes seriously ill while on vacation may have his/her vacation extended or take vacation at a pro-rata basis at later date. A serious illness is one that requires hospitalization or is of prolonged nature. This illness must be confirmed by the rate of one and one-quarter (1-1/4) days per month. 1attending physician. State Disability Insurance: Eligible employees who are enrolled An employee who, while on vacation, has a death in the California State Disability Insurance Program shall immediate family, or of a close relative, may have his/her vacation extended or take vacation at a later date. An employee who leaves the employ of the Board will be entitled to integrate SDI benefits with their accrued granted sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while days accumulated during prior service if he/she returns to duty within one (1) year. Ten (10) month employees who resign as of June 30 of any calendar year are eligible for such credit, provided they are re-employed the first duty day in September of the following calendar year. When an employee is receiving paygranted a leave of absence requiring Board action, his/her accumulated sick leave days are held in abeyance until he/she returns to duty. Normal authorized deductionsUpon return to duty, including retirement contributions, the employee will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply granted sick leave days according to the integration programpolicies in effect, but he/she will not lose his/her earned length of service for accumulation purposes. In accordance with state lawmatters concerning leave of absence because of illness, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District Superintendent may require a written certificate from a physician as proof of their desire to integrate their sick leave with SDI benefits. Isolation illness and Quarantine: No salary or sick leave deduction is made need for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineleave.

Sick Leave. Absence due to personal illness, excluding pregnancy, 1. Sick leave credit shall be allowed up to fifteen (15) working days earned at the rate of 3.7 hours per fiscal year, July 1 through June 30, and completed two- week pay period of service. The current practices concerning the earning of sick leave credits shall be accumulative from year continued only for those employees regularly scheduled to year without limitationwork in excess of forty (40) hours per week and only for as long as they are so scheduled. Absence of less than one (1) full day Sick leave shall be charged to earned from the nearest quarter hour employee's date of absenceemployment. Personal illness of more than Sick leave credit shall be earned for any pay period in which the employee has been in pay status for five (5) consecutive working days duration or more workdays or forty (40) hours. A part-time or intermittent employee shall be verified by earn sick leave as follows: a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement part-time or intermittent employee shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse earn .04625 hours of sick leave is evidentfor each hour in pay status per two-week pay period. For part-time employees, following previous counsel with the "hours in pay status" shall be an employee's regularly scheduled budget authorized hours. An employee may accumulate unused sick leave up to a maximum of nine hundred sixty (960) hours. However, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence amount of less than five (5) working days. When all unused sick leave accruals are exhaustedwhich can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days accumulation of sick leave utilizationand the amount of unused sick leave which can be credited toward State service for retirement purposes shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to ten percent (10%) for each eight (8) hours in pay status per two-week pay period. When difference leave is exhaustedthe maximum limitation has been accumulated, the employee with three (3) years of service days that would normally thereafter be earned shall lapse but shall be allowed to apply for a health leave; an recorded by the appointing authority. Any employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according who has such lapsed sick leave to his/her proper senioritycredit may apply to the Director of Human Resources to have the sick leave restored in the event of an extended illness. Upon resumption The Director of Human Resources at his/her dutiesdiscretion may authorize restoration of all or any part of the lapsed sick leave after thorough investigation, including complete medical reports of the illness requiring the continued absence of the employee. 2. Sick leave may be used for illness, necessary medical or dental care, or other disability of the employee or a member of the employee's immediate family which requires the attention or presence of the employee. Immediate family as used in this Article shall mean the spouse or significant other, the break in service will be disregarded parents of the spouse or significant other, the children of the spouse or significant other, the parents, stepparents, guardian, children, stepchildren, brothers, stepbrothers, sisters, stepsisters, wards, grandparents and grandchildren of the employee shall be fully restored as a permanent employee. During For the first purposes of this Article, “significant other” means that a relationship exists between two people, neither of whom is married, that is intended to remain indefinitely and where there is joint responsibility for each other’s common welfare, there are significant shared financial obligations, and they must be living together in a shared primary residence. This relationship must have existed for at least six (6) continuous months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall before benefits under this Article may be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthprovided. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due Section 1. Sick leave is intended to maintain an employee's income during a period of personal illnessillness or family emergencies, excluding pregnancyas set forth in this AGREEMENT. Section 2. As provided by State law, each employee shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative earn sick leave credits from year to year without limitation. Absence the first full pay period of less than employment at the rate of one (1) full working day per month without restriction as to the number of working days which may be accumulated. For calculating sick leave credits, two thousand eighty (2,080) hours shall equal one (1) year, and proportionate sick leave credits shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work earned and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned credited at the end of each monthpay period. Section 3. An employee may not accrue sick leave credits during a leave of absence without pay. Employees who work less than fullare not entitled to use or be paid for sick leave under the provisions of this AGREEMENT until they have been continuously employed for ninety (90) days. Upon completion of the qualifying period the employee is entitled to the sick leave credits earned. Section 4. Part-time or less than a twelve (12) month calendar year, employees shall be credited with earn sick leave credits on a pro-rata rated basis at provided they have worked the rate of one and qualifying period. Section 5. Upon separation, employees who have worked the qualifying period shall be entitled to be paid an amount equal to one-quarter (¼) of the amount attributed to the accumulated sick leave. Such pay shall only apply to those credits earned since July 1-1/4) days per month. 1, 1971. State Disability Insurance: Eligible employees who are enrolled in The pay attributed to the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued accumulated sick leave at the employee's option. The sick leave used shall be computed on a weekly the basis and of the employee's regular rate of pay at the time of separation. Section 6. Sick leave credits may be used as follows: A) Illness or injury of the employee. B) Illness, injury or death in the employee's immediate family requiring the employee's personal attendance. C) Quarantine for contagious disease control, provided certification is obtained from the attending physician. D) Doctor or dental appointments for treatment of employee's illness, injury, or preventive care. When possible the employee's supervisor shall be equal notified of the appointment at least forty-eight (48) hours in advance. E) Upon the death of an immediate family member, an employee shall be granted up to ten (10) consecutive days, charged to sick leave, to attend services or attend to other matters related to the number of hours necessary to compensate for regular wages less SDI benefitsimmediate family member’s death. 2F) Maternity related conditions including prenatal and postnatal care for either the employee or child. G) For the placement of a child for adoption or ▇▇▇▇▇▇ care of a child. Section 7. Disability checks received from SDI must Immediate family shall mean parents, grandparents, siblings, children or grandchildren of the employee, spouse of the employee, immediate in-laws, aunt, uncle, first cousin, or an individual though not related by blood, who has been a permanent member of the employee’s household. A) Any illness, medical appointment or emergency which necessitates use of sick leave shall be endorsed reported by the employee to the District while he/she is receiving payEMPLOYER as soon as possible, and it shall be the responsibility of the employee to assure proper reporting of use of sick leave for record keeping purposes. Normal authorized deductions, including retirement contributions, will Failure to report such leave as soon as possible shall be deducted considered absence without leave and a deduction from the warrant in accordance with employee's pay shall be made for the lawperiod of such leave. Such absences are grounds for disciplinary action including dismissal. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee B) Abuse of sick leave shall be cause for dismissal, forfeiture of payment for any accumulated sick leave, or other disciplinary action. The EMPLOYER reserves the right to investigate, require medical statements, and to contact the employee's physician if there is reason to suspect abuse. The EMPLOYER reserves the right to investigate at any time when abuse is suspected or to verify continued absences for scheduling purposes. Such certification may be required if absence from duty for illness purposes occurs frequently or habitually, or in such a manner as to use suggest a pattern of usage; or the Department Head has reason to believe the employee may be fraudulently using sick leave. Section 9. Absence from employment by reason of illness shall not be chargeable against unused annual vacation in conjunction with receiving SDI benefitsleave credits unless approved by the employee. Section 10. Employees must notify the District of their desire to integrate their Any holidays that fall during a period that an employee is on sick leave with SDI benefitsshall be charged as a holiday and not taken off the total accumulated sick leave. Section 11. Isolation and Quarantine: No salary or Abuse of sick leave deduction is made occurs when an employee misrepresents the actual reason for charging an absence due to contagious disease where isolation sick leave, or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, when an employee uses sick leave for the normal period of isolation or quarantineunauthorized purposes.

Sick Leave. Absence due to personal illness, excluding pregnancy, Section 1. Full-time employees shall be allowed entitled to sick leave with pay up to fifteen (15) working days per fiscal year, July 1 through June 30subject to satisfactory medical evidence if required, and shall be accumulative from year to year without limitationbeginning at the time of initial permanent employment in the bargaining unit. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working Unused sick days duration shall be verified by a statement from a health care providerin any twelve-month period, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisorafter initial permanent employment, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply accumulate to a total of three hundred (300) days, to be available solely for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days purpose of paid sick leave per calendar month and not for vacation or terminal leave purposes. However, for the purpose of Section 7 of this Article, the maximum accumulation is two hundred twenty-five (225) days. For purposes of calculating sick leave entitlement and accumulation, time spent on long-term leaves of absence for illness, injury, or other reasons shall not count toward sick leave entitlement and accumulation except as provided by law (FMLA). Section 2. Each employee shall receive annual notice of his accrued sick leave no later than second week of September of each year. An employee shall be granted as earned notified when his absences exceed his accumulated sick leave. No additional sick leave shall be awarded except by decision of the Employer at its sole discretion. Section 3. Employees shall be required to call in due to illness at the end earliest possible opportunity, but in no event later than one hour before their normal starting time if on the first shift; and no later than two (2) hours before normal starting time if on the second shift; such calls to be directed to the Director of each monthFacilities, or his designee, and the school’s main office. Employees who work less than full-time or less than If the employee fails to make the proper notification, the Employer may institute disciplinary action. Section 4. After 2 consecutive days of sick day use by an employee, the Employer may require medical evidence. When within the course of a twelve (12) month calendar fiscal year, an employee has used at least 7 sick days, or an employee has demonstrated a pattern of sick leave use (i.e. Mondays/Fridays, extension of holidays, etc), the employer may require medical evidence when an employee is out sick for any amount of time. Paid sick leave days are subject to satisfactory medical evidence when required by the Employer, including, if the Superintendent shall direct, an examination by a physician mutually agreed to by the Custodian and the Superintendent, at no additional expense to the Custodian. The doctor’s decision shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthfinal. 1Section 5. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall Vacation leave may be entitled to integrate SDI benefits with their accrued used for sick leave at the employee's option. The ’s option if his available sick leave used shall be computed on days have been exhausted. Section 6. In case of an absence from work which is caused by an accident or injury occurring while the employee was actively at work under this Agreement, the Employer shall, for a weekly basis and shall be equal period not to exceed two calendar years from the number date of hours necessary to compensate for the alleged accident or injury, make up the difference between the employee’s regular wages less SDI benefits. 2. Disability checks and the amount received from SDI must be endorsed by the employee under Workers' Compensation, and days absent beyond the first five (5) days of absence because of such accident or injury shall not be charged against the accrued sick leave of the employee, nor shall the amount of such differential payments be charged against the employee’s accrued sick leave. The employee is obligated to reimburse the Town of Weston promptly for any duplicate payments arising out of delays in Workers' Compensation remittances. The Employer reserves the right to require the employee to undergo physical examinations by Town-appointed and Town-paid physician(s) as a condition of continuation of benefits under this Section. Section 7. At such time as a full-time employee either retires from the service of the Schools, or resigns from the service of the Schools with at least twelve (12) years of full-time continuous service in the bargaining unit as a permanent employee, he shall receive payment for 50% of his accumulated unused sick leave -- as limited by Section 1 of this Article -- at the rate of his then current regular compensation as specified on Appendix C of this Agreement and as qualified under Article VI, Section 2C. An employee hired on or after July 1, 1999 shall receive payment for 25% of his accumulated unused sick leave - as limited by Section 1 of this Article. Section 8. When an employee dies, his/her estate or beneficiary shall be entitled to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due payment to contagious disease where isolation or quarantine is ordered, and may which the employee would have been contracted during entitled under the performance provisions of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineSection 7 above.

Sick Leave. Absence 24.01 Employees shall be granted sick leave in accordance with the provisions of this Collective Agreement. 24.02 Sick leave is available to provide protection for an Employee from loss of earnings due to personal illness, excluding pregnancy, shall be allowed up illness or injury for which compensation is not payable under the Workers' Compensation Act. 24.03 An Employee is entitled to fifteen receive sick leave with pay provided they satisfy the Employer that they have an illness or injury and; (15a) working days per fiscal year, July 1 through June 30, and shall be accumulative from year is unable to year without limitation. Absence perform the normal duties of less than one their position; (1b) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or perform alternate duties; and (c) has the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of necessary sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five credits. (5a) working days. When all Employees will accumulate sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter twenty (1-1/420) days per monthyear, to a maximum of one hundred and ninety-five (195) days. The Employer will continue to recognize the accumulated sick leave credits the Employee has upon the signing of this Collective Agreement and will permit Employees to continue to accumulate days to a maximum of one hundred and ninety-five (195) days. No sick leave days will be lost to the Employee due to changes in existing plans. 1. State Disability Insurance: Eligible employees who are enrolled (b) Notwithstanding (a) above, where an Employee uses more of their allotted sick leave in a year than they accrue based on the California State Disability Insurance Program time worked in a year, the Employee shall repay the excess amount of sick leave used. 24.05 Notification of sick leave credits and the accumulated sick leave credits shall be entitled given to integrate SDI benefits with each Employee in September of every year on their accrued pay statements. 24.06 In all cases of injury or illness, an Employee shall notify their supervisor as soon as reasonably possible. 24.07 Pay for sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be an amount equal to the number of hours necessary to compensate amount received for regular wages less SDI benefitstheir normal working day. 2. Disability checks received from SDI must 24.08 Sick leave accumulation shall be endorsed reduced by the employee amount of sick leave taken after the allotment for the current year is first used. Likewise, unused sick days will be added to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawcurrent accumulation on July 1st of each year. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due ‌ (Refer to personal illnessSection 3.12.070 of the Personnel Rules): A. The objective of this section is to provide methods of furthering the health and general welfare of City employees, excluding pregnancy, shall as well as ensuring maximum and reasonable job attendance. ▇▇▇▇ leave should not be allowed up viewed as a right to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative used at the employee's discretion; rather it is a privilege of paid time away from year to year without limitation. Absence work duties in the event of less than one (1) full day shall be charged to of the nearest quarter hour following circumstances: 1. Actual illness or injury of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising the employee that the person is physically able to return to work. The health care provider’s statement shall verify the illness occurred away from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and job setting, except where such injury/illness occurred in connection with off-duty (outside) employment when an injury is not able to return to work until such statement is provided to Human Resources and/or the Supervisorjob-related, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored charged with sick leave usage only to the extent that their salary is not covered by ▇▇▇▇▇▇’s Compensation. 2. The employee's exposure to a contagious disease. 3. Where the employee’s medical attention to an immediate family member is required. Immediate family member includes any person living in the employee’s immediate household and as defined pursuant to Municipal Code 3.00.420. 4. Emergency leave due to the death or imminent death of family members. B. Accrual/Use: Sick leave is accrued by all classified employees on the basis of biweekly payrolls based upon eighty (80) hours of paid time per pay period for all employees except 24-hour workers whose accrual will be based upon one hundred and twelve (112) hours per pay period. On each day following completion of one (1) month of continuous service, eligible full-time employees shall receive credit for eight (8) hours or one-half (1/2) of a permanent employee. During 24-hour shift leave with pay, the first total of which shall not exceed twelve (12) days or six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a shifts in any twelve (12) month calendar year, period. Sick leave may be used for those purposes listed above. Employees on a modified schedule work assignment shall be credited with accrue sick leave on a pro-pro rata basis at the rate of one and hours worked. Maximum accumulation of sick leave shall be unlimited. Employees may be granted sick leave in minimum units of one-quarter half (1-1/41/2) days per month. 1hour for those reasons specified in Subsection A, provided that such time has been earned. State Disability Insurance: Eligible Department heads may require probationary employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued support each incident of sick leave at use after the employee's option. The first twenty-four (24) hours of sick leave used is taken by use of a medical certification of a health care provider as set forth in section G below. Employees shall not use sick leave for disabilities determined to be computed on a weekly basis and job related, except as provided for in Section 3.12.100 of the Roseville Municipal Code, nor shall employees be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required allowed to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period sole purpose of isolation or quarantineutilizing such accrued time prior to separation from service.

Sick Leave. Absence due to personal illness, excluding pregnancy, Each employee shall be allowed up to fifteen credited with four (154) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, at the employee with three (3) years end of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification month of his/her previous assignmentemployment of each normal contract year. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or fundsThereafter, in which case he/she shall be ranked according credited with one (1) day of sick leave for each month of employment. In the event an employee is employed for less than four (4) months during a work year, the four (4) days shall be prorated. An employee who is assigned to normally work less than forty (40) hours per week shall only be credited with his/her proper senioritypro- rata share of sick leave as provided herein. Upon resumption For purposes of his/her dutiesearning sick leave, the break in service will be disregarded and the a day shall not exceed eight (8) hours. No employee shall be fully restored as may earn, during any fiscal year, more than a permanent employee. During the first six total of one (61) months day of sick leave for each complete month of employment, one and one-quarter (1- 1/4) days of paid . Except as provided herein sick leave per calendar month shall only be granted as used up to the maximum amount earned. The Board shall credit employees with earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the beginning of each payroll period, not to exceed two (2) payrolls per month. Sick leave may be used for either personal illness (including illnesses or disablement related to or disablement due to the birth of a child, provided the matters prescribed within these parentheses shall not be applicable to any employee on maternity leave) or illness or death of a child, spouse, parent, brother, sister, grandparent, grandchild, aunt, uncle, niece, nephew, child’s spouse, father-in law, mother-in-law, sister-in-law, brother-in-law, or a person residing in the same household as the employee's option. The In the event an employee terminates his/her employment and has not accrued the four (4) days of sick leave available to him/her, the Board shall withhold from the employee’s pay the average daily amount for sick leave used but unearned. Sick leave days shall be computed on a weekly basis and used for absences during the regularly scheduled workday to the extent of the total number of days the employee has accumulated from year to year. Pay for each day of sick leave utilized shall be equal calculated at the employee’s straight time hourly rate. Sick leave pay shall be applicable to regularly scheduled workdays only. As used herein “day” shall mean the number normal workday of hours necessary to compensate for regular wages less SDI benefits. 2the employee. Disability checks received from SDI must be endorsed by In the event an employee to the District while has exhausted all his/her sick leave and he/she is receiving pay. Normal authorized deductionsshall qualify for additional sick leave use, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee he/she shall be required allowed to use his/her accrued vacation leave in conjunction with receiving SDI benefits. Employees must notify the District lieu of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or provided that the use of such accrued sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, must be for the normal period same purpose(s) as are authorized for use of isolation or quarantineregularly accrued sick leave.

