The board will determine the amount of vacation, holidays, and personal leave that will be allowed on an annual basis for licensed employees.

It is the responsibility of the superintendent to make a recommendation to the board annually on vacations, holidays, and personal leave for licensed employees.

Legal Reference:  Iowa Code §§ 1c; 4.1(34); 20.

Cross Reference:  414.1     Classified Employee Vacations – Holidays – Personal Leave
                                       601.1       School Calendar

Approved:  3-31-92              
Reviewed:  12-12-18, 12-12-22
Revised:  8-14-95, 9-20-99, 7-15-02, 2-12-18

Professional purpose leave may be granted each school year to licensed personnel to participate in a professional conference or event for continued professional development, or for visitation to view other instructional techniques or programs.

Requests for professional leave shall be in writing to the principal at least one (1) week in advance of the proposed leave.  It shall be within the discretion of the principal to deny or grant the leave.  In making this determination, the principal will consider the role of the employee in the conference or event and the effect of the licensed employee’s absence on the educational program and the operations of the school district.

Legal Reference:  Iowa Code §§4.1(22), 20.9 (1991).

Cross Reference:  409    Licensed Personnel Vacations and Leaves of Absence

Approved:  3-31-92              
Reviewed:  12-09-19, 12-12-22
Revised:             

Licensed personnel will be allowed to take a maximum of four (4) days family illness leave for an emergency illness or injury per school year.  Family shall be defined as spouse, children, mother, father, brother, and sister.  Additional use of up to four (4) days of personal illness leave for immediate family illness will be allowed.

Requests for family illness leave shall be made to the principal.  The principal has the discretion to grant additional family illness leave.  In making this determination, the principal shall consider the financial position of the school district, the effect of the licensed employee’s absence on the educational program and the operations of the school district, and other factors deemed relevant by the principal.

Licensed personnel who wish additional family illness leave may be required to pay the costs of the substitute licensed personnel necessary to carry out their duties.

Legal Reference:  29 U.S.C. §§ 2601 et seq.
                                      29 C.F.R. § 825.
                                      Iowa Code §§ 20; 85; 216; 279.40.
                                      Whitney v. Rural Ind. School. District, 232 Iowa 61, 4 N.W.2d 394 (1942).

Cross Reference:  409.2         Licensed Employee Personal Illness Leave
                                      409.8          Licensed Employee Unpaid Leave
                                      414.3          Classified Employee Family and Medical Leave

Approved:  3-31-92              
Reviewed:  12-09-19, 12-12-22
Revised:  08-14-95, 07-15-02, 12-12-16

Licensed employees shall be granted ten (10) days of sick leave in their first (1^st) year of employment.  Each year thereafter, one (1) additional day of sick leave will be granted to the employees up to a maximum of fifteen (15) days.  “Day” is defined as one (1) work day regardless of full-time or part-time status of the employee.  A new employee will report for work at least one (1) full work day prior to receiving sick leave benefits.  A returning employee will be granted the appropriate number of days at the beginning of each fiscal year.

Sick leave may be accumulated from year to year up to a maximum of 120 days for licensed employees.

Should the personal illness occur after or extend beyond the sick leave accumulated allowance, the employee may apply for disability benefits under the group insurance plan.  If the employee does not qualify for disability benefits, the employee may request a leave of absence without pay.

Evidence may be required regarding the mental or physical health of the employee when the administration has a concern about the employee’s health.  Evidence may also be required to confirm the employee’s illness, the need for the illness leave, the employee’s ability to return to work, and the employee’s capability to perform the duties of the employee’s position.  It is within the discretion of the board or the superintendent to determine the type and amount of evidence necessary.  When an illness leave will be greater than three (3) consecutive days, the employee will comply with the board policy regarding family and medical leave. 

