2005-2006 School Related Personnel (SRP) Master Contract Page 19
ARTICLE VIII -- LEAVES OF ABSENCE
1) Unpaid Sick Leave not to exceed twenty (20) working days, and, if eligible for Health Leave, the first
ninety (90) days of such leave;
2) Child Rearing Leave for up to one-half (1/2) the work year of the SRP;
3) Military Leave for the period of time obligated to serve;
4) Education Leave for a period not to exceed one (1) year;
5) Civic Participation Leave for up to one (1) year at a time for a period not to exceed the term of office;
6) Family and Medical Leave (FMLA Leave) for up to twelve (12) weeks;
7) Union President's and Union-designated leave as explained in Article III, Section A, paragraphs 12,
13, 14 and 15;
8) Unpaid Personal Leave not to exceed nine (9) workdays for circumstances not covered by 1 through
7. In cases of documented family problems, household emergencies, and/or legal business which
necessitates the SRP being absent from work, an additional eleven (11) days of unpaid Personal Leave
may be granted. The supporting reasons for such additional unpaid Personal Leave must be submitted
in writing.
b) Upon request, an SRP shall be granted any unpaid leave listed in Article VIII, Section C-Unpaid Leaves
under the provisions stated therein for which he/she qualifies for a period up to one year, but his/her
position shall not be held except for SRP who are granted Civic Participation Leave, Education Leave,
Military Leave, FMLA Leave, or Union President's and Union-designated leave. Further, no extension of
leave beyond one (1) year shall be granted except for Civic Participation Leave, Military Leave, or Union
President's and Union designated leave.
6. Positions shall not be held for SRP on extended, unpaid leave except as provided above, and it is understood
that the person returning from leave under these conditions shall be returned to the same position held upon
applying for such leave if the position exists. Persons hired to replace SRP who are on extended, unpaid
leave and whose position is being held will be notified prior to employment that their appointment is only for
the period of time that the SRP is on leave. In the event that the SRP does not return from leave or extends
his/her leave and no longer qualifies for the position to be held, the person occupying the position shall
continue in the position. Prior to recommending approval of an extended, unpaid leave, the worksite
supervisor shall inform the SRP in writing whether or not his/her position will be held for the return of the
SRP from leave. If the position will not be held, the SRP will be terminated at the end of his/her leave.
However, an SRP will be given consideration for other positions for which he/she may be qualified when
he/she is ready to return from leave.
7. a) If an SRP has exhausted all paid leave and is still unable to work because of personal illness or injury,
he/she will be granted unpaid Sick Leave for a period not to exceed twenty (20) additional workdays, and
his/her position will be held. If the SRP is still unable to return to work at that point, he/she shall be
granted Health Leave under the provisions contained in Article VIII, Section C-5. If the SRP is unable to
return to work after the first ninety (90) days of Health Leave, his/her position will no longer be held.
b) Unpaid leave granted under the provisions of Article VIII, Section C-7 a) 5), Family and Medical Leave
(FMLA), based on the serious health condition of the SRP, will be counted toward the days available for
unpaid Health Leave, and will be counted toward the ninety (90) days of Health Leave in which an SRP's
position will be held.
c) Should an SRP be granted FMLA Leave due to the SRP's serious health condition, and such leave be
granted beyond the first ninety (90) days of unpaid Health Leave, the SRP's position will be held until the
conclusion of his/her approved FMLA Leave. If the SRP is unable to return to work after the conclusion
of the approved FMLA Leave, his/her position will not be held.
8. An SRP who is absent without leave on a temporary basis shall not be subject to loss of pay and/or subject to
reprimand or dismissal if said absence is beyond the individual's control and the SRP is unable to notify the
worksite supervisor or designee and said SRP is eligible for paid leave during his/her absence. Upon request
by the worksite supervisor or designee, reasonable documentation, if the situation permits, and/or explanation
will be furnished by the SRP at the earliest possible time.
9. When an SRP receives an unpaid leave of absence after the beginning of the second semester that extends to
the end of the school year, the number of days remaining to be paid to the SRP shall be divided by the