Sick Leave. Absence due to personal illness, excluding pregnancy, A. On July 1 employees shall be allowed up to receive fifteen (15) working sick days per fiscal year, July 1 through June 30, year and sick leave days may be accumulated up to a limit of two hundred fifty (250) days. The maximum accumulation shall be accumulative from effectuated on June 30 each year to year without limitationor upon leaving employment. Absence The Superintendent or his/her designee may request a health provider's certification of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than or injury after a teacher uses five (5) consecutive working days duration sick days. B. Sick Leave Bank - The sick leave bank presently in existence shall be verified by a statement from a health care provider, advising that the person is physically able to return to workcontinued. The health care provider’s statement bank shall verify the be maintained at a minimum of one (1) day per bargaining unit member and a maximum of two (2) days, for utilization by employees whose own sick leave accumulation, both annual and accumulated, is exhausted through illness or accident and who require additional sick leave to make full recovery from the first day of absence to the date of return to workan illness or accident. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse initial grant of sick leave is evident, following previous counsel with by the employeesick leave bank committee to an eligible employee shall not exceed thirty (30) days. Upon completion of the thirty (30) day periods, the Supervisor, Manager, Principal and /or Administrator period of entitlement may request in writing that be extended by the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhaustedbank committee upon demonstration of need by the applicant . The sick leave bank shall be administered by a sick leave bank committee consisting of four (4) members. Two (2) members shall be designated by the School Committee to serve at their discretion and two (2) members shall be designated by the Association. If a tie in voting occurs, relative to the use of sick leave bank days, the employee is placed on "Difference Leave" if covered decision shall be in favor of the applicant. The sick leave bank com mittee shall determine the eligibility for the use of the bank and the amount of leave to be granted. The following criteria shall be used by the com mittee in administering the bank and in determining the eligibility and amount of leave: 1. Adequate medical evidence of serious illness. 2. Prior utilization of all eligible sick leave and personal leave (which can be used for illness or injury). 3. Length of service in the Barnstable School System. 4. Propriety of use of previous sick leave. An applicant must submit to the sick leave bank committee a statement Certification of Health Care Provide for Employee's Serious Health Condition (U. S. Department of Labor Form WH-380-E as of July 1, 2009) from a the applicant's health care provider. An employee on "Difference Leave" If the sick leave bank is paid exhausted, it shall be renewed by the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period contribution of five (5) months. The five (5) month period is calculated from the first days one additional day of sick leave utilizationby each employee covered by this Agreement. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) Such additional days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant employee's annual fifteen ( 15) days of sick leave. The sick leave bank committee shall determine the time when it becomes necessary to replenish the bank. By December 1, 2009, and September 30 of each succeeding year, the Committee will report to the Association the number of sick days in the sick leave bank as of the end of the preceding school year. The decision of the sick leave bank committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal. C. If an employee has reached the maximum accumulation of sick leave in accordance with Section A of this Article, the days to which the employee would be entitled which are not credited to the employee's sick leave account because of being over such maximum shall be credited to the sick leave bank. D. Any employee with five or more years of service in Barnstable who has no absences during a marking term will be entitled to a $100 per-marking­ term attendance incentive (for a total of up to $400 for the year) to be paid within 30 days of the end of the school year. Neither an approved professional development day nor a day of jury duty for which an employee is summoned will constitute an absence for purpose of the attendance incentive plan. E. A sick day buy-back plan is established as follows: 1. An employee who retires or dies with at least 10 years of service in Barnstable will be paid for each accumulated sick day in accordance with the lawfollowing table. Years of SeJVice At least 20 years 15-20 years 14 years 13 years 12 years 11 years Accumulated Sick Days At least 180 days At least 180 days At least 160 days At least 150 days At least 145 days At least 135 days Payment $25 per day $20 per day $20 per day $20 per day $20 per day $20 per day Years of Service 10 years Accumulated Sick Days At least 1 25 days Payment $20 per day 2. The employee shall provide written notice to the Superintendent of the employee's intent to utilize the sick leave buy-back option on or before the November 1 immediately prior to the employee's retirement date, when such date takes effect at the end of that school year. (For example, an employee retiring on the last day of the 201 3-2014 school year must have provided written notice on or before November 1, 201 3.) Payment for such buy-back option shall be made on or before the July 15 immediately following the effective date of such retirement. In cases where the effective date of retirement is prior to the last day of the school year, the employee shall provide such written notice to the Superintendent by the December 1 immediately preceding the school year in which the effective date of retirement shall occur. (For example, an employee retiring on March 1, 20 14, must have provided written notice on or before December 1, 201 2 .) Payment of the buy-back option shall be made within thirty (30) days following the effective date of retirement. a. Failure to comply with foregoing notice requirements forfeits any entitlement to sick leave buy-back. b. Notice given under Paragraph 3 of an employee's intent to utilize the sick leave buy-back option also constitutes the employee's notice of intent to retire and is irrevocable, except that in extraordinary circumstances the Superintendent may allow an employee to rescind a notice of intent to utilize the sick leave buy­ back option/notice of intent to retire. Any such decision by the Superintendent is non-precedent-setting and not subject to the grievance or arbitration provisions of this Agreement. 3. SDI regulations shall apply In the case of the death of an eligible employee, payment will be made to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify employee's estate within three months of the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineemployee's death.

Sick Leave. Absence a) Each Regular employee shall accumulate one (1) day sick leave with pay for each calendar month of employment. An employee shall not be entitled to sick leave with pay unless he/she has acquired three (3) months continuous service credit, and, in no case shall sick leave be retroactive to any absence due to personal illnesssickness during the first three (3) months of service credit. Effective March 1, excluding pregnancy1978, after the completion of the fourth (4th) year of employment, each Regular employee shall be allowed up to fifteen accumulate one and one-fourth (151¼) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitationsick leave with pay for each calendar month of employment. Absence *Two sick leave days are designated as two of the five Personal Flexible Days in accordance with the National Agreement (page 35). b) For employees with less than one (1) full year of continuous service, paid sick leave shall commence with the second day of any illness and the first day of illness shall not be counted against accumulated sick leave. The first day waiting period shall be waived when the employee is hospitalized or when the employee is directed off work by the Administrator or his/her designee due to operational health conditions within the facility. The one-day waiting period will not apply to employees with one (1) year or more of continuous service. c) A Regular employee working less than forty (40) hours per week shall accumulate sick leave in the proportion that his/her regular scheduled hours of work per week bear to forty (40) hours. d) Pay for sick leave shall be that straight-time pay which the employee would have received had he/she worked his/her regular schedule that day, including any shift differential or split shift differential he/she was receiving. Paid sick leave shall count as time worked for purposes of computing overtime for hours worked later in the same work week. e) ▇▇▇▇ leave shall be applicable only if the employee is ill on a day he/she is scheduled to work. f) Pre or Post Banked Sick Leave may only be used following exhaustion of Annual Sick Leave, or for statutory leaves (e.g., CESLA, FMLA, Workers Compensation, etc.), or when the employee is hospitalized. Medical verification may be required for use of Banked Sick Leave. Post Banked Sick Leave accrued after December 31, 2005 will be used following exhaustion of any Pre Banked Sick Leave accrued prior to January 1, 2006. g) If an employee claims sick leave, the Employer may require reasonable proof of physical disability sufficient to justify the employee's absence from work for the period claimed, if the Employer has reasonable doubt of the validity of the disability. h) If a holiday occurs during the absence of an employee on paid sick leave for which he/she is eligible to be paid, such pay shall be charged to the nearest quarter holiday and not against his/her sick leave credit. i) Employer paid sick leave shall be reduced by the amount of any basic Unemployment Compensation Disability (UCD) benefit the employee is eligible to receive, and the amount of such benefit shall not be charged against the employee's accumulated sick leave credit. j) If an employee is eligible for Worker’s Compensation Insurance payments, they will be integrated with Employer paid sick leave in the manner described in Section 6.40 h) above. k) An employee returning from paid sick leave shall be returned to his/her former job, and any employee not so returned to his/her former job shall be paid his/her straight-time pay until reinstated. l) An employee shall furnish forty-eight (48) hours notice of his/her readiness to return to work and if requested to do so must supply certification by a physician on the staff of the Employer of his/her physical fitness to perform the work required of him/her. m) For employees with one (1) or more years of continuous service paid sick leave shall also apply for hours directly associated with medical or dental appointments including appointments covered by the Kaiser Psychiatric Plan "A" or the Alternate Medical Plan. For those employees whose appointments are away from the facility where they work, the appointment will be scheduled so that at least part of that scheduled appointment falls in the last hour of absencetheir scheduled shift. Personal The employee will give written notice of at least twenty-four (24) hours and supply verification that the appointment was kept. n) Data concerning employees' sick leave and accrual will be supplied by the designated lab supervisor upon request. o) Effective June 11, 2003, employees who are hospitalized during a pre-approved vacation may utilize vacation days in lieu of sick leave for the period of hospitalization. Employees who suffer a disabling illness or injury of more than at least five (5) consecutive working days duration while on a prescheduled vacation leave, may designate 50% of the verified period of illness to unused sick leave. Reasonable verification may be required. p) Sick leave shall be verified by a statement from a health care providerapplicable not only as described elsewhere in this Section, advising that the person is physically able but also for psychological treatment as an inpatient in an accredited institution and for outpatient treatments appended to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthinpatient care. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due Section 24.1 Paid Sick Leave Days Employees are eligible for paid sick leave days. Sick leave days will accrue at the following rate: Full-Time Employee Sick Leave Maximum Annual Hourly/Salary Paid 4.6 hrs/per 80 119.6 hours=15 days Hour pay period Section 24.2 Active Pay Status For purposes of accumulating sick leave hours, “active pay status” is defined as hours actually worked and any paid time off hours (vacation, sick leave, bereavement leave and holidays). It shall not include non-paid time off. Section 24.3 Compensation Approved paid sick leave will be paid at the employee’s regular rate of compensation. Sick leave may be taken in one-half (½) hour increments. Section 24.4 Accumulation Eligible full-time employees may accumulate unused sick leave days up to a maximum of 1040 hours (130) days. Employees who have reached the maximum “cap” amount will receive a cash benefit, at the end of the year, for any accrued paid sick leave hours over the maximum amount as follows: the cash benefit shall equal one hour of the employee’s regular rate of pay for every two hours of unused sick leave credit. The pay rate for purposes of this section is defined as the regular hourly wage being earned by the employee on December 31 of the calendar year in which the sick leave was accrued. Unused, accumulated sick leave cannot be converted to personal illnessholidays, excluding pregnancyvacation, or transferred to other staff. Unused, accumulated sick leave days shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence forfeited upon separation of less than one employment with two narrow exceptions: (1) full day shall be charged to upon the nearest quarter hour voluntary retirement of absence. Personal illness any full-time employee with ten (10) years of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that public service under the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhaustedState Retirement System, the employee is placed on "Difference Leave" if covered will be entitled to a payout for twenty-five percent (25%) of the value of the full-time employee’s unused and accumulated sick leave credit up to the maximum 130 day limit; or (b) the same pay out arrangement shall be made to the full-time employee’s spouse or estate upon the death of an employee who was actively employed by a statement from a health care providerthe City. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of may use sick leave utilizationonly up to the amount that has been accumulated at the time of need. When difference If sick leave is exhausted, an employee may opt to use any accrued vacation that may be necessary, upon the employee with three (3) years approval of service shall be allowed to the City Manager, or may apply for a health leave; an employee with less than three (3) years any applicable leave of service is placed on a reemployment list for a period absence. Otherwise, any medically-related absence in excess of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days number of paid sick leave per calendar month days accumulated to the employee’s credit will be without pay. In the event an employee is killed in the line of duty, any accrued, but unused sick leave shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled paid to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits’s surviving spouse or estate. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence All Bargaining Unit employees employed prior to January 1, 2008, shall be entitled to earned ▇▇▇▇ Leave at the rate of 4.6 hours for each completed and paid eighty (80) hours of service. Such accumulation shall not exceed fifteen (15) days in any one (1) year period. All employees employed on or after January 1, 2008, shall be entitled to earned ▇▇▇▇ Leave at the rate of 3.1 hours for each completed and paid eighty (80) hours of service. Such accumulation shall not exceed ten (10) days in any one year period and shall not exceed a maximum total accumulation in excess of one hundred twenty (120) days at any time. Credit shall be given for all time in active pay status. No credit shall be given for hours worked in excess of eighty (80) hours per pay period as overtime or for time on an unpaid leave, industrial injury (unless using paid sick leave), layoff, or any other unpaid absences. Sick leave hours may only be used for such time an employee would have normally been scheduled to work and shall not exceed eight (8) hours in any given day. Sick leave shall be charged in increments of not less than one quarter (1/4) hour. Section 2. Such days accumulated may be used as paid sick leave days for absence due to personal illness, excluding injury, medical condition, exposure to contagious diseases which could be communicated to other employees, or such reasonable time necessary for employee doctor or dental appointments, including time needed for travel to and from the appointment. Additionally, sick leave may be used for serious illness, injury, or medical condition in the employee's immediate family which shall be defined as spouse and dependent children living in the same household. An employee may also utilize paid sick leave not to exceed five (5) days per calendar year in cases where the employee’s parent or someone who raised the employee as a parent, who may or may not live in the household, has a serious health condition which necessitates time off. Section 3. Personal days deducted from sick leave as set out below shall remain in full force and effect for the remainder of 2019. Beginning January 1, 2020, employees will be provided personal days spelled out in Article 20, which will not be deducted from sick leave. In each calendar year, three (3) of such sick days (twenty- four [24] hours) accumulated may be used as personal days to be scheduled upon approval of the Agency. Such personal days may be charged in increments of one quarter (1/4) hour. To be eligible to use sick time as personal days, an employee must maintain a bank of not less than forty (40) hours. In each calendar year, part-time employees shall be eligible to use sick leave as personal days on a pro-rata basis, based upon the employee’s number of regularly scheduled hours, scheduled upon approval of the Agency. Such personal days may be charged in increments of one quarter (1/4) hour. To be eligible to use sick time as personal days, an employee must maintain a bank of not less than forty (40) hours. Personal days may not be scheduled in anticipation of having time available when scheduled to be off. Personal day use shall be regulated on a calendar basis. Section 4. In cases where an employee's disabling illness, injury, pregnancy, or other medical condition prohibits an employee from performing the substantial and material duties of their position, the Employer may require the employee begin sick leave or medical leave. Reinstatement shall be subject to the rules and regulations governing such return. Section 5. An employee who is ill and unable to report to work shall so notify the Health Commissioner or his designee within one-half (1/2) hour prior to their scheduled starting time. Employees, who begin their work day at an outside work location for a clinic, shall be allowed up required to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence report absences a minimum of less than one (1) full day hour in advance of their starting time. Employees scheduled to work outside the normal day, must report the reason for their absence two (2) hours prior to their scheduled starting time, except for unusual circumstances beyond their control. Where ▇▇▇▇ Leave is requested to care for members of the immediate family, as defined in Section Two (2), the Employer may require a physician's statement to the effect that the presence of the employee is necessary to care for the ill member. If illness or disability continues past the time covered by earned ▇▇▇▇ Leave, the employee may be granted a Leave of Absence Without Pay upon application and approval. Section 6. In cases where the Employer can substantiate the abuse of sick time, either on an individual case or by virtue of a demonstrated pattern, they shall have the right to challenge the use of this time as abuse of Sick Leave. Employees failing to comply with the Sick Leave rules and regulations shall not be paid. Fraudulent applications for Sick Leave shall be charged to the nearest quarter hour of absencegrounds for disciplinary action which may include dismissal. Personal illness of more than five After three (53) consecutive continuous working days duration shall of illness, a physician's statement will be verified by a statement from a health care providerrequired establishing the employee has received medical attention, advising that the person was unable to report to work, and is physically now able to return to work. The health care provider’s statement Updates may be reasonably required in extended illnesses. Verification of receipt of medical attention will be required when the number of frequencies exceed four (4) unverified occurrences in any given calendar year. Sick Leave benefits shall verify not apply to any employee whose illness or injury occurred while in the illness from the first day employ of absence another employer or receiving compensation subject to the date jurisdiction of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or Workers' Compensation laws or as the Supervisor, Manager, Principal and/or Administrator. In cases result of excessive absence or when abuse action within the control of sick leave is evident, following previous counsel with the employee, the Supervisorsuch as self-inflicted, Manager, Principal and /or Administrator may request in writing that the employee furnish committing a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work felony or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthsimilar action. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence Sick Leave - Each employee shall earn 4.6 hours paid sick leave upon completing each 80 hours of regular service. Sick leave hours are accumulated for hours worked on overtime. Unused sick leave shall be accumulated without limit. Sick leave shall be used in good faith. A violation of this Article is subject to Article VI of this Agreement (Corrective Action). 1. An employee who moves from one office of the Sheriff to another with no break in service, or who is hired from another public employer in Ohio to Sheriff’s Office employment within ten (10) years of his prior service, shall be credited with the unused or unconverted balance of his sick leave accumulated in his prior service. The employee is responsible for obtaining certification of his previously accumulated sick leave. 2. Employees may use sick leave for absence due to personal illness, excluding pregnancy, shall injury, exposure to contagious disease which could be allowed up communicated to fifteen (15) working days per fiscal year, July 1 through June 30other employees, and shall for absence due to illness, injury or death in the employee’s immediate family. 3. Abuse of sick leave may be accumulative from year grounds for disciplinary action. 4. “Immediate family” for purposes of sick leave, other than for funeral leave, include: parents, spouse, children, and step-children. 5. An employee who is absent due to year without limitation. Absence one of less than the above reasons must report his absence to the Sheriff’s Office at least one (1) full day hour before his shift begins or prior to reporting off sick while on duty. 6. When sick leave is used it shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness deducted from the first day employee’s sick leave credit on the basis of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse one quarter (1/4) hour of sick leave is evidentfor every quarter (1/4) hour of absence from previously scheduled work. 7. Upon death of an employee, following previous counsel with unused accumulated sick leave shall be paid to his spouse, children or parents, if any, in that order, or to his -estate. Payment for accumulated sick leave at the time of death shall be based on the employee’s regular rate of pay at the time of his death, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence with one such hour of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid pay for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with every three (3) years hours of service shall be allowed to apply for a health accumulated sick leave; an employee with less than three . 8. Upon separation from employment, the Sheriff will pay employees who have ten (310) years of service is placed on a reemployment list with the department one-fourth (¼) of their accumulated sick leave. 9. If an employee’s illness or disability continues beyond the time covered by his earned sick leave, he may request an unpaid disability leave or other unpaid leave of absence. Employees may also use earned vacation time or compensatory time after exhausting sick leave, but before applying for an unpaid leave. 10. An employee shall be credited with an additional eight (8) hours of compensatory each time they do not utilize any sick leave for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration programmonths. In accordance with state lawthis provision, no an employee shall would be required eligible for two days maximum per year. The six month periods are defined as January to use vacation in conjunction with receiving SDI benefits. Employees must notify the District end of their desire June and July to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance end of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineDecember each year.