Legal Reference:  29 U.S.C. §§ 2601 et seq.
                                      29 C.F.R. § 825.
                                      Iowa Code §§ 20; 85; 216; 279.40.
                                      Whitney v Rural Ind. Sch. Dist., 232 Iowa 61, 4 N.W.2d 394 (1942)

Cross Reference:  403.2    Employee Injury on the Job
                                      409.3    Licensed Employee Family and Medical Leave
                                      409.8    Licensed Employee Unpaid Leave

Approved:  3-31-92              
Reviewed:  12-12-22            
Revised:  2-12-18

Licensed personnel advised of a health condition which may require absence of more than five (5) days, with “day” being defined as one (1) work day regardless of full-time or part-time status of an employee, shall inform their supervisor as soon as possible so arrangements can be made for an effective transition of responsibilities to a substitute.

Evidence may be required about the mental or physical status of the licensed employee to confirm the need for an illness leave of absence, the employee’s illness, and the ability of the employee to continue to work until the beginning date of the extended illness leave.

An employee on extended illness leave should report for work as soon as the individual is capable of performing work.  Upon returning to work, the employee must present medical evidence that the employee is physically capable of returning to and performing the duties required at work.

Pay provisions for extended illness leave will be coordinated with sick leave.  If the illness extends beyond the employee’s accumulated sick leave, the employee may request a leave of absence without pay, and possibly, apply for long-term disability benefits.  At any time the school district may require additional statements from the licensed employee’s physician or other evidence as may be requested by the school district.  It will be within the discretion of the board or superintendent to determine the type and amount of evidence necessary.

Legal Reference:  Iowa Code Chapter 20, §§85.33, .34, .38(3), 279.40 (1991)

Cross Reference:  409.3    Licensed Personnel Family Illness Leave
                                       409.4    Licensed Personnel Illness/Disability Leave

Approved:  3-31-92                            
Reviewed:  12-12-22             
Revised:             

The board realizes an emergency may arise which would necessitate a licensed employee’s absence from work which is not covered by another form of leave of absence.  Such leave shall be called emergency leave.

Emergency leave must be unforeseen and beyond the control of the employee.  There is no set number of days that may be taken.  The leave is dependent upon the need and request of the person needing to take the leave.  This leave is not deducted from sick leave.  The request shall be made in writing and a written record will be maintained.  The superintendent/designee shall have the discretion to grant emergency leave.  The superintendent/designee shall determine whether such leave shall be paid leave or unpaid leave.

The requirements stated in Article VII of the Master Contract between the employees in that certified collective bargaining unit and the board regarding the personnel leaves of such employees shall be followed.

Legal Reference:  Iowa Code §§20.9, 279.8 (1991)

Cross Reference:  409        Licensed Personnel Vacations and Leaves of Absence
                                      414        Support Personnel Vacations and Leaves of Absence

Approved:  3-31-92              
Reviewed:  12-12-22            
Revised:  8-14-95

In the event of a death of a member of a licensed employee’s immediate family, bereavement leave may be granted.  Bereavement may be granted to a licensed employee for no more than six (6) days, with “day” being defined as one (1) work day regardless of full-time or part-time status of the employee, per occurrence, for the death of a member of the immediately family.  The immediate family includes:  child, spouse, parent, brother, sister, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandchildren, grandparents of the employee, or any member of the immediate household or personal friend or relative not listed above. 

It is within the discretion of the superintendent to determine the number of bereavement leave days to be granted.

Legal Reference:  Iowa Code §§20; 279.8

Cross Reference:  409        Licensed Employee Vacations and Leaves of Absence

Approved:  3-31-92              
Reviewed:  12-12-22            
Revised:  8-14-95, 2-12-18

The board will provide a leave of absence to licensed personnel to run for elective public office.  The superintendent shall grant a licensed employee a leave of absence to campaign as a candidate for any elective public office as unpaid leave.

The licensed employee will be entitled to one (1) period of leave to run for the elective public office, and the leave may commence anytime within thirty (30) days of a contested primary, special, or general election and continue until the day following the election.

The request for leave must be in writing to the superintendent of schools at least thirty (30) days prior to the starting date of the requested leave.

