 |
|
|
|
Below is a
guideline of district employee leaves and absences, for further
explanation or questions, please contact the Human Resources Department.
Leaves and Absences Policies and Procedures
Every employee plays an
important role in contributing to the education of Edgewood students.
However, everyone at one time or another becomes ill or needs to take
care of personal business. Employees need to know and adhere to the
District's policies and procedures when they are absent from work.
Following is a synopsis of the District Policies on leaves and
absences. Employees should refer to DEC Legal and DEC Local in board
policy for complete details.
Requesting Leave
- Employee submits
written request for leave to the appropriate supervisor for
approval.
Reporting Absences
-
Employee reports
absence to supervisor.
-
Campus/Department
Administrator informs the Human Resources Department for those
employees absent ten or more consecutive days for illness or injury.
-
5-9 days absent
- Employee absent for five or more consecutive days for illness or
injury must submit a doctor's excuse to their immediate supervisor.
-
10+ days absent
- Employees absent for ten or more consecutive days for illness
or injury must furnish a doctor's certification form to the Human
Resources Department. Upon notice of release from physician,
employee must obtain Authorization to Report to Work from and
deliver to their supervisor.
Types of Leave
-
State Leave -
Employees earn five days annually. State leave is cumulative and
transferable to another District
-
Local Leave -
Employees earn up to five days annually. Local leave shall
accumulate to a maximum of 30 days and is not transferable to
another district.
-
Temporary
Disability Leave - Employee provides physician certification to
the Human Resources Department for approval.
To be used only if absent after ten consecutive workdays. Physician
certification must be provided to the HR Office every 30 days
thereafter. Employee's request for reinstatement shall be
accompanied by medical certification of the employee's ability to
perform essential job functions.
-
Family Medical
Leave Act (FMLA) - Employee provides physician certification to
the Human Resources Department for qualification and
approval. To be used only if absent after the
consecutive workdays. Physician certification must be provided to
the HR Office every 30 days thereafter. Employee's request for
reinstatement shall be accompanied by medical certification of the
employee's ability to perform essential job functions.
-
Military Leave
- Employee must provide military orders to the Human Resources
Department.
-
Worker's
Compensation - Employee informs supervisor, Risk Management
Office, and the Human Resources Department.
Abuse of Leave
-
Absence Without
Leave (AWOL) - Absence without leave is not permitted and is
deemed an abuse of the leave program and is a violation of District
policy that may result in disciplinary action up to and including
loss of pay, suspension, demotion, or termination of employment.
|
|