Sick Leave. Absence due to personal illness, excluding pregnancy, 1. New Employees shall be allowed up entitled to fifteen (15) working days per fiscal paid sick leave earned at the rate of 7 1/2 hours for each month of employment in the first calendar year. Thereafter, July 1 through June 30, and Employees shall be accumulative entitled to a total of 112.5 hours of sick leave. Sick leave may be accumulated from year to year without limitation. Absence of less than one (1) full day shall provided that at no time will an Employee be charged entitled to the nearest quarter hour of absence. Personal illness of accumulate more than five (5) consecutive 1350 working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse hours of sick leave during any one year, including the hours earned or to be earned in the current sick leave year. Thereafter, any unused annual sick leave is evident, following previous counsel with converted to vacation hours on the employeebasis of 7-1/2 hours for each 22-1/2 sick leave hours. At retirement or termination after ten (10) years of service, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence Employee will receive one-third (1/3) of less than five (5) working days. When all unused accumulated sick leave accruals are exhaustedcomputed on the basis of final salary. 2. Pay for any sick leave shall be at the Employee's regular pay. 3. Emergency sick leave is granted to an Employee whose spouse, child or parent has an illness, is under a physician's care and requires custodial support. The Employee may apply for Emergency Leave and utilize his/her Sick Leave or accrued Sick Leave. The application shall be submitted in advance to the Board of Freeholders for consideration and shall contain the proper documentation. If the Emergency Leave is granted by the Freeholders, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between may utilize his/her salary and that paid Sick Leave or accrued Sick Leave for said leave, not to exceed three months. If the County modifies the Emergency Sick Leave Policy during the term of this Agreement, then the new Policy will be extended to the employees covered by this Agreement. 4. Extended sick leave is granted to an Employee who has exhausted his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of accrued sick leave utilizationdays, whose disabilities continue and is under a doctor's care. When difference Extended sick leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list available for a period of thirtytwenty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (626) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis weeks at the rate of one and one-quarter fifty (1-1/450%) days per month. 1percent of the Employee's base pay. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued Extended sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefitsis available upon medical documentation. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due ‌ 22:01 It is agreed by both parties that earned sick leave entitlement shall be granted by MCFS where an employee is unable to personal be at work and perform the employee’s regular duties as a result of illness or injury. 22:02 The sick leave to which an employee is entitled shall accumulate (a) during the first four (4) years of service at the rate of four (4) (three point six two five [3.625]) hours for each eighty (80) (seventy-two and one-half [72.5]) hours of accumulated service (thirteen [13] working days per year) and (b) after the first four (4) years of service at the rate of four point six one five (4.615) (four point one eight three [4.183]) hours for each eighty(80) (seventy- two and one-half [72.5]) hours of accumulated service (fifteen [15] working days per year). 22:03 Sick leave shall not accumulate beyond one hundred and sixty (160) working days. 22:04 Sick leave with pay up to, but not exceeding, the net amount of entitlement will be paid to hourly paid employees based on the number of hours they normally would have been scheduled to work on the day they were absent on sick leave. 22:05 Earned sick leave entitlements may be granted by the immediate Supervisor to the extent of accumulated sick leave credits. Up to five (5) sick leave days may be advanced to an employee within the sole discretion of the Executive Director. In the event an employee resigns or their employment is terminated for any reason any deficit in their sick leave entitlements as a result of an advance of sick leave shall be eligible to be deducted by the Employer from any final payments being made to the Employee. 22:06 An employee who has been absent on sick leave with pay, upon returning to work, shall continue to accumulate sick leave. 22:07 An employee shall accumulate sick leave credits from the date of commencement of employment. 22:08 Sick leave shall not be taken in advance of when it is earned, with the exception of Article 22:05 above. 22:09 Sick leave includes a period of time that an employee is away from work for which compensation is not payable under The Worker’s Compensation Act, or by the Manitoba Public Insurance Corporation. 22:10 Any illness causing absence must be reported to the employee’s immediate supervisor, prior to or within one (1) hour of commencement of shift on each day of illness. Failure to report will be regarded as leave of absence without pay. 22:11 Where an employee becomes ill during the period of the employee’s scheduled annual vacation, excluding pregnancythe Employer may grant sick leave and credit the employee with alternate days vacation equivalent to the number of days approved sick leave providing the illness is over three (3) days and the employee provides a medical certificate certifying proof of illness. The employee will be responsible to provide proof of illness and/or hospitalization satisfactory to the Employer. 22:12 The Employer may require a certificate or report from a qualified medical practitioner as proof of the employee’s fitness to return to work or to determine the approximate length of illness or as proof of illness in regard to any claim paid during the period of illness. In the event there is a fee associated with a report requested by the Employer the Employer will pay for the report to a maximum of one hundred fifty dollars ($150). 22:13 Should it be necessary for an employee to attend a doctor or dentist outside of their community area by reason of non-availability of service in their community, the employee shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged shift off with pay, to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising extent that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evidentcredits have been accumulated, following previous counsel with for the employeetime necessary to attend such 22:14 If an employee has no sick leave credits banked, days absent due to illness will be considered leave without pay. Upon the Supervisor, Manager, Principal and /or Administrator may request in writing that of the employee furnish a health care provider’s statement and at the discretion of the supervisor or designate wellness and/or vacation credits may be applied to verify such absences. 22:15 An employee who resigns or whose employment is terminated for any future absence reason shall not be entitled to payout of less than five (5) working days. When all any unused sick leave accruals are exhausted, credits. 22:16 Coverage under the employee is placed on "Difference Leave" if covered by extended health benefit plan continues during a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for leave period, to a maximum period as defined in the plan text for disability coverage, and arrangements satisfactory to the Employer must be made for payment of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years portion of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthpremiums. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, 1. Sick leave credit shall be allowed up to fifteen (15) working days earned at the rate of 3.7 hours per fiscal year, July 1 through June 30, and completed two- week pay period of service. The current practices concerning the earning of sick leave credits shall be accumulative from year continued only for those employees regularly scheduled to year without limitationwork in excess of forty (40) hours per week and only for as long as they are so scheduled. Absence of less than one (1) full day Sick leave shall be charged to earned from the nearest quarter hour employee's date of absenceemployment. Personal illness of more than Sick leave credit shall be earned for any pay period in which the employee has been in pay status for five (5) consecutive working days duration or more workdays or forty (40) hours. A part-time or intermittent employee shall be verified by earn sick leave as follows: a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement part-time or intermittent employee shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse earn .04625 hours of sick leave is evidentfor each hour in pay status per two-week pay period. For part-time employees, following previous counsel with the "hours in pay status" shall be an employee's regularly scheduled budget authorized hours. An employee may accumulate unused sick leave up to a maximum of nine hundred sixty (960) hours. However, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence amount of less than five (5) working days. When all unused sick leave accruals are exhaustedwhich can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days accumulation of sick leave utilizationand the amount of unused sick leave which can be credited toward State service for retirement purposes shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to ten percent (10%) for each eight (8) hours in pay status per two-week pay period. When difference leave is exhaustedthe maximum limitation has been accumulated, the employee with three (3) years of service days that would normally thereafter be earned shall lapse but shall be allowed to apply for a health leave; an recorded by the appointing authority. Any employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according who has such lapsed sick leave to his/her proper senioritycredit may apply to the Director of Human Resources to have the sick leave restored in the event of an extended illness. Upon resumption The Director of Human Resources at his/her dutiesher 2. Sick leave may be used for illness, necessary medical or dental care, or other disability of the employee or a member of the employee's immediate family which requires the attention or presence of the employee. Immediate family as used in this Article shall mean the spouse or significant other, the break in service will be disregarded parents of the spouse or significant other, the children of the spouse or significant other, the parents, stepparents, guardian, children, stepchildren, brothers, stepbrothers, sisters, stepsisters, wards, grandparents and grandchildren of the employee shall be fully restored as a permanent employee. During For the first purposes of this Article, “significant other” means that a relationship exists between two people, neither of whom is married, that is intended to remain indefinitely and where there is joint responsibility for each other’s common welfare, there are significant shared financial obligations, and they must be living together in a shared primary residence. This relationship must have existed for at least six (6) continuous months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall before benefits under this Article may be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthprovided. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due 1. Sick leave credit shall be earned at the rate of seven (7) hours per calendar month of service. Sick leave shall be earned from the employee's first date of work. Sick leave credit shall be earned for any month in which the employee has been in pay status for ten (10) or more workdays. A part-time employee shall earn sick leave in the same proportion as his/her part-time service bears to personal full-time service. For new hires only, they shall receive two (2) days of sick credit leave upon hire. These days are to be considered “front-loaded” or issued in advance. Upon reaching their third month of employment and having been in pay status for ten (10) or more workdays in that third month they shall again be eligible to earn sick leave credit. An employee may accumulate unused sick leave up to a maximum of one thousand forty (1040) hours. However, the amount of unused sick leave accruals which can be credited towards School service for retirement purposes shall be seven hundred twenty (720) hours. When the maximum limitation has been accumulated, hours that would normally thereafter be earned shall lapse but shall be recorded by the Human Resources Office. Any employee who has such lapsed sick leave to his/her credit may apply to the Executive Director to have up to one hundred forty (140) hours of the sick leave restored in the event of an extended illness. The Executive Director at his/her discretion may authorize restoration of such lapsed sick leave after thorough investigation, including complete medical reports of the illness requiring the continued absence of the employee. The Executive Director’s decision regarding the use of lapsed sick leave shall be final. 2. Sick leave may be used for illness, excluding pregnancynecessary medical or dental care that cannot be scheduled during non-work hours, shall or other disability of the employee. Sick leave must be allowed up to fifteen used in half (151/2) working days per fiscal year, July 1 through June 30, hour increments and shall be accumulative from year to year without limitation. Absence a minimum of less than one (1) full day shall hour must be charged to the nearest quarter hour of used for each absence. Personal illness -Seventy (70) hours of sick leave per year may be used for a member of the employee's immediate family which requires the attention or presence of the employee. Immediate family as used in this Article shall mean the employee’s spouse or partner, the parents of the spouse, the parents, stepparents, guardian, children, stepchildren, brothers, stepbrothers, sisters, stepsisters, wards, grandparents and grandchildren of the employee. For the purposes of this Article, “partner” means that a relationship exists between two people, neither of whom is married, that is intended to remain indefinitely and where there is joint responsibility for each other’s common welfare, there are significant shared financial obligations, and there is a shared primary residence. This relationship must have existed for at least one (1) continuous year before benefits under this Article may be provided. Employees shall consult with the Human Resources Office to determine if they are eligible for benefits available under the federal or state family medical leave statutes. A medical examination or doctor's certificate may be required on account of use of sick leave for five (5) or more than consecutive workdays, or because of repeated absences on days preceding or days following a holiday or weekend. When a medical examination or doctor's certificate is required on account of use of sick leave in excess of five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employeeworkdays, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid School shall pay the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period the cost of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded obtaining such certificate and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthamount covered by insurance. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, ‌ (a) All employees covered by this Agreement shall be allowed up to fifteen granted twelve (1512) working sick leave days per fiscal year, as of July 1 through June 30each year, and shall be accumulative from year to year without limitation. Absence of less than pro-rated one (1) full day shall be charged per month, up to the nearest quarter hour a maximum accrual of absence. Personal illness of more than five two hundred sixteen (5216) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When Days will be prorated for all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care providerregular part-time employees. An employee while on "Difference Leave" is paid sick leave will be deemed to be on continued employment for the purpose of computing all benefits referred to in this Agreement and will be construed as days worked specifically. In addition to personal illness or injury, sick leave may be used for the following purposes: 1. To make up the difference between his/her salary workers compensation and that paid his/her substitutean employee’s full pay while receiving worker’s compensation. 2. This is paid for a maximum period Maximum of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service days per year for illness in the immediate family. An additional two (2) days per year may be used for critical illness in the immediate family. (b) A probationary employee shall be allowed entitled to apply sick leave after 45 days (c) The Employer may require medical proof of illness for a health any absence extending beyond two (2) days; however, where the record indicates possible abuse the Employer may require medical proof of illness after the fifth (5th) absence during one fiscal year. (d) Misuse of sick leave may result in disciplinary action. (e) When an employee’s sick leave has been exhausted they will be notified by the Employer, in writing, that they are no longer on paid sick leave; an . The employee with less than must, within three (3) years days of service is placed on a reemployment list receipt of such letter, contact the Employer for a period of thirty-nine leave in accordance with Article 22. (39f) months. At any time during the prescribed thirty-nine (39) months, To be eligible for sick pay an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of must report his/her previous assignmentabsence (to a phone number supplied by Employer) as soon as possible but at least two (2) hours prior to start of their shift. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she Exceptions shall be ranked according to made in extenuating circumstances. (g) An employee who is off work and who exhausts his/her proper seniority. Upon resumption of his/her duties, sick leave will have their insurance premiums paid by the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first Employer for six (6) months of employment, one and one-quarter (1- 1/4) days of paid beyond the month in which sick leave per calendar runs out. The six (6) month shall period will be granted as earned at reduced by the end amount of each month. Employees who work less than full-time or less than a an employee is off while covered by Family and Medical Leave covered by Article 17(a) during the preceding twelve (12) month period and for which the employee was eligible but chose not to utilize accrued sick leave. To be eligible for payment as provided herein, an employee must have at least ninety-six (96) hours of sick leave accumulated when the illness begins. (h) An eligible employee may on a once-a-year basis elect to convert up to a maximum of ten (10) sick leave days into a calendar year, shall be credited with sick leave on a pro-rata basis end bonus at the rate of one and onethirty-quarter three percent (1-1/433%) of the employee’s current base rate of pay. To be eligible for such a bonus, an employee must maintain a balance of at least twenty (20) accrued paid leave days per month. 1in his/her account after the conversion of the sick leave days. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program Requests for bonus payments shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal given to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed Employer in writing and signed by the employee no later than December 1 each year. Payment of the bonus shall be made in December. (i) Employees with ten (10) or more years of seniority shall be paid 50% of the employee’s current base rate of pay for all days in the employee’s sick leave bank provided the employee has accumulated a minimum of seventy-five (75) days in the employee’s bank as of the date of severance. If the employee has banked one hundred one (101) days as of the date of severance -he/she shall receive 60% of his/her base rate of pay for all banked days to a maximum of two hundred sixteen (216) days. Payment in this section shall be made in the form of a non-elective employer contribution through Employer’s 403(b) plan on the month following the employee’s termination of employment. (j) Employee shall be allowed to freeze up to eighty (80) hours of sick leave upon written notice to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawEmployer. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due Full-time and Part-time I and Part-time II employees shall accrue and be credited with sick leave. Employees shall accrue full sick leave credit based upon their classified status to personal illness, excluding pregnancy, the extent they do not fall below the hours in their status three (3) times in one (1) calendar year. The formula for determining sick leave shall be allowed up to as follows: Full-time Four (4) hrs. per pay period 830 hrs. Cumulative maximum Part-time I Three (3) hrs. per pay period 630 hrs. Cumulative maximum Part-time II Two (2) hrs. per pay period 430 hrs. Cumulative maximum After fifteen (15) years of service, the sick leave maximums will increase to: Full-time 950 hrs. Cumulative maximum Part-time I 670 hrs. Cumulative maximum Part-time II 465 hrs. Cumulative maximum After twenty-five (25) years of service the sick leave maximums will increase to: Full-time 975 hrs. Cumulative maximum Part-time I 695 hrs. Cumulative maximum Part-time II 490 hrs. Cumulative maximum Eligible employees shall accrue sick leave from the first day of appointment. Sick leave shall not be used until it has been accrued. An employee reaching his cumulative maximum may participate in the Library’s Sick Leave Bank Program. Sick leave shall be accumulated to the set maximum for each group. In the event of an extended illness or disability, employees who have forfeited sick leave due to reaching their maximum may be granted additional leave with pay with the approval of the Director and the Board of Trustees. The appropriate form and a Statement of Attending Physician shall be submitted to the Human Resources Department. The Human Resources Department shall review the request and forward it to the Director for consideration. Sick leave may be used for: • Any physical or mental disability which incapacitates the employee for work. • Personal medical treatment, restricted to time required for travel and appointment. • Illness in the employee's immediate family not to exceed four (4) working days per fiscal in a calendar year, July 1 through June thirty (30) hours for FT employees, twenty-two (22) hours for PT-I employees and fifteen (15) hours for PT-II employees. Immediate family for the purpose of this Article shall include only the employee's father, mother, stepparent, sister, brother, spouse, or child. • Prolonged critical or emergency illness or injury in an employee's immediate family, which exceeds four (4) working days in a calendar year. Immediate family shall include only the employee's father, mother, stepparent, sister, brother, spouse, or child. The employee shall submit a written request to the Human Resources Department with a copy to the supervisor and Administrative Officer stating the reason(s) and the length of time requested. The Human Resources Department shall review the request and forward it to the Director for consideration. Should the request be granted, it shall be accumulative the employee's responsibility to submit a statement from year to year without limitationthe physician documenting the nature and length of the illness. Sick leave shall not be used for: • Illness or injury occurring while the employee is on annual leave. • Absence beyond the date of less than one (1) full day certification by a physician. The employee, while absent on sick leave, shall be charged notify the supervisor prior to the nearest quarter hour beginning of his scheduled work day of his intent with regard to continued use of sick leave or intent to return to work. In the event an employee has notified his supervisor or the appropriate authority of his intent to be off work for a specified period, he will not be required to call in every day within this period. Each employee will be given alternate numbers to call and report their intended absence. Personal illness When the use of more than sick days extends beyond five (5) consecutive working days duration scheduled workdays, the employee shall furnish the Human Resources Department with a Statement of Attending Physician. While on sick leave or on a leave of absence due to illness, an employee must remain at home or be at a hospital, physician's office, securing care for his illness at an appropriate facility and in compliance with a physician's restrictions or rehabilitation instructions. The Library may find it necessary to verify an employee's compliance with this criteria. In the event that an employee is suspected of abusing sick leave, the Library may require a Statement of Attending Physician. An employee abusing sick leave or whose reasons for absence are falsified shall be verified by subject to disciplinary action. Abuse shall be defined, but not limited to: • Setting a statement from pattern of absences. • Calling in sick when annual leave has been denied and the illness cannot be substantiated. • Excessive absenteeism beyond five (5) scheduled workdays in a health care providercalendar year, advising that the person is physically able to excluding major illness or family illness. Transitional return to work. The health care provider’s statement shall verify work duty, not to exceed three (3) calendar months, will be made available to an employee with a Statement of Attending Physician documenting the illness from the first day of absence to the date of return to workrestriction(s). The employee must furnish this statement upon be able to perform the essential functions of their regular responsibilities to qualify for transitional return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) monthsduty. The five (5) month time period is calculated from may be extended by mutual consent of the first days Library and the Union. At the time of sick leave utilization. When difference leave is exhaustedretirement, the employee with three (3) employees shall be paid: 10 years of service shall be allowed to apply for a health leave; an employee with less than three (3) 39% of accumulated sick leave balance. 15 years of service is placed on a reemployment list for a period 41% of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid accumulated sick leave per calendar month shall be granted as earned at balance. 20 years of service 44% of accumulated sick leave balance. 25 years of service 46% of accumulated sick leave balance. 30 years of service 48% of accumulated sick leave balance. New employees of the end of each month. Employees Library who work less than full-time or less than a twelve (12) month calendar year, have previously held other public employment in Ohio shall be credited with the unused balance of sick leave on a proaccrued while in the non-rata basis at Library employment under the rate of following conditions: • The balance shall be credited to the amount not to exceed the appropriate cumulative maximum allowed by the Library. • A certification from the previous employer is filed with the Finance Office within the time frames required by Ohio law and not to exceed one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in year from the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal date of appointment to the number of hours necessary to compensate for regular wages less SDI benefitsLibrary. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illnessSection 27.1 The term ‘active pay status’ shall include all regular (straight time) hours actually worked and all hours on paid sick leave, excluding pregnancypaid vacation leave, paid compensatory time, and/or paid injury leave. No sick leave or vacation leave shall accrue while an employee is on disciplinary suspension, approved leave of absence (including FMLA leave), unpaid sick leave, or while in overtime status. Sick time, although paid time, shall not be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified counted as hours worked for overtime purposes unless accompanied by a statement from a health care provider, advising that the person is physically able to return to work. The health care providerdoctor’s statement shall verify the illness from the first day of absence to the date of return to work. The note. Section 27.2 An employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse may request use of sick leave for absence due to illness, injury, and/or exposure to contagious diseases that could be communicated to other employees and illness, injury or death in the employee’s immediate family. The Chief of Police shall investigate each request for use of sick leave. Sick leave use can be denied when such investigation indicates that the request is evidentnot in compliance with this paragraph, following previous counsel or when sick leave use is abusive, repetitive, or excessive as determined in the Chief’s judgment and discretion. Unused sick leave shall be cumulative on an unlimited basis for employees who commenced full-time employment with the employeeCity on or before January 1, 2014, only a maximum of 1440 hours shall be payable upon death or retirement which results in receipt of OPERS, OP&F or Social Security payments. For employees who commenced full-time employment with the SupervisorCity on or after January 1, Manager2014, Principal and /or Administrator may request only a maximum of 240 hours shall be payable upon death or retirement which results in writing that the employee furnish a health care provider’s statement receipt of OPERS, OP&F or Social Security payments. Section 27.3 40 hour employees - 40-hour employees shall be entitled for each completed month of service, to verify any future absence of less than five (5) working days. When all sick leave accruals are exhaustedof 10 hours with pay, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid i.e., for a maximum period of five (5) months. The five (5) month period is calculated from the first days every hour in active pay status, 40-hour employees will accrue 0.05769 hours of sick leave utilizationcredit. When difference Sick leave is exhausted, the employee with three (3) years of service credit shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave not exceed 10 hours per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month 120 hours per calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible Section 27.4 “4 & 2" schedule employees who are enrolled in the California State Disability Insurance Program - “4&2" schedule employees shall be entitled for each completed month of service, to integrate SDI benefits with their accrued sick leave at the employee's option. The of 10.625 hours with pay, i.e., for every hour in active pay status, “4 & 2" schedule employees will accrue 0.06147 hours of sick leave used credit. Sick leave credit shall be computed on a weekly basis and shall be equal to not exceed 10.625 hours per calendar month or 127.5 hours per calendar year. Example of administration of sick leave policy: When an employee uses sick hours in excess of the number of hours necessary he or she has “on the books’, the excess leave time will be unpaid. Accumulation of 10 hours per month is credited to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to upon completion of the District while hemonth (actually added on the last pay day of month). Example: January 31 S/she is receiving payL on books 16 hours February 14, 15, 16 S/L used (18 hours) Balance -2 hours At the time of illness only 16 hours are on the books, consequently, payroll will show 2 hours not paid. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no The employee shall may be required to use vacation in conjunction with receiving SDI benefits. Employees must notify furnish a satisfactory statement from a medical practitioner to the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for effect that the absence was caused by illness due to contagious disease where isolation any of the causes set forth above. Such statement shall include a description of the illness or quarantine is ordered, injury and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineestimated return-to-work date.