Legal Reference:  Iowa Code Chapter 55 (1991)
                                      570 Iowa Admin. Code 14.13

Cross Reference:  409        Licensed Personnel Vacations and Leaves of Absence
                                      414        Support Personnel Vacations and Leaves of Absence

Approved:  3-31-92              
Reviewed:  12-12-22                          
Revised:             

The board will allow licensed personnel to be excused for jury duty.  Employees who are called for jury service shall notify the employer within three (3) working days after notice of call to jury duty and suitable proof of jury service pay must be presented to the employer.

The employee will report to work within one (1) hour on any day when the employee is excused from jury duty during regular working hours.  The employee will receive the difference between the employee’s pay as a juror and the employee’s regular rate of pay.

The requirements stated in Article VII of the Master Contract between employees in that certified collective bargaining unit and the board regarding the jury duty leave of such employees shall be followed.

Legal Reference:  Iowa Code Chapters 607, 608, and 609, §20.9 (1991)

Cross Reference:  409        Licensed Personnel Vacation and Leaves of Absence
                                      414        Support Personnel Vacation and Leaves of Absence

Approved:  3-31-92              
Reviewed:  12-12-22            
Revised:             

The board recognizes licensed personnel may be called to participate in the armed forces, including the National Guard.  If a licensed employee is called to serve in the armed forces, the employee shall have a leave of absence for military service until the military service is completed. 

The leave shall be without loss of status or efficiency rating and without loss of pay during the first thirty (30) days of the leave.

Legal Reference:  Iowa Code Chapter 20, §29A.28 (1991)

Cross Reference:  409        Licensed Personnel Vacations and Leaves of Absence
                                      414        Support Personnel Vacations and Leaves of Absence

Approved:  3-31-92              
Reviewed:  12-12-22             
Revised:             

Unpaid leave may be used to excuse an involuntary absence not provided for in this or other leave policies of the board.  Unpaid leave for licensed personnel must be authorized by the superintendent.

The superintendent shall have complete discretion to grant or deny the requested unpaid leave.  In making this determination, the superintendent shall consider the effect of the employee’s absence on the educational program and school district operations, their length of service, previous record of absence, the reason for the requested absence and any other factors the superintendent believes are relevant to make this determination.

If unpaid leave is granted, the duration of the leave period shall be coordinated with the scheduling of the educational program whenever possible to minimize the disruption of the educational program and school district operations.

Whenever possible, licensed personnel shall make a written request for unpaid leave three (3) days prior to the beginning date of the requested leave.  If the leave is granted, the deductions in salary shall be made unless they are waived specifically by the superintendent.

The requirements stated in Article VII of the Master Contract between employees in that certified collective bargaining unit and the board regarding the unpaid leave of such employees shall be followed.

Legal Reference:  26 U.S.C. §162
                                      Iowa Code Chapters 20, 85, 85A, 85B, 509, 509A, 509B, §§91B.1,
                                      279.12, 294.8-.16 (1991)

Cross Reference:  406.5    Licensed Personnel Group Insurance Benefits
                                      409        Licensed Personnel Vacations and Leaves of Absence
                                      412.3    Support Personnel Group Insurance Benefits
                                      414        Support Personnel Vacations and Leaves of Absence

Approved:  3-31-92              
Reviewed:  12-12-22            
Revised:             

A professional staff member may file a formal written request no later than March 15 for a long-term leave of absence.  The Board of Directors shall consider such applications and reply by no later than April 15.  The following conditions under which leave may be granted are as follows:

1.           The employee much have been employed in the school system for at least three (3) years.

2.           The leave shall not exceed one (1) school year.

3.           The leave must be for educational improvement at an accredited college or university reasonably related to professional responsibilities.

4.           The employee will be reemployed in the same positions held prior to the long-term leave or another professionally appropriate position upon
              mutual agreement of the administration and the employee.

5.           The employee will be returned to the same salary step he/she would have been on when he/she left the system.  (For example, a teacher going
              on leave of absence the year he/she would advance to the sixth step will return on the sixth step.)

6.           The employee must notify the school district, in writing, by March 15 of the year of the leave regarding his/her intention to return.

Legal Reference:

Cross Reference:

Approved:  10-19-99            
Reviewed:  12-12-22            
Revised: