Sick Days- Defined as personal illness, quarantine at home, or serious illness or death in one's immediate family or household (parents, spouse, brothers, sisters, children, grandparents, grandchildren, parents-in-law, brothers-in-law, sisters-in-law, and legal guardians.. Use can include for birth, adoption or placement for adoption.
Personal Days- Defined as an absence at the discretion of the staff member for personal reasons not to be used to extend a holiday or break (unless with a qualified reason/approval of superintendent) and submitted 48 hours in advance (except when an emergency arises).
Bereavement Days- Defined as an absence due to the death of an immediate family member including parents, spouse, brother, sister, children, grandparents, grandchildren, parents-in-law, brothers-in-law, sisters-in-law, daughters-in-law, sons-in-law, nieces, nephews, aunts, uncles, and legal guardians.
Non Comp Days- Defined as an approved absence without pay to be used only after accrued time (personal and/or vacation time) has been exhausted. Approval of a non-comp day is done at the discretion of the superintendent or designee.
Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal benefits and privileges of employment.
Accommodations are sometimes referred to as “productivity enhancers”. Reasonable accommodations should not be viewed as “special treatment” and they often benefit all employees. For example, facility enhancements such as ramps, accessible restrooms, and ergonomic workstations benefit more than just employees with disabilities. Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; and providing qualified readers or interpreters. Here are some more examples. Many job accommodations cost very little and often involve minor changes to a work environment, schedule or work-related technologies.
Please complete the following forms if you are in need of an accommodation:
Family and Medical Leave Act of 1993
What is the Family and Medical Leave Act – FMLA?
The Family and Medical Leave Act (FMLA) provides means for employees to balance their work and family responsibilities by requiring employers to provide eligible employees with up to 12 workweeks (480 hours) of job-protected, benefit-protected, unpaid leave in any 12 month period. Additionally, employers are required to provide up to 26 workweeks in a single 12 month period to care for covered service members with a serious injury or illness.
Click here for FMLA GUIDELINES. This guide will help you understand the Family and Medical Leave regulations, what it stands for, and what it can do to protect you and your famly.
Please follow these steps to request an FMLA Leave:
1. Click here for FMLA REQUEST. Please fill out the following form; when finished, print the completed form and forward to Human Resources. You may save or print the completed form for your records.
4. Physician completes the Health Care Provider Form
5. If employee has district insurance a Insurance Repayment Agreement