Sick Leave. Absence due 1. Sick leave credit shall be earned at the rate of seven (7) hours per calendar month of service. Sick leave shall be earned from the employee's first date of work. Sick leave credit shall be earned for any month in which the employee has been in pay status for ten (10) or more workdays. A part-time employee shall earn sick leave in the same proportion as his/her part-time service bears to personal full-time service. For new hires only, they shall receive two (2) days of sick credit leave upon hire. These days are to be considered “front-loaded” or issued in advance. Upon reaching their third month of employment and having been in pay status for ten (10) or more workdays in that third month they shall again be eligible to earn sick leave credit. An employee may accumulate unused sick leave up to a maximum of one thousand forty (1040) hours. However, the amount of unused sick leave accruals which can be credited towards School service for retirement purposes shall be seven hundred twenty (720) hours. When the maximum limitation has been accumulated, hours that would normally thereafter be earned shall lapse but shall be recorded by the Human Resources Office. Any employee who has such lapsed sick leave to his/her credit may apply to the Executive Director to have up to one hundred forty (140) hours of the sick leave restored in the event of an extended illness. The Executive Director at his/her discretion may authorize restoration of such lapsed sick leave after thorough investigation, including complete medical reports of the illness requiring the continued absence of the employee. The Executive Director’s decision regarding the use of lapsed sick leave shall be final. 2. Sick leave may be used for illness, excluding pregnancynecessary medical or dental care that cannot be scheduled during non-work hours, shall or other disability of the employee. Sick leave must be allowed up to fifteen used in half (151/2) working days per fiscal year, July 1 through June 30, hour increments and shall be accumulative from year to year without limitation. Absence a minimum of less than one (1) full day shall hour must be charged to the nearest quarter hour of used for each absence. Personal illness of more than five -Seventy (570) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse hours of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator per year may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid be used for a maximum period member of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to immediate family which requires the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary attention or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.presence of

Sick Leave. Absence due Section 1. All Employees shall be entitled to sick leave with pay for personal illness, excluding pregnancyin proportion to regular hours worked, shall be allowed up to fifteen ten (1510) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitationbeginning at the time of initial permanent employment. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of No more than five (5) consecutive working four of the ten annual sick leave days duration shall may be verified used by an employee for care of the employee’s ill minor children. A minor child is defined as a statement from child under the age of eighteen years old. If an employee is seen as having a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse pattern of sick leave is evident, following previous counsel with the employeeabuse, the SupervisorSuperintendent or designee may require medical evidence at any time, Manager, Principal and /or Administrator may with copy of the request in writing that to be sent to the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working daysUnion President. When all sick Sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. new Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1) day per month during the first year of service in the bargaining unit but shall not be paid unless the new employee remains in the unit following the successful completion of the probationary period specified in Article IV Section 4. Unused sick days in any (10) month period thereafter shall be allowed to accumulate up to a total of ninety-1/4five (95) days per monthdays, to be available solely for the purpose of paid sick leave and not for vacation or terminal leave purposes. An employee who has no sick leave absences in a given work year shall be eligible for an additional day’s pay (based on the Employee’s regular hours) at the conclusion of that work year. 1Section 2. State Disability Insurance: Eligible employees who are enrolled Each Employee shall receive annual notice of her accrued sick leave no later than February 1st of each year. An Employee shall be notified when her absences exceed her accumulated sick leave. Additional sick leave may be awarded by the Employer at its sole discretion. Section 3. Employees shall be required to call in due to illness at the earliest possible opportunity, but in no event later than two (2) hours before their normal starting time; such calls to be directed to the Director Food Services or her designee. Section 4. In the case of an absence from work which is caused by an accident or injury occurring while the Employee was actively at work under this Agreement, the Employer shall, for a period not to exceed 90 calendar days from the date of alleged accident or injury, make up the difference between the Employee’s regular wages and the amount received by the Employee under Workmen’s Compensation, and days absent because of such accident or injury shall not be charged against the accrued sick leave of the Employee, nor shall the amount of such differential payments be charged against the Employee’s accrued sick leave subject to medical review, the period may be extended by up to 90 days before termination of this difference payment. The Employee is obligated to reimburse the Town of Weston promptly for any duplicate payments arising out of delays in Workmen’s Compensation remittances. The Employer reserves the right to require the employee to undergo physical examinations by Town- appointed and Town-paid physician(s) as a condition of continuation of benefits under this Section. While on such leave the employee’s sick leave accrual shall be frozen; the employee shall not accrue sick leave until his/her return to active service, subject to application of the Family Medical Leave Act. Section 5. Leave of absence for extended illness, not to exceed six (6) working months, may be granted without pay at the request of the Employee, subject to the discretion of the Employer. Section 6. At such time as an Employee with 12 years of service in the California State Disability Insurance Program Unit retires from the service of the schools, she shall be entitled to integrate SDI benefits with their accrued receive payment for 50% of her accumulated unused sick leave at the employee's optionrate of her then current regular compensation as specified on Appendix “C” of this Agreement. The sick leave used This provision shall be computed on a weekly basis and shall be equal not apply to the number of hours necessary to compensate any Employee hired after January 1, 1996 provided, however, that employees eligible for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, this benefit will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply eligible for payment of up to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate 47.5 days if their sick leave accumulation has grown to 95 days. Article X: Funeral Leave In the event of death in the immediate family of an Employee, she may be granted leave with SDI benefits. Isolation pay up to three (3) working days, and Quarantine: No salary or such leave shall not be charged to sick leave deduction or vacation leave. Additional days may be granted by the Superintendent upon written request by the Employee, when the Employee is made for absence due required to contagious disease where isolation or quarantine is orderedtravel out of the confines of New England. Such discretion shall not be unreasonably exercised. For the purposes of this Article and all other relevant portions of this Agreement, “immediate family” shall be defined as parent, spouse, child, brother, sister, parent of spouse, significant other, grandparent and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantinegrandchild.

Sick Leave. Absence due to personal illness, excluding pregnancy, SECTION A. Employees shall be allowed entitled to absence without loss of pay for sickness upon application by the employee. Subject to Sections B and C, an employee may be granted up to fifteen (15) working days per under this provision in any one fiscal year. SECTION B. Unused "Sick Leave Days" not taken in any one fiscal year may be accumulated for use in the future, July 1 through but such accumulation shall not exceed one hundred twenty (120) days, or the number of sick leave days accumulated by the employee as of June 30, 1987, whichever is higher. An employee who retires from City service under its retirement plan or voluntarily resigns in good standing shall receive fifty (50%) percent of all unused accumulated leave under this Section at his then current rate of pay. 1. An employee may cash out their unused annual sick leave, up to a maximum of seven and shall one-half (7 1/2) days (one half of he total fifteen days accrued) at their hourly rate at the time the leave was accrued. Such requests for cashout must be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged submitted to the nearest quarter hour Finance Department through the appropriate Department Head within thirty (30) days after the start of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to worknew fiscal year. 2. The employee may have the unused sick leave accrued at a rate of one hundred (100%) percent added to their reserve sick bank, up to a maximum of one hundred ninety (190) days, as set forth in paragraph two of this Section. In order to be eligible for the annual cashout provision outlined in subsection 1 of this Section, an employee's sick leave bank must furnish remain at a level of at least one hundred twenty (120) days. An employee may not cashout sick leave under the annual cashout provision that would reduce their sick leave bank to a level below one hundred twenty (120) days. SECTION C. Permanent full-time seniority employees will earn and be credited with one and SECTION D. For purposes of computing sick leave pay, a workday shall be considered to be the employee's normal daily scheduled hours paid at the employee's straight-time rate. SECTION E. The City may require that employees provide specific and detailed medical data from the employee's doctor stating the cause of the absence upon request of the Department Head or whenever sick leave exceeding three (3) consecutive workdays is taken pursuant to this statement upon return Article. Failure to work provide or falsification of such evidence will be cause for discipline. Abuse of sick leave will be cause for disciplinary action. In determining abuse, the City may consider frequency or pattern of usage or the underlying circumstances. Discipline invoked under this Section shall be progressive and corrective in nature. The City may, at its discretion, require that employees submit to physical and mental tests and examinations by a City-appointed doctor whenever sick leave is not able taken pursuant to this Article, provided, however, that the City will pay the cost of such tests and examinations. SECTION F. The City reserves the right to require an employee to take an involuntary sick or health leave of absence if the employee suffers from a disability, mental or physical, as shown by medical evidence. SECTION G. Employees who have exhausted their sick leave credit and are still unable to return to work until such statement is provided may be allowed to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of utilize any unused vacation credits upon written request. SECTION H. Employees who are laid off shall have available any unused sick leave is evidentpreviously earned, following previous counsel with effective at the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals time they are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. recalled. SECTION I. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with shall be entitled to three (3) years of service shall personal days per calendar year, SECTION J. The Union may establish a sick leave bank to be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed used in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over event a member exhausts all other applicants except those laid-off for lack leave benefits due to illness or injury. Employees may contribute up to ten (10) hours of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall year for each year of service to the City. These hours may be granted placed in the sick leave bank as earned at they are needed. Distribution by the end of each month. Employees who work less than Union to full-time or less than a twelve (12) month calendar year, employees shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal subject to the number approval of hours necessary to compensate for regular wages less SDI benefitsthe City. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence Section 1 Sick leave benefits shall be provided to the Employee and be administered in accordance with a municipal ordinance, now in effect in the City of Lowell, as amended (Article I, Section 56- 6 of the Code of the City of Lowell, as amended). (A) ▇▇▇▇ leave may be accumulated by employees hereunder to a maximum of three hundred five (305) days effective on employee’s anniversary date. (B) Upon death or retirement of an Employee, the Employer shall pay the Employee or his/her estate, forty (40%) percent of the unused, accumulated sick leave at the officer's rate of pay, not to exceed $30,000.00 for each officer. Payments made hereunder concerning a deceased Employee shall be made in accordance with MGL c.41, §111I. (C) Employees shall accrue sick, vacation and personal time on January 1st of each year. Section 3 Sick leave may be given to employees of the department in hours. Section 4 In order to ensure the physical fitness of an officer, due to personal illnessillness or injury, excluding pregnancyrequiring sick leave benefits and/or injured leave, there will be no private details assigned to such officer for a period of one regular eight hour shift after he returns to work. Section 5 When a member has accumulated seventy-five (75) or more days of sick leave, he/she shall be allowed up have the option to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than sell back five (5) consecutive working sick days duration to the City at their current rate of pay, on an annual basis. The payment for such sick leave sell -back shall be verified by made in the pay period immediately following the members anniversary date. Section 6 New patrolmen of the ▇▇▇▇▇▇ Police Department (LPD) shall no longer be eligible for a statement from buy back of a health care providerpercentage of their accumulated sick leave. Moreover, advising new members to the LPD shall no longer be eligible for a yearly buy back of 5 sick days per year. Current patrolmen agree that in order to utilize the person is physically able to return to work"Early Buyback Sick Leave" Program, patrolmen must first freeze their sick leave dollar amounts as of January 1, of the year of their freeze. The health care provider’s statement decision of when to freeze shall verify remain discretionary with the illness from the first day of absence employee. Pursuant to the date of return freeze, members shall be eligible to workbuy back 10 days, in addition to the current 5 day buyback allowance. The employee 5 day buyback allowance will continue to be available and will not be charged against their freeze. To be eligible for either program, a member must furnish this statement have 75 sick days at the time of each buyback option. The buyback of 10 additional days will be capped at $30,000.00. Once the cap is reached, the member will no longer be entitled to the additional 10 day buy back, nor will the member be entitled to any further sick leave buyback upon return retirement or death. This provision shall not prevent the member from continuing to work and is accumulate sick leave. Section 7 Members have the following incentive to not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administratoruse sick days. In cases of excessive absence Members who use five days or when abuse less of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence will receive one day of comp time. Members who use three days or less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) receive two days of paid comp time. Members who use one day or less of sick leave per calendar month shall be granted as earned at the end will receive three days of each monthcomp time. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with Personal days charged to sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthwill not count as sick day use under this incentive program. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due ‌ a. Employees except for those on a fixed-term of 6 months or less are entitled to personal illnessSick Leave on pay as set out in clause F.4.c. below, excluding pregnancy, shall or Sick Leave without pay may be allowed up granted on production of a medical certificate. b. All sick leave is to fifteen (15) be computed on working days per fiscal yearonly. c. Employees will receive 10 days sick leave on appointment and a further 10 days for each 12 months of service after, July 1 through June 30with a maximum accumulation of 260 days. d. This leave is inclusive of the provisions of the Holidays ▇▇▇ ▇▇▇▇. e. The employer may require an employee to undergo an examination by a registered medical practitioner of the employer’s choice where it is considered that the employee’s performance may be impaired by a possible medical condition. Should the employee be found to be unfit to perform their full duties they may be placed on sick leave (with or without pay) until cleared to return to full duties. The cost of the medical examination will be met by the employer. f. If an employee is absent on sick leave for less than a whole day, and shall such leave is to be accumulative from year to year without limitationrecorded on an hourly basis in the staff web kiosk in whole hours. Absence Absences of less than one (1) full day shall two hours do not need to be charged to the nearest quarter hour of absencerecorded. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of Where sick leave is evident, following previous counsel with used for medical appointments prior approval must be obtained. Approval will not be unreasonably withheld. g. The employee should notify absence due to sickness to their supervisor whenever possible within 30 minutes of normal starting time. A medical certificate will be required for all absences in excess of five consecutive days and may be required for absences of shorter periods. If information is received which indicates that the employeesick leave entitlement is being misused, the Supervisoremployer may take such action as is necessary to clarify the matter. h. When sickness occurs during annual or long service leave, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement employer will permit the period of sickness to verify any future absence of less than five (5) working days. When all be debited against sick leave accruals are exhaustedentitlement provided a medical certificate is produced. i. In special cases, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall may be allowed to apply for anticipate sick leave becoming due on completion of a health leave; an employee with less than three (3) years further period of service provided that at least five days sick leave is placed on a reemployment list retained for a period each year of thirty-nine (39) monthsservice for which sick leave has been anticipated. At any time during All approvals are subject to the prescribed thirty-nine (39) months, an proviso that the necessary adjustments to final pay are to be made if the employee is able to assume resigns before the duties of their position next entitlement falls due. j. These sick leave provisions apply equally when the employee provides a statement from a health care provider stating that is unable to attend work due to their illness and when the employee may return is required to full duty. The employee shall be reemployed in attend to the first vacancy in the classification ill health of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave person dependent on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monththem. 1. State Disability Insurance: Eligible k. All employees who are enrolled in will submit their leave requests via the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick staff web kiosk leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefitsapproval system. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, shall 13.01 All regular benefited employees will be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitationsick leave at the employee’s regular rate of pay. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse Abuse of sick leave is evident, following previous counsel will be a basis for disciplinary action in accordance with the employeeStandard Schedule of Disciplinary Rules and is subject to the grievance procedure. A. Forty (40) hour week employees: After 90 calendar days of employment, each regular benefited employee will be credited with 30 hours of sick leave and will accumulate 10 hours of sick leave per month thereafter until the Supervisorfirst January 1st following completion of ninety calendar days. Of the initial 30 hours of sick leave, Manager15 hours will be available for use under the general provisions of the sick leave policy and 15 hours shall be pooled for use in the Short Term Disability Plan. Thereafter, Principal each 10 hours of sick leave per month shall be divided equally, with 5 hours available for use under the general provisions of sick leave policy and /or Administrator 5 hours pooled for use in the Short Term Disability Plan. At the beginning of each calendar year thereafter, each regular benefited employee will be credited with one hundred and twelve (112) hours of sick leave. This amount shall be divided equally, with 56 hours available for use under the general provisions of the sick leave policy and 56 hours pooled for use in the Short Term Disability Plan. B. Fifty-six (56) hour week employees: After 90 calendar days of employment, each regular benefited employee will be credited with 45 hours of sick leave and will accumulate 15 hours of sick leave per month thereafter until the first January 1st following completion of ninety calendar days. Of the initial 45 hours of sick leave, 22.5 hours will be available for use under the general provisions of the sick leave policy and 22.5 hours shall be pooled for use in the Short Term Disability Plan. Thereafter, each 15 hours of sick leave per month shall be divided equally, with 7.5 hours available for use under the general provisions of sick leave policy and 7.5 hours pooled for use in the Short Term Disability Plan. At the beginning of each calendar year thereafter, each regular benefited employee will be credited with one hundred and sixty-eight (168) hours of sick leave. This amount shall be divided equally, with 84 hours available for use under the general provisions of the sick leave policy and 84 hours pooled for use in the Short Term Disability Plan. C. In the event of sickness or injury an employee must notify the on-duty battalion supervisor for 56 hr employees and immediate supervisor for 40 hr employees no later than 30 minutes prior to his normal starting day, unless in the judgment of the City the circumstances surrounding the absence made such notice impossible, in which event, such notice must be made as soon thereafter as is possible; An employee may request in writing that be required to submit a physician’s statement or other satisfactory evidence to 1.) support their absence is for legitimate reasons, or suffer loss of sick leave pay or other discipline for time absent; or 2.) the employee furnish shall be present for examination by a health care providerphysician approved by the City, and such examination shall be without charge to the employee. The City’s statement to verify any future absence payment shall not exceed the customary rate for an office call. For purposes of less than five (5) working days. When all sick leave accruals are exhaustedthis requirement, the employee is placed on "Difference Leave" if covered will be further required to provide City, upon request, a written authorization to release all medical information to the City in regard to that illness, or condition only. Failure to submit to examination or to sign the release shall be an automatic forfeiture of benefit; Prior to returning to work from any sickness or injury, a supervisor may require a release from the treating physician. D. The rate of pay for each day of sick leave shall be eight (8) hours for forty (40) hour employees and twenty-four (24) hours for 56 hour employees at the employee’s regular rate of pay; E. Sick leave will be granted to supplement pay received under Worker Compensation Laws. If an employee qualifies for Worker Compensation pay from the City, the City will allow sick leave up to the maximum number of hours sick leave accrued to the employee. Sick leave pay will be at the employee’s straight time base rate, forty (40) or fifty-six (56) hours, as the case may be, per week, less the amount received by a statement the employee per week from a health care provider. Worker Compensation. F. An employee on "Difference Leave" may use accrued sick leave in the following situations: 1. Personal illness, or off duty injury. 2. Illness of a parent, spouse, child, stepchild. Use of sick leave for this purpose is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period limited to an aggregate or total of five (5) monthswork days (2 1/2 shifts for 56 hour employees) per calendar year per employee. The Chief, or their designee, can approve the use of additional sick leave under this provision for extenuating circumstances. 3. Death in the employee’s or his spouse’s immediate family. For purposes of this subsection, immediate family shall mean: parents, grandparents, grandchildren, spouse, spouses parents or grandparents, child, stepchild, or spouse of an adult child, brother or sister of the employee or spouse. Use of sick leave for this purpose is limited to three (3) days or 1 1/2 shifts for 56 hour employees; 4. To serve as a pallbearer. This benefit is limited to twelve (12) hours per calendar year. 5. Up to five (5) month period is calculated from the first days (2 1/2 shifts for 56 hours) of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply granted, upon request, for a health leavepaternity leave while the employee’s spouse is in the hospital; an employee with less however not more than three (3) years of service is placed on a reemployment list full days (1 1/2 shifts for a period of thirty-nine (3956 hours) months. At any time during shall be granted, unless there are complications with the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full dutymother or child. The employee three (3) (1 1/2 shifts) or five (5) (2 1/2 shifts) days mentioned above may be used anytime within eight (8) days following the birth. 6. Pregnancy shall be reemployed in treated the first vacancy in same as any other short term disability. G. Accumulation of hours: 40 hour employees: Any employee who has an accumulation of 960 hours or more of Sick A and Sick B on any January 1st of any year, will have the classification option of his/her previous assignmenttaking 40 hours of sick leave as “other annual leave”. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service These hours will be disregarded charged to Sick A on the timesheet and marked as “other annual leave”. This provision shall only apply through the 13th completed year of service. Any employee shall be fully restored as a permanent employee. During who has an accumulation of 1440 hours or more of Sick A and Sick B on any January 1st, will have the first six (6) months option of employment, one and one-quarter (1- 1/4) days taking 2 shifts of paid sick leave per calendar month shall be granted as earned at the end of each month“other annual leave”. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of These hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from charged to Sick A on the warrant in accordance with timesheet and marked as “other annual leave”. This provision shall only apply through the law13th completed year of service. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, 24.01 Each employee in the Bargaining Unit shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of accumulate sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis credits at the rate of one and one-quarter (1-1/41¼) days per month for each calendar month of continuous employment up to a maximum of two hundred and forty (240) days. 24.02 Each employee who commences employment on or before the fifteenth (15th) of the month shall be eligible to begin accumulating sick leave credits for that month. 1. State Disability Insurance: Eligible employees 24.03 Each employee who are enrolled in commences employment after the California State Disability Insurance Program fifteenth (15th) of the month shall be entitled eligible to integrate SDI benefits with their accrued begin accumulating sick leave at credits the employee's option. The sick following month. 24.04 Where a continuous period of absence from work on leave used shall be computed on a weekly basis and shall be equal to of absence without pay, seasonal inactive period, or suspension from duty exceeds one-half (½) the number of hours necessary working days in any month, no sick leave credits shall accumulate for that month, but the employee shall retain any sick leave credits accumulated prior to compensate for regular wages less SDI benefitssuch leave or suspension from duty. 224.05 For the purpose of computing sick leave accumulation the following shall be counted as working days: (a) days on which the employee is on vacation; (b) days on which the employee is on leave of absence with pay pursuant to the terms of this Agreement; (c) days on which the employee is on sick leave pursuant to the terms of this Agreement; and (d) days on which the employee is absent from work while receiving Worker's Compensation Benefits. 24.06 A deduction shall be made from an employee's accumulated sick leave credits for each working day that the employee is absent on sick leave. Disability checks received from SDI must Absence on sick leave for less than one-half day may be endorsed deducted as one-half day, absence for more than one-half day but less than one full day may be deducted as a full day. 24.07 An individual employee may be required by the employee Employer to produce a Doctor's certificate for any period of absence in excess of three consecutive days for which sick leave is claimed and, if a certificate is not produced after such a request, the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, time absent from work will be deducted from the warrant employee's wages. Where the Employer has reason to believe an individual employee is abusing the sick leave privileges, the employee's Department may issue to the employee a standing directive that requires the employee to submit a medical certificate for any period of absence for which sick leave is claimed. 24.08 An employee who is absent from work on account of sickness or accident who wishes to use the employee's sick leave credits for such absence, must notify the employee's immediate Supervisor as soon as possible. 24.09 Where a deduction from salary is to be made pursuant to clause 23.07 hereof, the employee is to be so informed as soon as possible and the deduction shall be made if possible within sixty (60) days. 24.10 An employee who has used up the employee's sick leave credits, or has not yet earned sufficient credits, may be granted advanced sick leave without loss of pay for a period of up to fifteen (15) days and a deduction for such advanced sick leave shall be made from any credits subsequently accumulated by the employee. (a) Where the employment of an employee who has been granted advanced sick leave in accordance with clause 24.10 is terminated for any reason, the lawemployee shall compensate the Employer for any such leave granted to him that remains unearned at the time of termination of employment and shall be calculated at the employee's rate of remuneration at the time he ceased to be an employee. 3(b) The parties agree that failure to comply with 24.11(a) above are grounds for the Employer to withhold any wages or other monetary benefits owing in an amount sufficient to reimburse the Employer the amount owing the Employer pursuant to Article 24.11(a). 24.12 An employee who becomes ill while on annual vacation, may use sick leave credits rather than lose a portion of the employee's vacation. SDI regulations shall apply In such cases where sick leave is claimed, proof of illness must be submitted to the integration program. In accordance with state law, no employee shall Employer and the Employer is to be required to use vacation in conjunction with receiving SDI benefits. Employees must notify notified at the District time of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineillness.

