4.6 - Leave of Absence Policy
4.6 - Leave of Absence Policy
All employees are expected to work the scheduled workdays in the calendar year.
The purpose of this policy is to recognize the occasional need for an employee to be excused from a regular workday based on varying reasons and personal circumstances. Leave Day classifications as outlined below are intended to: 1) define rules or conditions and will serve as a general guideline for an employee requesting leave days from regular or daily school assignments, 2) serve as policy and procedure for administrative guidance and compliance, and 3) for BOD governance.
- Short Term Leaves - Paid Days
- Flex Time Off
Flex Time Off (FTO) provides all full-time staff members with paid time away from work that can be used for personal time, personal illness, or time off to care for dependents. All time away will be deducted from the employee’s FTO bank with exceptions of time off in accordance to Liberty’s policy for jury duty, military duty, and FMLA leave.
Teaching and non-teaching staff are entitled to eight (8) days of FTO per year.
Flex days accrued beyond sixteen (16) days will be paid out annually at $80 each for all employees. Employees can bank a maximum of 16 days. For example, a teacher could have 16 days in the bank and 8 days for the year which would provide them with 24 days to use in the current year. The intent of banked days is to be used in the event of significant injury or illness. Circumstances allowing use from banked days (extended personal illness, catastrophic events, etc.) must be approved by the Principal, and may require written proof.
Employees will receive 8 flex days at the start of each year and will be asked to sign off on days used. Employees that have over used their 8 flex days and any banked days shall be deducted in their following paycheck. Any unused flex days at the end of employment at Liberty Common School will be surrendered to the employer.
Use of flex days for personal time off is not allowed immediately before or after scheduled school breaks and holidays. Extreme circumstances will be evaluated on a case by case basis by the Principal. Employees are encouraged to be conservative in their use of flex days.
Use of any flex days requires prior permission from the building principal. Failure to do so may result in unpaid days.
Any unpaid days will be deducted from the following paycheck. Any unapproved absences, including those abutting a holiday will be unpaid and will come out of the employee’s total of FTO days. Unapproved absences may result in further disciplinary action.
- Vacation Time
Totaling two weeks annually for non-teaching staff members to be taken in the summer subject to administrative approval. Summer break at the end of the academic school year is vacation time for faculty.
- Professional Time
Employee will be granted a limited number of days for professional reasons. Requests are made directly to the building Principal who will have discretion to authorize.
- Jury Duty/Witness Leave
Employee will be released for any required jury duty or witness process.
- Bereavement Leave
Employee is granted 5 days per year in case of death of a nuclear family member (spouse, child, employee parent or spouse's parent). Employee may request to leave during a workday to attend funeral services for anyone. Requests are directed to the building Principal for approval.
- Short Term Leaves - Unpaid Days
- Religious Observance
Employee may request a full leave day or partial day to participate in a religious observance. Requests are directed to the building Principal for approval.
- Long Term Leaves - Unpaid Days
- Sabbatical Leave
Employee (Faculty member only) may request a sabbatical leave for 50% of a school year or for 100% of a school year. A written request will be directed to the Headmaster who will then recommend support or non-support to the BOD within a reasonable time. Return from a sabbatical is not guaranteed because the school is an "At-Will" employer. Any accrued compensation and benefits will be paid out to employee at the beginning of a sabbatical leave.
Recommended professional development as may be outlined in a performance evaluation falls outside the parameters of this leave category.
- Family Medical Leave Act
LCS complies with all federal regulations regarding the Family and Medical Leave Act (FMLA). Employee may request a family leave for the purpose of: 1) birth of his/her child or to care for his/her child following birth, 2) placement of a child with employee for adoption or foster care, and 3) serious health condition of employees' child, spouse, parent, sister or brother. The school will comply with any provisions of the federal law - The Family and Medical Leave Act of 1993. For specific rules and requirements regarding current FMLA guidelnies, refer to the employee manual. The website link provided here gives details of the law. http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/toc.htm
- Parental Leave
All staff is allowed two week (10 days) of paid leave for pregnancy, prenatal medical care, child birth, to care for the employee’s child after birth or placement in adoption or foster care.