Ames Community School District Ames, Iowa 50010

404.7 Page 1 of 2

SUPPORT STAFF LEAVES AND ABSENCES (GDBD) Adoption Leave An employee who is planning to take a leave of absence for an adoption shall inform his/her immediate administrator and the Superintendent in writing. Such notification shall include: 1. 2.

whether or not the employee plans to work up to the time the child arrives, and whether or not the employee intends to return to work following the arrival of the child.

Should the employee indicate a plan to return to work following the arrival of the child, the employee may take a leave of absence not to exceed a total of twenty-five (25) workdays. Ten (10) days of this leave of absence shall be with pay; ten (10) days of this leave shall be at half (1/2) pay and emergency leave or sick leave may be used for the remaining five (5) days. The Board may, upon request, grant an extension of this leave without pay. This leave shall take effect at the time of arrival of the child to the employee and shall include time for travel to pick up the child, if necessary. (Leave for reasons of adoption shall not qualify under the policies “Absence for Personal Illness” (GCBD) or “Emergency Leave” (GCBD). However, employees may request up to twelve weeks of unpaid leave under provisions of the Family and Medical Leave Act of 1993 for the placement of a child for adoption or foster care. The supervising administrator and Superintendent shall be kept informed by the employee of the current status of the adoption and dates of termination or dates of leave of absence. Emergency Leave Employees who work four (4) or more hours per day may be allowed five days each year with full pay for emergencies which require an absence of one-half day or more. An additional two days of emergency leave per year may be granted at the discretion of the Superintendent. These five days are not cumulative. In extreme emergencies, more days may be granted by the Superintendent. For purposes of this policy, an emergency is defined as serious illness or death in the immediate family, court subpoena, and other circumstances recognized by the Superintendent. (The accepted interpretation of immediate family includes spouse, children, parents, grandparents, brothers, sisters, brothers-in-law, sisters-in-law, uncles, aunts, nieces, nephews, and grandchildren of both the employee and his/her spouse.) Personal business is not construed as an emergency. Other Family Emergency Leave An employee may use up to three (3) of their sick leave days for the extended personal illness or emergency related to a child, spouse, or parent. Absence for Personal Illness Personnel employed on less than a 12-month basis shall be entitled to be absent with full pay for personal illness or injury (including pregnancy) for 10 days the first year of employment, 11 days the second year, 12 days the third year, 13 days the fourth year, POLICY

Ames Community School District Ames, Iowa 50010

404.7 Page 2 of 2

14 days the fifth year, and 15 days the sixth and all subsequent years with a maximum accumulation of 165 unused days. Personnel employed on a 12-month basis shall be entitled to be absent with full pay for personal illness or injury (including pregnancy) for 12 days the first year of employment, 13 days the second year, 14 days the third year, 15 days the fourth year, 16 days the fifth year, and 17 days the sixth and all subsequent years with a maximum accumulation of 165 unused days. Certification from a medical doctor may be required confirming the necessity for an absence of eight (8) or more consecutive working days. Personal Leave Support staff employees may request up to two (2) days per year, accumulated to three (3) days, of paid personal leave each year as defined in the Support Staff Handbook. This leave must be approved by their immediate supervisor. These days are not cumulative beyond three (3) days. Jury Duty A support staff employee who is called for jury service shall be permitted to be absent from duty without loss of pay and without charge against any leave. The employee should notify his/her supervisor that a summons for jury duty has been received. The payment received for jury service from the court shall be reported to the Business Office. The salary of the employee shall be reduced in the amount the employee received for jury service. In order to receive payment under this section, the employee must provide satisfactory evidence that such service was performed on the days for which a payment is claimed. An employee who is notified by 10:30 a.m. that he/she will not be required to be available for jury service the remainder of the day shall return to work. Family and Medical Leave Act Unpaid Family and Medical Leave, pursuant to federal law, will be granted up to twelve (12) weeks per year to assist employees meeting eligibility requirements in balancing family and work life. For purposes determining the amount of leave available, the year shall be the preceding twelve-month period. Custodial/Maintenance See Master Contract with PPME Local 2003, Article 6 Adopted Prior to 1970

Last Revision May 6, 2013

POLICY

Last Reviewed May 6, 2013