Sick Leave. Absence due to personal illness, excluding pregnancy, shall be allowed up to fifteen Employees are eligible for paid sick leave under the following conditions: (15a) working Employees earn twelve sick days per fiscal year, July 1 through June 30, and shall be accumulative from on a pro-rata basis by pay period. Employees in their first year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first employment earn 9 days of sick leave utilizationleave. When difference leave is exhausted, Terminating employees will earn the employee with three (3) years pro rata equivalent of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) 12 days of paid sick leave per calendar month shall be granted as year for each pay period worked in the final year of employment. (b) Permanent part-time employees who are regularly scheduled to work 28 hours/week or more earn sick leave at 75% of the rate earned at the end of each month. Employees who work less than by full-time employees; permanent part-time employees who are regularly scheduled to work 18.75 hours/week or more but less than 28 hours/week earn sick leave at 50% of the rate earned by full-time employees; permanent part-time employees who are regularly scheduled to work 10 hours/week or more, but less than 18.75 hours/week earn sick leave at 25% of the rate earned by full-time employees. (c) Earned sick leave may be used during the employee’s first six months at the discretion of the department head. (d) No employee may take sick leave not yet earned or accrued. (e) Employees may accrue up to 275 days of sick leave. (f) Sick leave may be used for the employee’s absence from work because of medical inability to come to work, not related to an on-the-job injury or illness. (g) Sick leave may be used for certain instances of on-the-job injuries where the employee is unable to work due to the on-the-job injury for a period of 14 consecutive calendar days or less, of no more than three days per occurrence, upon certification of the City doctor that the employee is unable to perform his regular duties because of said injury, provided that the employee has at least twelve days of accumulated sick leave at the time that the on-the-job injury occurs, and provided that, if the City doctor allows, the employee may be assigned light duty at the option of the City in lieu of permitting the employee to use sick leave. (h) Sick leave may be used for periods of Family Medical Leave, as defined in the Section titled “Family and Medical Leave” as defined on July 15, 2003. Pursuant to the Illinois Employee Sick Leave Act, sick leave may also be used for absences due to illness, injury, or medical appointment of the employee’s child, spouse, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent. (i) If an employee is unable to come to work due to illness, he must inform his Department Head or supervisor, in accordance with departmental work rules, by the time so designated by those departmental work rules. Failure to do so, each day of absence, or at agreed-upon intervals in the case of extended illness, may result in loss of pay and/or disciplinary action. (j) An employee who uses more than three (3) days of consecutive sick leave must submit to Human Resources or a member of management of employee’s department, upon reporting for work the first day of return, a statement from a treating physician attesting to the employee’s inability to work during that period claimed as sick leave. An employee who uses more than three (3) days of consecutive sick leave may not return to work without such physician’s statement, or is subject to loss of pay and/or disciplinary action. (k) An employee who moves from one position to another in the City service and whose service is continuous or who is transferred, promoted, or demoted, will be credited in the new position with the unused sick leave accrued in the prior position, with the exception of transferring to or from the ranks of sworn personnel in the Police or Fire Departments. Such employees will terminate their employment with the department, and begin new sick leave accrual from the date of hire in the new department. (l) Sick leave will accrue during time lost from work as a result of an on-the-job injury or illness. (m) Sick leave will not be earned by an employee who is not in pay status for at least one full week of a pay period (e.g., an employee under suspension or on an approved leave of absence). (n) No employee may take accrued sick leave to extend date of termination. An employee’s last day of work is the date of termination. (o) Departments will create departmental rules regarding the eligibility of employees to use scheduled, pre-approved sick leave for dental, optical or medical appointments for the employee or the employee’s immediate family as defined by the Family Medical Leave Act or the employee’s family as defined by the Illinois Employee Sick Leave Act. Such requests for sick time usage may be denied due to operational needs of specific departments and work locations, and if the absence interferes with City operations. (p) Full-time employees with 45 days or more of sick leave accrued as of January 1 of each calendar year shall be eligible to receive on or about January 31 of the following year payment for all sick leave days accrued during the year, but not used, in excess of 9 days, for a maximum of 3 days. For example, if an employee uses no days, he would be eligible to receive payment for 3 days; if 1 day is used, eligibility is 3 days; if 2 days are used, eligibility is for 3 days; if 3 days used, eligibility is for 2 days; if 4 days used, eligibility is for one day; if 5 days used, the employee is not eligible for any payout. Requests will only be considered after applicable annual wage adjustments, and when combined with other applicable increases not to exceed 6 percent of the previous 12 months’ earnings. Such requests will be in accordance with current rules, regulations, and state laws governing the Illinois Municipal Retirement Fund. (q) Employees working three (3) or more scheduled continuous days on the third shift who will return after their regular days off to the first shift can use one (1) accrued sick day to recuperate without a doctor’s note or co-pay receipt every twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthmonths. 1. State Disability Insurance: Eligible employees who are enrolled in (r) Whenever an employee with ten or more years of continuous service retires or resigns, the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required paid 75% of all accumulated sick days over 20, to use vacation in conjunction with receiving SDI benefitsa maximum of 40 days. Employees must notify the District of their desire to integrate their To receive a terminating sick leave with SDI benefitspayout, an employee must give three (3) weeks’ notice of intent to resign or retire. Isolation and Quarantine: No salary or The Human Resources Division Manager may waive this provision in special circumstances. An employee who qualifies for an immediate pension from IMRF may decline the sick leave deduction is made payout and direct all accrued but unused sick leave to be transferred to IMRF for absence due to contagious disease where isolation or quarantine is orderedadditional service credit, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineas allowed by IMRF.

Sick Leave. Absence due to personal illness, excluding pregnancy, 1. The purpose of sick leave utilization shall be allowed up to fifteen physical and/or mental disabilities which make continued presence at work impracticable. 2. Full-time unit members will earn ten (1510) working days per fiscal year, July 1 through June 30, and of leave of absence annually for illness or injury. Employees whose regular work year assignment is more than 184 days shall be accumulative from year to year without limitation. Absence of less than receive one (1) additional day of sick leave for each additional 18 days, or major fraction thereof (10 or more) worked. Employees shall receive full day pay for sick days thus allowed in any school year, and the number of days not used shall accumulate from year to year. Every employee who works less than full-time shall be charged entitled to sick leave in the same ratio that his/her employment bears to full-time employment. 3. Any unused days of sick leave accumulated while employed in the K-12 program may be used by an employee working in an Adult Education contract assignment. Unused days of sick leave accumulated by a contract Adult Education teacher subsequently may be used by that teacher if he/she transfers to a K-12 position. 4. Allowable sick leave credit for any one school year need not be accrued prior to being taken by the employee during said year. An employee who terminates employment prior to earning sick leave taken in advance of accrual shall have the appropriate amount deducted from his/her final check. 5. When absent on sick leave, an employee shall receive full salary and benefits for that period of his/her absence covered by his/her current and accumulated sick leave. a. As provided by Education Code Section 44977, during each school year, when a certificated employee has exhausted all available sick leave, including all accumulated sick leave and catastrophic leave to the nearest quarter hour extent available, and continues to be absent from his/her duties due to illness or injury, he/she shall be paid for a maximum of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care providermonths, advising that whichever is the person is physically able to return to work. The health care provider’s statement shall verify greatest between the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5two options: i) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and the amount that would be paid to the least expensive District substitute regardless of the amount earned by the substitute hired; or ii) 50% of his/her substitutesalary. This If no substitute is employed, the amount that would have been paid for a maximum period of five (5) monthsto the least expensive substitute shall be deducted from the employee’s salary. The five (5) sick leave, including accumulated sick leave and catastrophic leave to the extent available, and the five-month period is calculated from shall run consecutively. An employee shall not be provided more than one five-month period per illness or injury. However, if a school year terminates before the first days of sick leave utilization. When difference leave five-month period is exhausted, the employee with three (3) years may take the balance of service shall the five-month period in a subsequent school year. b. As provided by Education Code Section 44977, when a certificated employee has exhausted all available fully-paid sick leave, including accumulated sick leave and catastrophic leave to the extent available, and continues to be allowed absent due to apply illness or accident for a health leave; an period beyond the five-month period provided pursuant to Education Code Section 44977, and the employee with less than three (3) years is not medically able to resume the duties of service is his/her position, the employee shall, if not placed in another position, be placed on a reemployment list for a period of thirty24 months (if the employee is non-nine (tenured), or for a period of 39 months if the employee is tenured. When the employee is medically able, during the 24- or 39) months-month period, the certificated employee shall be returned to employment in a position for which he or she is credentialed and qualified. The 24- or 39-month period shall commence at the expiration of the five-month period provided pursuant to Education Code Section 44977. 6. At any time during the prescribed thirty-nine (39) monthscourse of a sick leave or injury absence and upon return from absence, an employee may be required to supply such reasonable information as may be requested by the District, such as the nature of illness or injury, anticipated length of absence, the name and address of attending physician(s), if any. The District may, upon reasonable cause, verify the nature of such absence by requiring a written statement from the employee’s physician(s) or by any other reasonable procedure selected by the District or site administrator. An employee who fails to provide such required information may be deemed absent without leave. If the illness exceeds five (5) calendar days or involves a communicable disease, the District may require (at the employee's expense) a clearance from the employee's physician indicating an ability to return to regular duties without endangering the health of others. Employees shall be required to submit to medical examination(s) by District-appointed physician(s), at District expense, upon reasonable cause. a. In any situation where an employee is able known to assume be subject to a foreseeable disability (including, but not limited to, childbirth), he/she shall, upon request and at his/her own expense, furnish to the District from the treating physician a written statement attesting to his/her ability to continue performing the full schedule of duties of their position with or without restrictions. b. If an employee's anticipated return from sick leave will be with restrictions, those restrictions must be fully explained, identifying the extent to which the employee is limited in his/her performance. An employee shall thereafter be permitted to return to and continue on active duty when the employee provides a statement from a health care provider stating that disability is determined to be permanent so long as he/she is capable of performing the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification duties and responsibilities of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work position or funds, in which case he/she shall be ranked according is able to his/her proper seniority. Upon resumption perform the essential functions of his/her dutiesposition with reasonable accommodation. 7. Employees working during summer or extended sessions may, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employmentat their discretion, one and one-quarter (1- 1/4) use any days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefitsreasons permitted under this Article. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due ‌ 18.1 In applying the provisions of this clause the parties note: (a) In accordance with changes to personal illnessthe Holidays ▇▇▇ ▇▇▇▇ (as amended), excluding pregnancyon appointment to a DHB, employees shall be allowed up entitled to fifteen ten (1510) working days per fiscal year, July 1 through June 30leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve-month period. A medical certificate may be required to support the employee’s claim for sick leave. (b) Until 1 August 2022, where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date. (c) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a). (d) The employee shall be accumulative paid for minimum statutory sick leave entitlements as prescribed in the Holidays ▇▇▇ ▇▇▇▇. Additional contractual or discretionary sick leave that is taken or approved shall be paid at the normal rates of pay (T1 rate only). (e) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closest possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances The parties agree that extenuating circumstances will include instances where an employee has exhausted their sick leave entitlement as a result of top-ups to earnings related compensation as a result of injury sustained in an assault by a patient in accordance with Clauses 30.2 or 30.3. (f) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. (g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay. (h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement. (i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the sick leave entitlement, up to 20 days, can be carried over from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employmentpaid at relevant daily rate, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawHolidays Act (amended) 2003. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due 1. Employees who are employed on a regularly scheduled basis shall be entitled to sick pay on account of sickness at a rate equivalent to one (1) day, based upon the employee’s scheduled work. The use of sick pay shall be limited to personal illness of the employee, including medical or dental appointments. 2. Employees who have completed one (1) full year of service with the District shall be accredited with the equivalent annual sick leave at the beginning of each fiscal or school year. Such advance credit is based upon one (1) day per month worked. If an employee uses the advance credit in excess of that which would be normal accrual and terminates employment, the District shall be entitled to recover from the employee’s final paycheck, an amount of money equal to the amount paid for overused sick leave. Other employees shall be credited at the rate of one (1) day for each month worked. Employees working fifty percent (50%) of the month or more shall be accredited with a full day’s sick leave. Accrual of sick pay shall continue during any period of absence covered by earned vacation time. 3. Sick leave days may be accumulated by employees only if not used in the year for which granted. Total sick leave which can be accumulated shall be unlimited. 4. When an employee has exhausted their accumulated sick leave credits, s/he shall be entitled, in the event of illness, excluding pregnancy, to receive one (1) day for each year of service at two- thirds (2/3) of their daily rate of pay. Such additional allowance shall not accumulate and each year’s allowance may only be allowed up used once. 5. Employees shall not be credited with any sick leave days with respect to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative periods during which they are on leave of absence from year to year without limitation. Absence work for the District of less more than one (1) full day month duration; their accumulated sick leave shall not be charged with days of sickness during such leave; and they shall not be paid for days of illness during such leave except when the illness or injury is the factor which entitled the employee to the nearest quarter hour of absenceleave in question. 6. Personal illness of more than Employees who are absent five (5) consecutive working days duration shall be verified by or more in a fiscal year, based upon the employee's work schedule, must submit a physician's statement from a health care provider, advising that the person is physically able to upon return to work. The health care providerSubsequently, the District will require a physician’s statement shall verify after three (3) days absence, prior to returning to work. 7. The District will establish a Sick Leave Bank, for which the illness DCU may solicit voluntary contributions from employees of up to five hundred (500) hours per year for use by employees who have exhausted their sick leave. The guidelines for use of the Sick Leave Bank will be jointly developed by the District and the DCU which will include the following: a. Use of hours from the first day Bank shall only be approved in case of absence to the date critical illness or injury of return to work. an employee. b. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases have exhausted all of excessive absence or when abuse of their accumulated sick leave is evidentand vacation hours. c. To be eligible, following previous counsel with an employee must have been employed by the employee, District for two (2) years or more. d. Request for use of the Supervisor, Manager, Principal Sick Leave Bank will be jointly approved by the DCU and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence District. Requests of less than five (5) working days. When all sick leave accruals are exhausted, days or more than twenty (20) days will not be considered. e. The Sick Leave Bank will not be used in association with a worker's compensation claim. f. Employees' contribution to the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service Bank shall be allowed to apply for a health leave; an employee with not less than three four (34) years of service is placed on a reemployment list for a period of thirty-nine hours nor more than one hundred (39100) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthhours. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due 1. Employees who are employed on a regularly scheduled basis shall be entitled to sick pay on account of sickness at a rate equivalent to one (1) day per month, based upon the employee’s scheduled work. The use of sick pay shall be limited to personal illness of the employee, including medical or dental appointments. 2. Employees who have completed one (1) full year of service with the District shall be accredited with the equivalent annual sick leave at the beginning of each fiscal or school year. Such advance credit is based upon one (1) day per month worked. If an employee uses the advance credit in excess of that which would be normal accrual and terminates employment, the District shall be entitled to recover from the employee’s final paycheck, an amount of money equal to the amount paid for overused sick leave. Other employees shall be credited at the rate of one (1) day for each month worked. Employees working fifty percent (50%) of the month or more shall be accredited with a full day’s sick leave. Accrual of sick pay shall continue during any period of absence paid by the District. 3. Sick leave days may be accumulated by employees only if not used in the year for which granted. Total sick leave which can be accumulated shall be unlimited. 4. When an employee has exhausted their accumulated sick leave credits, they shall be entitled, in the event of illness, excluding pregnancyto receive “reserve sick leave” in the amount of one (1) day for each year of service at two- thirds (2/3) of their daily rate of pay. Such additional allowance shall not accumulate and each year’s allowance may only be used once. Employees must use the same leave request and prior notification procedures for reserve sick leave that applies for regular sick leave. 5. Employees shall not be credited with any sick leave days with respect to periods during which they are on an unpaid, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative unprotected leave of absence from year to year without limitation. Absence work for the District of less more than one (1) full day month duration; their accumulated sick leave shall not be charged with days of sickness during such leave; and they shall not be paid for days of illness during such leave except when the illness or injury is the factor which entitled the employee to the nearest quarter hour of absenceleave in question. 6. Personal illness of Employees who are absent four (4) or more than five (5) consecutive working days duration shall consecutively scheduled workdays may be verified by required to submit a physician's statement from a health care provider, advising that the person is physically able to or other appropriate verifying documentation upon return to work. 7. The health care provider’s statement shall verify District will establish a Sick Leave Bank, for which the illness DCU may solicit voluntary contributions from employees of up to five hundred (500) hours per year for use by employees who have exhausted their sick leave. The guidelines for use of the Sick Leave Bank will be jointly developed by the District and the DCU which will include the following: a. Use of hours from the first day Bank shall only be approved in case of absence to the date critical illness or injury of return to work. an employee. b. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases have exhausted all of excessive absence or when abuse of their accumulated sick leave is evidentand vacation hours. c. To be eligible, following previous counsel with an employee must have been employed by the employee, District for two (2) years or more. d. Request for use of the Supervisor, Manager, Principal Sick Leave Bank will be jointly approved by the DCU and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence District. Requests of less than five (5) working days. When all sick leave accruals are exhausted, days or more than twenty (20) days will not be considered. e. The Sick Leave Bank will not be used in association with a worker's compensation claim. f. Employees' contribution to the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service Bank shall be allowed to apply for a health leave; an employee with not less than three four (34) years of service is placed on a reemployment list for a period of thirty-nine hours nor more than one hundred (39100) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthhours. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due Section 1. Employees hired prior to personal illnessJanuary 1, excluding pregnancy, 2018 shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, earn one and one-quarter (1- 1/41¼ ) days days, or ten (10) hours, of paid sick leave per calendar for each month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one active service and one-quarter (1-1/4) days per monthmay accumulate without limit. 1Section 2. State Disability Insurance: Eligible employees who are enrolled Sick leave may be used in the California State Disability Insurance Program shall be entitled to integrate SDI benefits event of personal illness, pregnancy, contact with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, or employee injury sufficient to necessitate absence from work. Section 3. Employees shall not be penalized for legitimate use of sick leave. The occurrences for unscheduled time off in Article 29, Section 2 and the normal period attendance occurrences in Article 28 shall not be interpreted as penalties for sick leave usage. Section 4. The City will supplement an employee’s regular sick leave by providing compensation equal to one-half (½) his or her regular daily sick leave rate for a number of isolation days corresponding A. The employee must have fully utilized his or quarantineher regular sick leave accumulation as well as all accumulated, holiday, personal and compensatory leave, and all but eighty (80) hours of vacation leave prior to receiving extended sick leave benefit. B. Sick leave accumulation must equal thirty (30) days at the point when an employee’s continued absence began. C. Eligibility for supplemental sick leave must be evidenced by a physician’s statement. D. Monies for supplemental sick leave benefits would not be subject to payment at retirement or death of the employee. E. In instances of work related injuries, supplemental sick leave benefits would not be applied when the employee is eligible or is receiving weekly benefits under applicable Workers’ Compensation laws. Section 5. An employee who was hired prior to January 1, 1995 and is eligible and retires shall be eligible to receive seventy-five percent (75%) of the value of his or her accumulated sick leave. An employee who was hired on or after January 1, 1995, and is eligible and retires shall be eligible to receive fifty percent (50%) of the value of his or her accumulated sick leave. For purposes of the benefits in this paragraph, the maximum sick leave accumulation shall be one hundred fifty (150) days or twelve hundred (1200) hours. Section 6. Employees, who die as a result of their employment with the City to the extent that the family is eligible to receive Workers’ Compensation, then said family will be eligible to receive full payment of the employee’s accumulated sick leave. For purposes of this section, the maximum sick leave accumulation shall be one hundred fifty (150) days or twelve hundred (1200) hours.

