Licensed employees will be granted ten days of sick leave in their first year of employment. Each year thereafter, one additional day of sick leave will be granted to licensed employees up to a maximum of fifteen days. “Day” is defined as one work day regardless of full‐time or part‐time status of the employee. A new employee will report for work at least one 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.
Unused sick leave may be accumulated up to a maximum of 115 days.
A sick leave bank is available to licensed employees on a voluntary basis. Sick leave bank days may only be used after the employee’s accumulated sick leave is exhausted and will continue for an additional five contract days during a school year. Each employee shall contribute one day of sick leave from the current year’s allocation. The days contributed to the bank become the property of the bank and are non‐returnable to the employee. Should all sick leave bank days be used in any one school year, no additional days would be granted from the bank. Assets of the bank will accumulate and carry over from one school year to the next. Employees are enrolled in the sick leave bank unless the Board Secretary is notified in writing prior to the employee’s sixth contract day.
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 superintendent to determine the type and amount of evidence necessary. When an illness leave will be greater than three consecutive days, the employee will comply with the Board policy regarding family and medical leave.
The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the Board regarding the personal illness leave of such employees will be followed.
Whitney v. Rural Ind. School District, 232 Iowa 61, 4 N.W.2d 394 (1942).
26 U.S.C. §§ 2601 et seq. (Supp. 1994)
29 C.F.R. Pt. 825 (2002).
Iowa Code §§ 20; 85.33, .34, .38(3); 216; 279.40 (2003).
1980 Op. Att’y Gen. 605.
1972 Op. Att’y Gen. 177, 353.
1952 Op. Att’y Gen. 91.
Approved: May 4, 1990
Reviewed: February 10, 2014
Revised: August 8, 2005