Adoption Date: 2/10/1970, Revised: 9/9/2008; 03/09/93; 07/6/00


All short-term leaves of absence from work, except sick leave, must be approved by the Superintendent or his designee prior to the occurrence of the absence except in verified cases of emergencies.  Unexcused absences or "leave without pay" for any support employee will result in a reduction of a day's pay from their salary for each day missed.  For the purposes of all short term absences outlined in this policy, immediate family shall be defined as meaning the employee's mother, father, step-mother, step-father, sister, brother, step-sister, step-brother, spouse, children, stepchildren, son-in-law, daughter-in-law, father-in-law, mother-in-law, grandchildren, grandparents and, with prior approval of the Superintendent under extenuating circumstances additional family members may be included.

Sick Leave

Each regular employee shall receive approximately one (1) sick day per month, accumulative to one hundred-eighty (180) days.  The accumulation from a maximum of ninety (90) days to a maximum of one hundred-eighty (180) days will begin on July 1, 1991.  Sick days are based on work hours per pay period.  As an example, if an employee works three (3) hours a day, they will earn approximately three (3) hours of sick leave each month. 

If an employee takes leave without accrued days available, it is considered leave without pay, unless provided for under Catastrophic Leave.

Sick leave is approved only upon recommendation of the immediate supervisor and the Superintendent or his designee responsible for Personnel.  In the case of apparent abuse of Sick Leave, the Superintendent or his designee may require a doctor's certificate of illness; costs of such a certificate to be borne by the employee.

Upon termination, unused sick leave shall be reimbursed at $40.00 per each eight (8) hour day.  Reimbursement shall not exceed $7,200.00 or a maximum of one hundred-eighty (180) days.

A doctor's written release may be required to return to work in situations where serious illness, pregnancy or injury has taken place.  In most cases, the District will require a full release to resume all duties on an employee's job description before the individual may return to work.

Bereavement Leave:

Each certified employee may be granted up to three days of Bereavement Leave for each request, non-accumulative, in the event of death, within the immediate family.  At the discretion of the Superintendent, two additional days of Bereavement Leave may be granted or extended for reasons of extenuating circumstances.  Such extensions may or may not be granted with pay, depending upon the circumstances.  All extensions of Bereavement Leave must be approved by the Superintendent prior to being taken.  If an employee is required to be away from their assigned duties beyond the five days set forth above, they may gain permission to utilize a maximum of five additional days by making a formal request to the Superintendent.  The additional days require prior approval and will be deducted from the employee's Sick Leave.

Jury Duty/Subpoena Leave:

Jury Duty leaves of absence, with full pay, are allowed for Jury Duty.  Any compensation received by the employee for jury duty performed on contract days, will be endorsed and signed over to the District through the Business Office.  An employee who is dismissed from jury duty prior to 12:00 p.m. must report back to his/her assignment.

The Superintendent may request that an employee be excused from jury service or that service be delayed, if the special nature of the employee's qualifications or assignment would make it difficult to secure an adequate substitute, or if the timing of the proposed jury service seriously disrupts the educational program of the district.

Subpoena leaves of absence, with pay, shall be granted for an employee who is subpoenaed to testify in an official proceeding except as provided below:

If the proceeding involves the employee as a person being grieved against or being the griever for a non-district issue, leave shall be considered as being either personal leave or leave without pay (divorce, criminal, IRS, etc.).

Any compensation received by the employee for Subpoena purposes will be endorsed and signed over to the District through the Business Office.

Military Leave:

Request for leave for annual Reserve Duty, or initial training of reservists, must be requested on an individual basis through the Human Resources Office.  Although the District is only required to release an individual for up to fifteen (15) days per year, the District will consider requests beyond that time.
The District will release an employee for fifteen (15 days) with pay under the provisions of Military Leave.  Leaves that exceed fifteen days or accumulation of Military Leave during any one fiscal year that exceeds fifteen days must have prior approval by the Board of Trustees and is without pay.
Personal Leave
Each full-time support employee may be granted two days (16 hours), accumulative to five days (40 hours), of Personal Leave with full pay and benefits each school year.  Part-time support employees will be granted personal days on a pro-rated basis.
It is the intent of Personal Leave to provide the support employee with a means of dealing with personal matters that cannot be handled outside of the regular workday.
Professional Leave
Two days (16 hours) of professional leave, accumulative to five days (40 hours) will be granted to each support employee for each school year upon approval by the Superintendent.  These days may be requested through the approved leave request process.  The purpose of this leave is to provide an employee with the opportunity to participate in professional experiences that will improve their abilities to serve the students and/or staff of Uinta County School District Number One.  The District has no financial responsibilities beyond the cost of a substitute and the employee's salary during the leave.
Professional Leave for EEA Activities
At the beginning of each school year, the Evanston Education Association shall be credited with fifteen days of Professional Leave to be used by employees who are officers or agents of the Association.  Such days are not to be accrued from one school year to the next.  Any single individual may not exceed five days of leave per year.  All Evanston Education leave must be requested in advance through the established District process for requesting/approving leave.

Portions Adopted: 02/10/70 and date of manual adoption
Policy Revised: 03/09/93; 07/6/00, 09/09/08
LEGAL REFS: Wyoming Education Policies Reference Manual, code GCBD
CROSS REFS: DLB, Salary Reductions                                                                       GDBC, Support Staff Fringe Benefits



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