Sick Leave. Absence due to personal illness, excluding pregnancy, 1. Paid sick leave shall be allowed up to fifteen earned and accumulated at the rate of four and six-tenth (154.6) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one hours for each eighty (180) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, hours an employee is able in active pay status. 2. Sick leave may be utilized by employees who are unable to assume the duties work· because of their position when illness, injury, or pregnancy related conditions of the employee provides or a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification member of his/her previous assignmentimmediate family as defined herein, or because of medical appointments or other ongoing treatment of the employee or immediate family. His/her reemployment will take preference over all Employees are encouraged to schedule medical and dental appointments and on-going treatments on non-work hours. Employees may also use sick leave for absence due to exposure to a contagious disease which could be communicated to other applicants except those laid-off for lack of work or fundsemployees. 3. Unused sick leave may be accumulated without limit. When sick leave is used, in which case he/she it shall be ranked according deducted on the basis of 15 minute increments. 4. Upon retirement from the Employer under the Public Employees Retirement System, accumulated sick leave shall be paid at the rate of one hour of pay for every four hours of accumulated sick leave. The total value of sick leave paid shall not exceed the value of sixty (60) days' paid leave or maximum of 480 hours. Employees who have received a sick leave conversion at retirement from the Employer or another public employer shall not be eligible for a retirement conversion under this provision. 5. In the event of the death of the employee, accumulated sick leave shall be paid to the surviving spouse or to the estate of the employee, if there is no surviving spouse at the rate of one hour's pay for every four hours of accumulated sick leave. The total value of sick leave paid shall not exceed the value of sixty (60) days' paid leave or maximum of 480 hours. 6. An employee who is absent due to one of the above reasons must report his/her proper seniorityabsence as required by County policy. 7. Upon resumption return to work, or in advance of his/her dutiesthe absence when the employee uses sick leave for a doctor’s appointment, the break in service will be disregarded and employee must complete a leave request. 8. Falsification of a physician's certificate or signed statement to justify the employee shall be fully restored as a permanent employee. During the first six (6) months use of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall may be granted as earned at the end of each monthgrounds for disciplinary action, up to and including discharge. 9. Employees County Policy will apply for sick leave absences. 10. An employee who work less than full-time transfers from one County office to another, or less than a twelve (12) month calendar yearwho transfers from other public employment in Ohio to County employment without interruption in service, shall be credited with the unused balance of his/her sick leave on a pro-rata basis at the rate accumulated in his/her prior service. The employee is responsible for obtaining certification of one and one-quarter (1-1/4) days per monthhis/her previously accumulated sick leave for County records. 111. State Disability Insurance: Eligible employees An employee who are enrolled in has been separated from County employment, but who is reemployed by the California State Disability Insurance Program County shall be entitled to integrate SDI benefits credited with their accrued his or her previously unused accumulated sick leave at leave, if the re-employment occurs within 10 years of the date of the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefitslast separation from county employment. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, A. Employees with seniority shall be allowed up to fifteen accumulate twenty (1520) working days per fiscal hours of sick leave benefits a year, July 1 through June 30one and two-thirds (1.66) hours per month. Employees with the minimum accrued hours, and shall be accumulative from year to year without limitation. Absence of less than one at least four (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider4), advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness will receive sick pay from the first day off of absence a bona fide illness or injury. Sick leave is not to the date of return be paid when employee is receiving normal hourly compensation or is on a holiday or is actually on vacation. With prior notification before returning to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement note from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid Doctor may be required for a maximum period absences of five (5) monthsor more days. The five (5Effective January 1, 2024, this language shall no longer be in effect.) month period is calculated from Employees shall begin to accumulate sick leave hours at time of hire and shall be eligible to utilize on the first days ninetieth (90th) calendar day of employment. Effective January 1, 2024, and each January thereafter, part-time employees shall receive a frontloaded sick leave bank of twenty (20) hours on January 1 each year. Employees hired after January 1 and employees who surpass their frontloaded bank shall earn one (1) hour of sick leave utilizationfor every forty (40) hours worked (one (1) hour for every thirty (30) hours worked in Seattle) during the calendar year (January 1 – December 31). When difference Any sick leave is exhausted, hours earned in excess of the employee with three (3) years of service frontloaded amount during the calendar year shall be allowed added to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid frontloaded sick leave per calendar month shall be granted as earned bank. Effective at the end of business December 31st of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, employees unused hours shall be credited with roll into their safe and sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis bank and shall be equal to available for future use. Employees that use safe and sick leave for legitimate reasons may not receive an occurrence for the number time that is designated as safe and sick time. Benefits shall be payable for bona fide absences caused by illness, injury or accident of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee or their family members, or other reasons as required by law, commencing the first scheduled working day. Sick leave is not to be paid for holidays. B. Effective December 31, 2023, a new “safe and sick leave bank” will be established for each employee. The new bank will consist of their existing Paid Sick Leave bank or their contractual bank, whichever is greater. Unused sick leave shall accumulate up to four hundred twenty (420) hours into a this new bank and it shall be the District while he/she is receiving payonly bank going forward. Normal authorized deductions, including retirement contributions, will Bank shall be available for future use with all banked hours treated as “protected leave”. Sick leave shall be deducted from the warrant bank on an hourly basis in accordance increments consistent with the law. 3Employer’s payroll system and practices. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall Benefits for full days off must be required to use vacation in conjunction with receiving SDI benefitsfor eight (8) or ten (10) hours and must be scheduled workdays. Employees must notify the District of their desire to integrate who have accrued four hundred twenty (420) hours into their sick leave with SDI benefits. Isolation and Quarantine: No salary or bank shall continue to accrue hours into their sick leave bank on an annual basis and may receive the accrued hours over four hundred twenty (420) hours as pay or defer this as a pretax deduction into the “Teamster/UPS 401K Plan”. Eligible employees who want to defer the unused sick leave into the Plan will be responsible to contact the administrator of the Plan prior to July 15th of each year. If no request to defer to the Plan is made, the money shall be received as pay on the fourth pay period following August 1, of each contract year. Employees who have accrued at least one hundred sixty (160) hours into their sick leave bank: may continue to accrue hours into their sick leave bank on an annual basis up to four hundred twenty (420) hours; or may receive the accrued hours over one hundred sixty (160) hours as pay on the fourth pay period following August 1, of each contract year; or may defer this as a pretax deduction into the “Teamster/UPS 401K Plan”. Eligible employees who want to defer the unused sick leave into the Plan will be responsible to contact the administrator of the Plan prior to July 15th of each year. If no request is made to defer to the Plan or for absence due payoff, the hours shall continue to contagious disease where isolation or quarantine is orderedaccrue into the sick bank up to four hundred twenty (420) hours. All hours over four hundred twenty (420) shall be received as pay on the fourth pay period following August 1, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.each contract year. (T/A – 3/27/23)

Sick Leave. Absence due to personal Section 1. Effective April 1, 1982, all employees shall receive eleven (11) days of sick leave with pay each year commencing with the first day of illness, excluding pregnancyprovided however to receive sick leave pay for the first day of illness, notice of intended absence shall be allowed up given his/her Employer at least two (2) hour before starting time and provided his/her Employer has a representative available to fifteen receive such notice. Employees shall be eligible for sick leave on a prorated basis after four (154) working months of service with an Employer retroactive to the date of employment. Employees shall accumulate a maximum of eleven (11) days of unused sick leave per fiscal year, July 1 through June 30not to exceed twenty (20) days of such paid sick leave. Employees hired after date of ratification of the 1985-88 Agreement shall receive six (6) days of sick leave each year, and effective April 1, 1991. Such employees shall be accumulative from year entitled to year without limitationaccrue and use sick leave in accordance with conditions contained in this Article. Absence Sick leave pay is payable for days falling within the work week only. The parties agree that discipline for absenteeism will be applied in an equal manner. Two-tiered sick leave does not automatically warrant two-tiered discipline. Section 2. In the event of less than one (1) a disabling injury on the job, an employee shall be entitled to the full day day’s pay. Section 3. ▇▇▇▇ leave will not be paid at any time the employee is receiving payment under the terms of this Agreement. Section 4. Any employee who has sick leave credit and is drawing disability insurance or worker’s compensation shall, at his request be paid the difference between such benefit payments and his straight time earnings for such time such benefit payments are made. These payments shall be charged to the nearest quarter hour employee’s sick leave credit. The request for this procedure shall be made by the employee in writing. Section 5. An employee who has returned to his regular duties after sustaining a compensable injury who is required by the worker’s compensation doctor to receive additional medical treatment during his regularly scheduled working hours shall receive his regular hourly rate of absencepay for such time provided such employee has notified his Employer of such appointment no later than the day preceding the appointment. Personal illness Letter of more than Understanding A laid off employee shall be eligible for sick leave payment upon returning to work through the recall provision outlined in Article 41, Section 4(b), or through Article 41, Section 4(a), having worked five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal illness, excluding pregnancy, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence 29.01 An employee covered by this agreement who has been in the employment of less than the Employer for a continuous period of one (1) full day year or more shall be charged entitled to sick leave as follows: 29.02 Whenever sickness or injury NOT covered by the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration State Workers’ Compensation Act causes absence from work the employee shall be verified by a statement from a health care provider, advising that the person is physically able entitled to return to work. The health care provider’s statement shall verify the illness from sick leave commencing with the first day of absence not more than eight (8) working days of eight (8) hours each in any one(1) year of employment, with pay computed on the higher or either (a) the employee’s regular straight time rate, or (b) the classification worked in the majority of hours during the past two (2) pay periods. 29.03 Employees shall accrue a maximum of eight (8) days per year for sick leave. Any of the unused sick leave days shall be credited in the following manner. (a) Within thirty (30) days after-the end of each anniversary year of continuous service, each employee shall be paid for the days of unused sick leave which he has earned. Pay for such days of unused sick leave shall be at the employee’s working rate of pay in effect on the first day of the month in which the employee completes such year of Company service. (b) The employee may choose to accumulate any of his unused sick leave days each completed year of service not to exceed sixty (60) maximum days of accumulation. These accumulated sick days can be used only for Bona Fide sickness or they may sell back their accumulated days to be paid at the employee’s current rate of pay. (c) Current unused sick leave days may be utilized as part of an employee’s vacation time; provided, however, that the employee notifies the Company at least thirty (30) days prior to taking the scheduled vacation. The Employer has the right to determine whether the current unused sick leave days can be used in conjunction with the employee’s normal vacation schedule. Should a work schedule conflict, the Employer has the right to reschedule those days for vacation purposes at another point of time. It is further understood that the Employer shall notify the employee no later than seventy-two (72) hours after the employee’s request whether the time off is approved. 29.04 An employee absent from work because of illness or injury shall notify the Employer one (1) hour prior to the scheduled time on the first (1st) day of absence. The waiting period shall be effective as of the date of return notification. 29.05 In order to workreceive sick benefits, the employee is required to present a certificate from a physician who shall be licensed to practice in the State of Hawaii. Other evidence may be acceptable to the Employer that the absence from work was caused by such illness or injury. However, it shall be at the sole discretion of the Employer to determine whether such other evidence is acceptable. 29.06 The Employer shall not require an employee must furnish to present a physician’s certificate for one (1) day unpaid absences due to sickness or injury except when such absences fall on the day before or after a paid holiday, as provided in the holiday provisions of this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or agreement. 29.07 The Employer will provide each employee who qualifies for sick pay a Temporary Disability Plan which shall become effective after the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of employee exhausts any sick leave days to which he is evidententitled herein. However, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the if an employee furnish a health care provider’s statement to verify any future absence of has less than five (5) working days. When all days sick leave accruals are exhaustedentitlement at the start of a disability period, such employee shall not receive any TDI benefits until seven (7) calendar days have elapsed. Except as modified by the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhaustedpreceding, the employee with three (3) years of service TDI benefits under this section shall be allowed to apply for a health leave; an employee in accordance with less than three (3) years Part II of service is placed on a reemployment list for a period the State of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employeeHawaii Temporary Disability Insurance law. During the first six (6) months year of employmentemployment the Employer will provide any pay for a Temporary Disability Insurance Plan in accordance with the State of Hawaii Temporary Disability law. 29.08 If a holiday falls while an employee is off on sick leave, one and one-quarter (1- 1/4) days of paid sick leave per calendar month he shall not be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited charged with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monthfor that day but shall receive holiday pay, in accordance with 29.06 above. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program 29.09 No employee whose illness or injury is caused by his own misconduct shall be entitled to integrate SDI the benefits with their accrued of this section. 29.10 In the event an employee receives weekly compensation from the Union, a jointly administered group insurance plan or a plan to which the Employer contributes, daily sick benefits due him under this section shall be reduced by the amount of any such insurance compensation during the time he receives such insurance compensation, and his total sick leave at the employee's option. The sick leave used allowance shall be computed on a weekly basis reduced only by the exact amount of the daily sick benefit used. 29.11 If Federal or Hawaii legislation shall provide for benefits, under whatever name, to employees who are disabled by non-occupational sickness and accident or similar disability, then the foregoing sickness plan shall be equal deemed amended so as to the number eliminate duplication of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due 13.1.1 Sick leave is the absence of an employee because of illness or injury or exposure to personal illness, excluding pregnancy, contagious disease. 13.1.2 A classified employee (probationary and permanent) shall earn paid sick leave at the rate of one day per month to a maximum of twelve (12) days per year. Employees working less than full time shall earn sick leave on the ratio their work year and/or work day bears to full time. Unused sick leave may be accumulated without limit. 13.1.3 At the beginning of each fiscal year (July 1) the sick leave credit of the employee shall be allowed up increased by the number of days of paid sick leave, which he/she would normally earn in the ensuing fiscal year. An employee’s sick leave credit shall be adjusted if a change of assignment alters that amount of sick leave earnable. 13.1.4 ▇▇▇▇ leave may be taken at any time during the work year. Employees shall continue to fifteen receive seniority credit while on paid or unpaid leave. 13.1.5 A new employee with probationary status shall not be eligible to take more than six (156) days, or the proportionate amount to which he/she may be entitled under this Section, until the first day of the calendar month after one hundred thirty (130) working days per fiscal year, July 1 through June 30, and of active service with the District. 13.1.6 Pay for any day of sick leave shall be accumulative from year the same pay the employee would have received if he/she had worked that day. 13.1.7 The employee must follow District mandated procedures to year without limitationreport an absence prior to the beginning work time on the day of illness unless conditions make notification impossible. Absence of less than The employee shall be required to indicate and/or show proof why notification could not be made. If there is no such notification and the employee has exhausted all sick leave the District may determine that the employee is entitled to substitute differential pay only. 13.1.8 At least one (1) full day prior to his/her expected return to work, the employee shall notify his/her supervisor in order that any substitute employee may be terminated. If the employee fails to notify his/her supervisor and both employee and the substitute report, the substitute is entitled to the assignment and the employee shall be charged to the nearest quarter hour with a day of absence. Personal illness sick leave. 13.1.9 For any sick leave absences in excess of more than five (5) consecutive working days duration or more in any ten (10) workday period, an employee shall be verified by present a doctor’s statement from a health care provider, advising that and the person date the employee is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence Employees shall retain all sick leave accumulated through December 31, 1996. Accumulated sick leave may be used by the employee for a bonafide illness or injury only as follows: A. In lieu of Short Term Disability insurance coverage where the employee would otherwise qualify for benefits under the terms of the policy, or otherwise provided by the Employer. B. For all days, or portions thereof, not covered by the Short Term Disability insurance, provided the length of time lost, due to personal illnessthe illness or injury, excluding pregnancywould qualify the employee for benefits under the terms of the policy, shall be allowed up to fifteen (15) working days per fiscal yearor otherwise provided by the Employer. C. In the event a member of the employee’s immediate family, July 1 through June 30living in the same household, is ill or injured and shall be accumulative from year to year without limitation. Absence of less than one (1) full a doctor, licensed day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising or school official, has recommended that the person is physically able to return to work. The health care provider’s statement shall verify the employee remain at home during this illness from the first day of absence to the date of return to workor injury. The employee must furnish provide the Employer written verification of this statement upon return recommendation to be eligible to use accumulated sick leave for this purpose. D. Where the illness or injury arises out of, or in the course of, employment with the Employer; to provide the difference between the employee’s regular pay (Base plus longevity), based on their normal 40 hour work week and is not able to return to work until such statement is the weekly benefit provided to Human Resources and/or through Worker’s Compensation Insurance; provided, however, only the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse amount of sick leave is evidentrequired to make up this difference shall be deducted from the employee’s sick leave bank. Sick leave will not be deducted for the day of the injury. E. To provide the difference between the employee’s regular pay, following previous counsel with based on their normal 40 hour work week, and the weekly benefit as provided through the Short Term Disability Insurance, or otherwise provided by the Employer; provided, however, only the amount of sick leave required to make up this difference shall be deducted from the employee’s sick leave bank. F. Upon an employee’s death or retirement, the Employer shall pay the employee, or the Supervisoremployee’s estate, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification 50% of his/her previous assignmentaccumulated sick leave. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she Such payment shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option’s regular rate of pay at the time of death or retirement. The Such payment shall not apply to days accumulated in excess of 120. G. An employee who has exhausted the paid leave available to him/her under the provisions of this Section shall be considered on a leave of absence without pay. An employee receiving sick leave used benefits shall be computed considered on a weekly basis paid leave for purposes of accruing seniority and shall be equal to the number of hours necessary to compensate for regular wages less SDI fringe benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due ‌ a. Employees except for those on a fixed-term of 6 months or less are entitled to personal illnessSick Leave on pay as set out in clause F.4.c. below, excluding pregnancy, shall or Sick Leave without pay may be allowed up granted on production of a medical certificate. b. All sick leave is to fifteen (15) be computed on working days per fiscal yearonly. c. Employees will receive 10 days sick leave on appointment and a further 10 days for each 12 months of service after, July 1 through June 30with a maximum accumulation of 260 days. d. This leave is inclusive of the provisions of the Holidays ▇▇▇ ▇▇▇▇. e. The employer may require an employee to undergo an examination by a registered medical practitioner of the employer’s choice where it is considered that the employee’s performance may be impaired by a possible medical condition. Should the employee be found to be unfit to perform their full duties they may be placed on sick leave (with or without pay) until cleared to return to full duties. The cost of the medical examination will be met by the employer. f. If an employee is absent on sick leave for less than a whole day, and shall such leave is to be accumulative from year to year without limitationrecorded on an hourly basis in the staff web kiosk in whole hours. Absence Absences of less than one (1) full day shall two hours do not need to be charged to the nearest quarter hour of absencerecorded. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of Where sick leave is evident, following previous counsel with used for medical appointments prior approval must be obtained. Approval will not be unreasonably withheld. g. The employee should notify absence due to sickness to their supervisor whenever possible within 30 minutes of normal starting time. A medical certificate will be required for all absences in excess of five consecutive days and may be required for absences of shorter periods. If information is received which indicates that the employeesick leave entitlement is being misused, the Supervisoremployer may take such action as is necessary to clarify the matter. h. When sickness occurs during annual or long service leave, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement employer will permit the period of sickness to verify any future absence of less than five (5) working days. When all be debited against sick leave accruals are exhaustedentitlement provided a medical certificate is produced. i. In special cases, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall may be allowed to apply for anticipate sick leave becoming due on completion of a health leave; an employee with less than three (3) years further period of service provided that at least five days sick leave is placed on a reemployment list retained for a period each year of thirty-nine (39) monthsservice for which sick leave has been anticipated. At any time during All approvals are subject to the prescribed thirty-nine (39) months, an proviso that the necessary adjustments to final pay are to be made if the employee is able to assume resigns before the duties of their position next entitlement falls due. j. These sick leave provisions apply equally when the employee provides a statement from a health care provider stating that is unable to attend work due to their illness and when the employee may return is required to full duty. The employee shall be reemployed in attend to the first vacancy in the classification ill health of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave person dependent on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per monththem. 1. State Disability Insurance: Eligible k. All employees who are enrolled in will submit their leave requests via the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick staff web kiosk leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.approval system

Sick Leave. Absence due to personal illness, excluding pregnancy, (Seniority accumulative and benefits accruing) A. Employees shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than accumulate one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evidentallowance, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal equivalent to the number of hours necessary normally worked in their work assignment for each month the employee receives pay in a regular yearly position. Unused sick leave shall accumulate up to compensate for regular wages less SDI benefitsa maximum of one hundred (100) days and shall be designated as “accumulated sick leave allowance”. 2B. When leave is exhausted, such employees shall not accrue any more days unless working. C. An employee's absence shall be chargeable to this accumulated sick leave allowance. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, Sick leave days for employees will be deducted from paid on the warrant in accordance with basis of the law. 3. SDI regulations shall apply to number of actual scheduled hours of work or actual hours absent, and the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefitsemployee's current rate of pay. Employees must notify the District of their desire to integrate their report sick leave with SDI benefits. Isolation absences using the absence reporting system and Quarantine: No salary or may report sick leave deduction is made absences on an hourly basis using the absence reporting system. D. An employee, while on paid sick leave shall be deemed to be on continuous employment for absence the purposes of computing all benefits referred to in this Agreement. E. An employee shall not accumulate a day of sick leave during any month in which the employee receives pay for less than the majority of the scheduled working days in that month. F. Upon retirement by or death of a bargaining unit member from the Utica Community Schools and the Michigan Public Schools Employees Retirement System, the employee or the employee’s estate will be compensated for those accumulated sick leave days in excess of fifty (50) up to one hundred (100) days at the rate of $5.00 per hour. G. In any one year, the employee may use, from his/her “accumulated sick leave allowance”, up to five (5) days for a bona fide pressing need due to contagious disease where isolation illness in the immediate family. Immediate family shall be interpreted as a spouse, children, parent or quarantine is ordered, a family member residing in the employee’s household. H. The parties agree that abuses which defeat the purpose for which the leave exists are violative of the standards of the Association and may have been contracted during are intolerable to the performance of school duties with other persons having public responsibility reposed in the contagious disease, for the normal period of isolation or quarantineEmployer.

Sick Leave. Absence due to personal illnessAll Members of the Bargaining Unit shall accrue sick leave credit at the rate of 4.6 hours for each eighty (80) hours of service in active pay status, excluding pregnancyincluding paid vacations, shall be allowed up to fifteen (15) working days per fiscal yearovertime and sick leave, July 1 through June 30but not during a leave of absence or lay-off. Part-time, seasonal, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, intermittent workers shall be credited with sick leave on a pro-rata basis at the rate same rate. Sick leave shall be charged in minimum units of one and one-quarter hour. When an employee is unable to report to work, he/she shall notify his/her immediate supervisor, or designated representative two (1-1/42) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal hours prior to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while time he/she is receiving payscheduled to report to work on the first day of absence, unless emergency or other conditions make it impossible. Normal authorized deductions, including retirement contributions, Each employee learning of any physical condition which is likely to cause his/her absence from work shall notify his/her supervisor as soon as the condition is known. The Employer may require a doctor’s certification as to the period of time the employee will be deducted absent because of the physical condition or anytime an employee is absent four (4) consecutive working days. Employee must notify his/her immediate superior or designated representative to report his/her return to duty from Sick leave at last two (2) hours prior to start of his/her scheduled shift. Accumulated sick leave of an employee who has been separated from public service, shall be placed to his/her credit upon his/her re-employment in the warrant public service, provided that such re- employment takes place within ten (10) years of the date on which the employee was last terminated from service. The Employer and the Union have agreed to cooperate in programs to eliminate unnecessary absenteeism and sick leave abuse on the part of the employees. The Employer retains the right to investigate all sick leave and require repayment of sick pay where abuse has been proven as well as other discipline in accordance with this Agreement. All Members of the law. Bargaining Unit shall, at the time of retirement or termination of services with the Employer and with ten (10) years or more of service with the Employer, receive pay for accrued and unused sick leave credit on the basis of three (3) sick leave days for one (1) day of pay. SDI regulations Such payment will be based on the employee’s rate of pay at the time of retirement or termination. Such payment shall apply be made only once to any employee. In case of death of an employee (regardless of age or length of service at Central State University) payment of one-third of the employee’s unused sick leave shall be made to the integration programbeneficiary or estate. In accordance with state law, no employee Such compensation shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify made at the District employee’s current rate of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantinepay.

Sick Leave. Absence due to personal illness, excluding pregnancy, shall be allowed up to fifteen (15) working Amended 1999) a. The District will credit each employee with annual sick leave on the September pay date. Annual sick leave is calculated as 1.25 days per fiscal year, July 1 through June 30, contracted pay period. An employee who does not complete the contract year and has used more sick leave than actually earned will have a like amount deducted from his/her final paycheck. (Amended 1999; amended 8/2002) b. Employees may accumulate an unlimited number of days of sick leave. Days in excess of 210 days accumulated shall be accumulative from year to year without limitationcarry no cash value at termination. Absence of less than one (1) full day Days used shall first be charged against those days accumulated in excess of 210. (Amended 1999) c. Sick leave may be used for medical and dental appointments, disability, quarantine, maternity/paternity or illness suffered by the employee or immediate family. (amended 8-6- 10) d. With cause, employees may be required to provide proof of need for the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse use of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator when requested by an immediate supervisor. e. An employee who has exhausted all accumulated sick leave may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. without pay. f. An employee on "Difference Leave" is paid must notify the difference between hisimmediate supervisor as soon as he/her salary she knows that they will use sick leave. g. All qualified extended leaves of absence are subject to the Federal Family and that paid his/her substituteMedical Leave Act. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first Amended 1999) h. An employee may use up to 10 days of sick leave utilizationin the event of the death of an immediate family member. When difference For purposes of bereavement, aunt and uncle are considered immediate family. (Amended 1999) i. An Employee may use two (2) sick leave is exhausted, days for bereavement for other than family members. (added 2005) j. The Association and Organization will manage a Sick Leave Bank with membership open to all District staff members. Staff may join the employee with three (3) years of service shall be allowed to apply bank by donating one or more sick leave days. Only staff members who have donated are eligible for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full dutybenefits. The employee shall be reemployed in the first vacancy in the classification Bank will assist staff who have long-term illness or disabilities and have exhausted accumulated sick leave. The Bank will conduct an annual request for members, donation of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end days, and will develop procedures for considering use requests. The Bank may assess members an additional day of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a proif the Bank’s balance falls below twenty-rata basis at five. Members may “drop-out” of the rate of one Sick Leave Bank by notifying the Association/Organization but may not withdraw donated days. Decisions by the Bank are final and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in not subject to the California State Disability Insurance Program shall be entitled grievance procedure or appeal to integrate SDI benefits with their accrued sick leave at the employee's optionDistrict. The sick leave used shall be computed on a weekly basis and shall be equal to District will maintain the number accounting of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, Sick Leave Bank days for the normal period of isolation or quarantine.Association/Organization. (added 6-28-07)

Sick Leave. Absence due 15.01 Each full-time employee who normally works thirty-five (35) hours per week for twelve (12) months per year is entitled to personal illnesstwenty-four (24) sick leave credits each January 1st. Each full- time employee other than those described above is entitled to twenty (20) sick leave credits each January 1st. For part-time employees, excluding pregnancy, sick leave credits shall be allowed up to fifteen (15) working days per fiscal prorated and credited each January 1st. Newly hired employees will be credited with prorated sick leave credits at the time of hire. In calculating the number of sick leave credits for an employee in any year, July 1 through June 30, the Board shall first deduct credits from the above entitlement and then from any sick leave accumulated from previous years. 15.02 One hundred percent (100%) of unused sick leave credits shall be accumulative accumulated from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five two hundred (5200) months. The five days for employees employed on a ten (510) month period is calculated from the first basis and 240 days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed employees employed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, basis. 15.03 By February 1st of each year a statement shall be credited with sent to each employee indicating the sick leave on a pro-rata basis at credits accumulated by the rate employee as of one and one-quarter (1-1/4) days per monththe preceding January 1st. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program 15.04 Each eligible employee shall be entitled to integrate SDI benefits with use their accrued accumulated sick leave credits for personal illness or injury without loss of salary or benefits. Up to five (5) days per calendar year may be used for family related illness (immediate family). (a) Absences for personal illness or injury for a period not exceeding three (3) working days shall be reported to the appropriate Superintendent/Manager/Principal. (b) Should the Board require from an employee an independent medical opinion, the choice of medical practitioner shall be mutually agreeable to the Board and the Union. It is understood that the Board will bear the cost for such medical assessment. 15.06 Employees commencing employment after the first of any month shall receive sick leave days prorated for the balance of the month at two days per complete month or part month in excess of nine working days. 15.07 There shall be no payment to an employee for salary or vacation while absent due to illness or injury once sick leave credits are exhausted, nor shall such employee accumulate additional sick leave credits until they have returned to work for a minimum of ten (10) working days. 15.08 An employee is not entitled to sick leave pay during a period of layoff or vacation or a leave of absence granted without pay. 15.09 Where loss of wages due to injury or illness is compensative from sources other than those provided under the employee's optionWorkplace and Safety & Insurance Act, the Board shall have subrogation rights in such cases. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required obliged to use vacation in conjunction with receiving SDI benefits. Employees must notify repay the District of their desire Board the sum so awarded to integrate their him/her so as to restore his/her sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due credits to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having position in which they were before the contagious disease, for the normal period of isolation or quarantinedisability, computed according to his/her rate of remuneration at that time.

Sick Leave. Absence 7.1 The Employer agrees to provide employees with paid sick leave earned at eighteen (18) hours per month with a maximum rollover on December 31 of each year of one thousand two hundred forty-eight (1248) hours for twenty-four (24) hour shift personnel. 7.2 Sick leave will accrue at eight (8) hours per month with a maximum rollover on December 31 of each year of one thousand forty (1040) hours for personnel working the forty (40) hour daytime schedule. 7.3 Employees noted in Section 7.1 above are entitled to use sick leave for only a bona fide illness or injury, quarantine due to personal illnessexposure to contagious diseases, excluding pregnancyany physical treatment or examination including medical, dental or ocular. Employees may also use sick leave for illness or injury to the employee’s spouse, domestic partner, child, grandparent, grandchild, or sibling requiring the employee’s attendance and/or care. Employees shall make reasonable attempts to schedule routine medical, dental and vision care appointments during their off-duty time so as to not impact department staffing levels. Sick leave may also be used for parents, including “step” and “in-law” relationships, as well as ▇▇▇▇▇▇, legal guardian, in loco parentis and de facto situations. 7.4 Employees entitled to sick leave who have exhausted their sick leave accrual may use accrued vacation. 7.5 Time off for sick leave and medical purposes shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and charged against available sick leave for actual time used only. 7.6 Sickness or disability shall be accumulative from year reported to year without limitationthe Fire Chief or designee prior to time for commencement of the employee’s work day, or as soon thereafter as practicable. Absence The employee may be required to provide proof of illness. 7.7 Any platoon duty employee who has reached their maximum accrual of one thousand two hundred forty-eight (1248) sick leave hours shall be eligible to cash out at straight time or have added to their vacation bank thirty-three percent (33%) of all hours accrued over the maximum allowed. This benefit will be paid to eligible employees annually in December. Any forty (40) hour daytime schedule employee who has reached their maximum accrual of one thousand forty (1040) sick leave hours shall be eligible to cash out at straight time or have added to their vacation bank thirty-three percent (33%) of all hours accrued over the maximum allowed. This benefit will be paid to eligible employees annually in December. If an employee has less than one thousand two-hundred forty-eight (11248) full day shall be charged to or one thousand forty (1040) sick leave hours and does not use any sick leave during the nearest quarter hour of absence. Personal illness of more than five previous twelve (512) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhaustedcalendar months, the employee is placed on "Difference Leave" if covered by shall have the option of accepting an addition of twelve (12) hours of leave added to their vacation bank, or may opt for a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitutethree hundred fifty dollar ($350) cash bonus. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall option may be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a utilized once every twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefitsperiod. Employees must notify the District payroll of their desire to integrate utilize this benefit by the payroll cutoff period to receive it in that month’s paycheck. 7.8 The Union and the Employer agree to abide by the provisions of the Federal Family Medical Leave Act, Washington Family Leave Act and Washington Family Care Rules as outlined in Article 10. 7.9 If an employee retires from the City, meeting LEOFF plan requirements, providing less than 6 months’ notice, that employee is eligible to cash out twenty-five percent (25%) of their sick leave with SDI benefitsbalance at their current straight time rate. Isolation and Quarantine: No salary or If an employee retires from the City, meeting LEOFF plan requirements, providing at least 6 months’ notice of separation, that employee is eligible to cash out their sick leave deduction balance at their current straight time rate as outlined below: All hours up to 725 will be cashed out at 33%; and All hours beyond 725 will be cashed out at 50% All hours up to 550 will be cashed out at 33%; and All hours beyond 550 will be cashed out at 50% This notice cannot be rescinded after such time as an offer of employment has been made to a replacement. 7.10 Upon retirement of an employee, the Employer shall make contributions into the WSCFF Employee Benefit Trust in an amount equal to one hundred percent (100%) of the employee’s sick leave cash out. The trust fund is made for absence due to contagious disease where isolation or quarantine is orderedestablished in accordance with applicable federal and state laws, and may have been contracted during the performance City shall contribute the monies on a pre-tax basis. The monies contributed to the trust fund shall only be used for retiree health insurance premiums or health service expenses. 7.11 The Administrative Battalion Chief shall be considered a platoon duty employee for purposes of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineArticle 7.

Sick Leave. Absence Every full-time employee shall be entitled to sick leave with pay as herein provided, if the employee is compelled to be absent from work due to personal illnessany illness or injury other than that caused by or arising from the employee's own moral turpitude, excluding pregnancy, or sustained in the course of or arising out of and proximately caused by the employee's duties as a City employee. Such sick leave shall be allowed up to fifteen (15) as follows: 1. Employees must complete six consecutive months of service without being absent without pay for more than a total of ten working days per fiscal yearbefore accruing sick leave. At the completion of the qualifying period, July 1 through June 30such employees shall accrue one day of sick leave, and shall be accumulative from year to year without limitation. Absence of less than accrue one (1) full additional day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each monthsubsequent month worked until January 1 following completion of the six-month period. Employees who work less than full-time or less than a twelve (12) month Such accrual will be on the first day of the pay period in which the employee's anniversary date falls. Beginning January 1 following completion of the qualifying period, employee shall be allowed 12 working days' leave at full pay, five working days at 75% of full pay, and five working days at 50% of full pay each calendar year, plus the days of sick leave accrued and accumulated as provided in this Article. Beginning January 1, 1998, employees shall be credited with allowed 12 working days leave at full pay and five working days at 75% of full pay each calendar year, plus the days of sick leave on a pro-rata basis at the rate accrued and accumulated as provided herein. As of one and one-quarter (January 1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued , 1998, any unused balance of sick leave at the employee's option. The sick leave used 50% of full pay shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefitsfrozen with no further credits or withdrawals permitted. 2. Disability checks received Changes in an employee's rate of accrual resulting from SDI must a change in his/her bargaining unit shall be endorsed by adjusted on the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the lawJanuary 1 following such change. 3. SDI regulations shall apply Half-time employees, as defined by Section 4.110 of the Los Angeles Administrative Code, must complete a period of six consecutive months of service, and must have been compensated for at least 500 hours before qualifying for sick leave. Upon completion of the qualifying period, a half-time employee will be allowed leave prorated on the basis of total number of hours scheduled in relationship to the integration programtotal number of hours required for full-time employment. In accordance with state law, no employee No sick leave at partial pay shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their allowed any employee unless and until all sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction full pay to which the employee is made for absence due to contagious disease where isolation or quarantine is ordered, and may entitled shall have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineused.

Sick Leave. Absence due to personal illness, excluding pregnancy, 13.2.1 The sick leave rate of monthly accrual shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/41 ¼) days of paid per month for full time employees. The employee’s sick leave per calendar month balance shall be granted as earned reduced by the actual time of the absence, rounded to the nearest quarter hour, when sick leave is used. All part-time employees working fewer than 30 hours per week shall accrue sick leave at a rate of one day per month pro-rated at the end of each month. Employees who work less than fullpart-time employee’s length of work day, not to exceed their annual accrual with no buyout at separation. 13.2.2 Employees on sick leave compensation may not do part time or less than full time work for another employer. A doctor’s certificate may be required, at the discretion of the Department Head for reasonable cause, for any sick leave absence. A certificate from a twelve doctor may be required for any absence in excess of four (124) month calendar yearsuccessive work days. 13.2.3 Effective April 1, 2017, the limit on sick leave accumulation shall be credited 60 days. Any employee with sick leave on a pro-rata basis in excess of 60 days at that time shall be paid at the rate of one and oneday for every day of sick leave earned that is in excess of the new 60-quarter day maximum accrual limit. Said payment shall be processed by the first pay period in May, 2017. Sick leave will be accumulated if not used, but the total accumulation shall not exceed sixty (1-1/460) days per monthdays, except as provided in 13.2.5 below. Sick leave will not be allowed for any day on which an employee would not have otherwise worked. Employees who have transferred into the bargaining unit from another Town position shall be credited with previously accrued sick leave, which shall count toward the sixty (60) day maximum accumulation permitted. 1. State Disability Insurance: Eligible 13.2.4 With regard to employees who are enrolled in the California State Disability Insurance Program shall with seven (7) or more years of continuous service, upon retirement, including disability retirement, upon terminating employment voluntarily or lay- off, employees will be entitled to integrate SDI benefits with their accrued paid for all unused sick leave at a rate of one day’s pay for each day of sick leave. In the case of a reduction in hours, it is the employee's option. The ’s option to maintain current sick balance or request a buyout at the time of reduction. 13.2.5 An employee reaching the maximum earned sick leave used credit of sixty (60) days shall be computed on a weekly basis and shall paid for all days in excess of 60 at the rate of one day for every day of sick days earned which, if credited, would be equal to in excess of the number sixty (60) day maximum accrual. Determination of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, this benefit will be deducted from made as of December 31 and will be paid prior to March 1 the warrant in accordance with the lawfollowing year. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due 16.01 The provisions of this Article shall cover all employees absent from work for the purpose of attending appointments with a certified, licensed medical practitioner as well as absences from work, as a result of personal disability caused by accident or sickness. 16.02 Sick leave shall not be paid to personal illness, excluding pregnancy, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee employees with less than three (3) years months service, however, upon completion of service is placed on a reemployment list for a period of thirty-nine three (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (63) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, service such employees shall be credited with ten point eight (10.8) hours per month from the date of employment. For the purposes of this Article, a full day's absence is deemed to be the amount of hours scheduled for that day. 16.03 Such sick leave on to be cumulative but in no case shall such sick leave credit exceed a pro-rata basis at the rate period of one thousand, two hundred and one-quarter ninety six (1-1/41,296) days per monthhours. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program 16.04 The length of service shall be entitled to integrate SDI benefits calculated from the date of employment and such service shall be continuous from said date of employment. 16.05 No employees shall draw during their active service with their accrued the Employer accumulated sick leave at benefits if their absence from work is not due to personal illness and/or health related activity as listed in Article 16. 01. No employee on paid sick leave may take up employment with another employer. 16.06 Employees as requested by the Employer on sick leaves greater than 2 weeks shall participate in our Attendance Support program as provided by an independent third party. All medical information shall be confidential and between the employee's option. The , their physician and our third party provided to assist the employee in a safe and healthy return to work. 16.07 Cumulative sick leave used credits shall not be computed on a weekly basis and shall be equal to the number earned: a) for leaves of hours necessary to compensate for regular wages less SDI benefitsabsence of more than thirty (30) consecutive days, or b) by any employee whose sick leave credits have expired. 2. Disability checks received from SDI must c) sick leave credits shall not be endorsed earned by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant employees on paid sick leave in accordance with the lawexcess of thirty (30) consecutive days. 316.08 An employee who is on sick leave must apply for Long Term Disability (LTD) on or before sixty (60) calendar days; and will if the claim is accepted, be eligible for LTD benefits, but not sick leave benefits, after one hundred and nineteen (119) calendar days. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall Employees who have submitted as per 16.06 may not be required to use vacation in conjunction with receiving SDI benefits. Employees must notify complete additional forms based on the District benefit carrier’s requirement. 16.09 All employees shall schedule their medical and dental appointments outside of their desire regular working hours where possible and otherwise at either the beginning or end of the work day whenever possible so as to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during reduce the performance disruption of school duties with other persons having the contagious disease, for the normal period of isolation or quarantinedaily work flow.

Sick Leave. Absence due to personal illness, excluding pregnancy, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment 11.10.01 Employees will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of accrue paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days working day per month. 1, to a maximum of eight (8) working days [sixty four (64) hours] per calendar year. State Disability Insurance: Eligible employees who are enrolled Such days in the California State Disability Insurance Program shall equivalent hours will be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to offset loss of pay due to absence caused by illness/injury of the District while heemployee or when the employee is absent to care for their sick or injured spouse/she partner, parent or dependent child. Note: Implementation of the 2 additional sick and family care days: - In 2016, a maximum of seven (7) working days [fifty-six (56) hours] will be accrued. - In 2017 and thereafter, a maximum of eight (8) working days [sixty- four (64) hours] will be accrued. 11.10.02 Accrued sick leave hours will be reduced when an employee is receiving payabsent until such time as the employee’s unused accrued credits are exhausted, up to a maximum of sixty four (64) hours per calendar year. Normal authorized deductions, including retirement contributions, Partial days will be deducted from the warrant banks on an hour for hour basis. Sick days in accordance with excess of the lawforegoing will be unpaid. 11.10.03 Employees may bank any unused sick leave hours accrued under Article 11.10.01, to a maximum of hundred and twelve (112) hours, for use exclusively during the waiting period for GIDIP benefits (“GIDIP Bank”). 11.10.04 During the GIDIP waiting period, employees shall deplete available sick leave hours in the following order: (1) Any hours accrued under Article 11.10.01; (2) Any hours in the GIDIP Bank; and then (3) Any hours in the employee’s existing sick bank. SDI regulations shall apply Withdrawal from these banks will be made according to the integration programemployee’s preceding work schedule. 11.10.05 Employees will have access to the above banks upon self declaration of disability. In accordance with state lawHowever, no should an employee not go on GIDIP, the Company will recoup the payment made and replenish the appropriate bank. 11.10.06 Employees who misuse sick leave shall be required subject to use vacation in conjunction with receiving SDI benefitsdiscipline. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.End

Sick Leave. Absence due 26.1 Sick Leave is for bona fide illness/injury only and is not to personal illness, excluding pregnancy, shall be allowed up to fifteen (15) working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitationconsidered as additional time off or vacation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care providerA physician’s statement shall verify not normally be required until the illness from 5th day of authorized sick leave. However, the Company reserves the right to require a doctor’s verification at any time sick leave is being abused. 26.2 Sick leave shall commence on the first day of absence illness or on the first day of hospitalization. Leave for employees who have completed their trainee (new hire) training period shall be earned at a rate of 1.85 hours per completed week of active service up to the date a maximum of return to work. The employee must furnish this statement upon return to work 96 hours per year. 26.3 At no time will usage of earned and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of authorized sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less than three (3) years of service is placed on a reemployment list for a period of thirty-nine (39) months. At any time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored used as a permanent employee. During the first six (6) months of employmenttool to determine promotions, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at discipline, or transfers. 26.4 At the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall earned, unused Sick Leave hours may go into the Casual Sick Leave account, which has a cap of 240 hours, or the Hospital Sick Leave account, which has no cap. 26.5 Hours paid under this article will be credited with paid at the employee’s straight time hourly rate and will not go into the overtime base. 26.6 As a means to control the abuse of sick leave, it is agreed that: (a) An employee that has been scheduled/notified to work for training, overtime, and/or required appointments, who fails to work the scheduled hours on the third occasion within 90 days must use vacation, personal or sick leave/casual sick leave on (or a pro-rata basis combination thereof) for the total hours scheduled. An employee will not receive discipline when they have been charged leave; (b) An employee may elect to be reimbursed for any unused earned sick leave, limited to the current year’s hours in excess of 48 hours, minus any time used in any sick leave category. This amount will be paid in the second pay period of the following calendar year at the employee’s straight time hourly rate at the time of one and one-quarter distribution. The current year’s hours not paid may be banked into his Casual or Hospital account; (1-1/4c) days per month.Hospital Sick Leave may only be accessed for actual hospitalization as defined in the 1. State Disability Insurance: Eligible employees who are enrolled in 26.7 With the California State Disability Insurance Program shall exception of termination for cause, an employee leaving the Company will be entitled to integrate SDI benefits with their paid ½ of the current year’s accrued sick leave up to 48 hours minus any time used in any sick leave category. This payout will be at the employee's option. The sick leave used shall be computed on a weekly basis ’s straight time hourly rate at the time of termination and shall be equal to will not go into the number of hours necessary to compensate for regular wages less SDI benefitsovertime base. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence 21.01 Sick leave is provided by the Employer to permanent full-time Employees for the purpose of maintaining the basic rate of pay for regularly scheduled shifts of Employees during absences due to personal illness, excluding pregnancyquarantine and accidents for which compensation is not payable under the Workers' Compensation Act. 21.02 The accrual and use of sick leave credits will be administered in accordance with the following: a) Permanent full-time Employees shall accumulate sick leave at the rate of two (2) days per month of full-time employment, to a maximum credit of one hundred and twenty (120) days. b) Permanent part-time Employees shall be allowed up accumulate sick leave based on a pro rata basis of hours worked as compared to fifteen permanent full-time Employees. c) Seasonal Employees can accumulate sick leave at a rate of one working day for each one hundred and forty (15140) hours worked, to a maximum of twelve (12) working days per fiscal yearyear or thirty (30) working days in total. d) Sick leave credits will be accumulated in accordance with Article 21.03 a), July 1 through June 30up to a maximum credit of one hundred and twenty (120) days, and provided however, that an Employee shall not be accumulative from year entitled to year without limitation. Absence use sick leave credits prior to completion of less than their probationary period as per Article 9. e) Sick leave credits shall not accrue during a period of absence in excess of one (1) full day month in the case of: (i) illness; (ii) injury; (iii) lay-off; (iv) leave of absence; or (v) periods while in receipt of compensation from the Workers' Compensation Board. f) When an Employee has accrued the maximum sick leave credits of one hundred and twenty (120) days, the Employee shall no longer accrue sick leave credits until such time as the Employee's total accumulation is reduced below the maximum. At that time, the Employee shall commence accumulating sick leave credits up to the maximum once more. g) If an Employee requires time off for the purpose of attending dental, physiotherapy, optical or medical appointments, provided the Employee has been given prior authorization by the Employer to do so, such absence shall be charged against the Employee's accumulated sick leave credits. Employees may be required to submit satisfactory proof of such appointments. h) For the purpose of computing sick leave credit accumulation, days on which the Employee is on vacation shall be counted as working days. 21.03 Subject to Articles 21.01 and 21.02, an Employee granted sick leave shall be paid at his basic rate of pay for regularly scheduled shifts absent due to illness. Such amount shall be deducted from his accumulated sick leave credits up to the nearest quarter hour total amount of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that accumulated credits at the person is physically able to return to work. The health care provider’s statement shall verify time the illness from the first day of absence to the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working dayscommenced. 21.04 Employees reporting sick shall call their work place as soon as possible. When all sick leave accruals Employees are exhausted, the employee is placed on "Difference Leave" if covered by a statement aware that they will be absent from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid work for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service shall be allowed to apply for a health leave; an employee with less more than three (3) years days, they shall advise the Employer, if requested, in writing. 21.05 Employees are required to submit medical proof of service illness for any claim for sick leave in excess of three (3) days. 21.06 Except as hereinafter provided, sick leave will not be paid in respect of any illness or injury which is incurred during the period of a scheduled vacation once vacation leave has commenced. In the event that illness or injury prevents the Employee from resuming his duties at the conclusion of the vacation period, and the Employee has substantiated his claim for sick leave, income continuance thereafter will be in accordance with Article 21.03. 21.07 An Employee who is placed on a reemployment list long-term disability shall not accrue sick leave nor vacation, nor shall the Employer pay for a period of thirtybenefits for such Employee. The participation by an Employee in the long-nine (39) months. At any time term disability plan is subject to the eligibility requirements established by the relevant carrier. 21.08 Upon termination or resignation, all sick leave credits will be cancelled and no payment for such credits made to the Employee by the Employer. 21.09 An Employee who is on sick leave is not permitted to be gainfully employed during the prescribed thirty-nine (39) monthsperiod, an employee is able or to assume use the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-approved time off for lack personal financial gain of any sort. 21.10 An Employee found to be abusing sick leave, or using it for personal gain, must repay any sick leave benefits paid and will be terminated for just cause. 21.11 The Employer may require that an Employee be examined by an independent medical practitioner where: a) there is prolonged frequent absence from work or funds, in which case he/she shall be ranked according due to his/her proper seniority. Upon resumption of his/her illness; or b) there is concern about the Employee's ability to satisfactorily perform the required duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while he/she is receiving pay. Normal authorized deductions, including retirement contributions, will be deducted from the warrant in accordance with the law. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation disability or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantineillness.

Sick Leave. Absence due to personal illness, excluding pregnancy, 13.1 All regular full-time employees covered by this Agreement shall be allowed up to fifteen accumulate sick leave entitlement at the rate of Ten (1510) working days per fiscal year, July 1 through June 30, and hours for each month worked (including vacation weeks). All regular Part-Time Employees shall be accumulative from year to year without limitationreceive sick leave on a proportionate basis. Absence of less than one (1) full day shall be charged to All Regular full-time Employees commencing employment after the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration shall be verified by a statement from a health care provider, advising that the person is physically able to return to work. The health care provider’s statement shall verify the illness from the first fifteenth day of absence to a month shall receive a half day (4 hours) for that month. 13.2 In the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or event the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of earned sick leave is evident, following previous counsel with the employeenot used in any particular year, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days of sick leave utilization. When difference leave is exhausted, the employee with three (3) years of service unused portion shall be allowed to apply accumulate to a maximum of One Thousand two hundred hours. Only regular working days of the Regular Full-Time Employees shall be counted in computing sick leave (including vacation weeks). 13.3 Employees who are absent because of sickness or accident for a health leave; an employee with less period of more than three (3) working days shall be required to present a doctor’s certificate to their Department Head, stating the reason and the period of time the employee will be absent from work. 13.4 The above is not to be construed by any employee or by the Department Head as a subterfuge for time off, nor shall it apply in the case of any sickness or accident caused by the over indulgence of alcohol or narcotics, nor by the employee’s misconduct. 13.5 Employees shall be paid fifty percent of their unused accumulated sick leave upon retirement, provided the employee has a minimum of ten (10) years of service is placed on a reemployment list for a period and retires in accordance with the requirements of thirty-nine (39) monthsthe Barnstable County Retirement Board. At any In the event of the death of an employee, this sick time during the prescribed thirty-nine (39) months, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee shall be reemployed in the first vacancy in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according paid to his/her proper seniority. Upon resumption of his/her dutiesestate. 13.6 If an employee uses more than forty (40) hours in the aggregate during a Fiscal Year , the break Employer may require medical certification for additional absences. Approved family or medical leave shall not be included in service will be disregarded and the employee forty hours total. 13.7 In the event of extended illness, an additional source of aid shall be fully restored as provided by means of a permanent employee. During the first six (6) months of employment, one and one-quarter (1- 1/4) days of paid general sick leave per calendar month shall be granted as earned at bank to provide for additional days beyond the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar year, shall be credited with accumulated sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's optionbenefits. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed bank will acquire its assets by the employee to the District while he/she is receiving pay. Normal authorized deductionsvoluntary donation of sick leave days from any other Employees, including retirement contributions, will be deducted from the warrant days accrued in accordance with the lawexcess of one thousand two hundred hours (Article 13. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.

Sick Leave. Absence due to personal ‌ 13.1.1 Sick Leave utilization shall be for an employee’s own physical and mental disability absences which are medically necessary and caused by illness, excluding pregnancyinjury, shall be allowed up to fifteen (15) maternity disability or quarantine. 13.1.2 For purposes of sick leave, full-time means an employee working days per fiscal year, July 1 through June 30, and shall be accumulative from year to year without limitation. Absence of less than one (1) full day shall be charged to the nearest quarter hour of absence. Personal illness of more than five (5) consecutive working days duration per week for twelve (12) months per calendar year shall be verified by a statement from a health care provider, advising that the person is physically able annually entitled to return to work. The health care provider’s statement shall verify the illness from the first day twelve (12) days of leave of absence to for the date of return to work. The employee must furnish this statement upon return to work and is not able to return to work until such statement is provided to Human Resources and/or the Supervisor, Manager, Principal and/or Administrator. In cases of excessive absence or when abuse of sick leave is evident, following previous counsel with the employee, the Supervisor, Manager, Principal and /or Administrator may request in writing that the employee furnish a health care provider’s statement to verify any future absence of less than five (5) working days. When all sick leave accruals are exhausted, the employee is placed on "Difference Leave" if covered by a statement from a health care provider. An employee on "Difference Leave" is paid the difference between his/her salary and that paid his/her substitute. This is paid for a maximum period of five (5) months. The five (5) month period is calculated from the first days purpose of sick leave utilization. When difference leave is exhausted, the An employee with three (3) years of service covered by this Agreement working less than full- time shall be allowed entitled to apply for a health leave; an employee with sick leave in the same ratio that their employment bears to full-time employment. 13.1.3 An employee, covered by this Agreement, working less than three a full calendar year shall be annually entitled to the following days of leave for purposes of sick leave utilization: Number of Work Days (3excluding vacation and holidays) years of service is placed based on yearly calendar submitted by program supervisor Sick Leave Earned 227 - 246 work days 12 days Additional work submitted on a reemployment list time sheet is excluded for a period purposes of thirty-nine calculating sick leave. Sick leave under 13.1.2 and 13.1.3 is accumulated annually, without limit. 13.1.4 Unit employees working summer school will receive one (391) months. At any time during the prescribed thirty-nine (39) monthsadditional day of sick leave in July. 13.1.5 Employees, an employee is able to assume the duties of their position when the employee provides a statement from a health care provider stating that the employee may return to full duty. The employee upon initial employment, shall be reemployed in eligible to take not more than six (6) days, or the proportionate amount of sick leave to which they are entitled, until the first vacancy day of the calendar month following six (6) months of service. An employee who uses more than six (6) days of sick leave in the classification of his/her previous assignment. His/her reemployment will take preference over all other applicants except those laid-off for lack of work or funds, in which case he/she shall be ranked according to his/her proper seniority. Upon resumption of his/her duties, the break in service will be disregarded and the employee shall be fully restored as a permanent employee. During the first six (6) months of employment will be docked a full day’s pay for each additional day of absence. Once the employee completes six (6) months of employment, he/she will be eligible to use the remainder of his/her sick leave. 13.1.6 The Office reserves the right to require verification of any period of leave taken because of illness or injury upon probable cause for such verification. Prior written notice of the requirement shall be given the employee. 13.1.7 Regular classified employees shall once a year be credited with a total of not less than one and one-quarter hundred (1- 1/4100) working days of paid sick leave per calendar month shall be granted as earned at the end of each month. Employees who work less than full-time or less than a twelve (12) month calendar yearleave, shall be credited with including sick leave on a pro-rata basis at the rate of one and one-quarter (1-1/4) days per month. 1. State Disability Insurance: Eligible employees who are enrolled in the California State Disability Insurance Program shall be entitled to integrate SDI benefits with their accrued sick leave at the employee's option. The sick leave used shall be computed on a weekly basis and shall be equal to the number of hours necessary to compensate for regular wages less SDI benefits. 2. Disability checks received from SDI must be endorsed by the employee to the District while which he/she is receiving payentitled as set forth in section 13.1.2 and 13.1.3, above. Normal When such employee is absent from his/her duties on account of his/her own illness or accident for a period of one hundred (100) working days or less, whether or not the absence arises out of or in the course of employment of the employee, the employee shall be compensated at not less than fifty percent (50%) of the employee’s regular salary. 13.1.7.1 Employees will first use accumulated sick leave to receive full pay for absences charged to sick leave. 13.1.7.2 Upon exhaustion of accumulated sick leave, employees will be paid 50% of their salary for the remainder of the one hundred (100) days. 13.1.7.3 The paid sick leave authorized deductionsunder this section shall be exclusive of any other paid leave, including retirement contributionsholidays, will vacation or compensating time to which the employee may be entitled. This one hundred (100) work days of leave is not cumulative. 13.1.8 An employee who leaves employment with the Office and does not complete a given year of service shall be charged for any unearned sick leave (as granted in 13.1.2 and 13.1.3) used as of the last date of employment. The used, but not accrued sick leave shall be deducted from the warrant in accordance with the lawemployee’s final payroll warrant. 3. SDI regulations shall apply to the integration program. In accordance with state law, no employee shall be required to use vacation in conjunction with receiving SDI benefits. Employees must notify the District of their desire to integrate their sick leave with SDI benefits. Isolation and Quarantine: No salary or sick leave deduction is made for absence due to contagious disease where isolation or quarantine is ordered, and may have been contracted during the performance of school duties with other persons having the contagious disease, for the normal period of isolation or quarantine.