SECTION A: Short-Term Compensated and Uncompensated Leaves

An employee who anticipates the necessity for taking a short term leave shall make proper application and/or notify his/her building principal/program manager or immediate supervisor at least three (3) working days before taking the leave. In cases of personal emergency or personal illness when it is not possible to give such advance notification, the employee shall notify his/her building principal/program manager or supervisor and Employment Services as soon as possible. The employee is responsible for notifying his/her supervisor of absences, the length of each absence, and anticipated date of return. Upon return from short term leave, the employee must complete the proper forms and submit them for approval to his/her immediate supervisor to assure that accurate salary and payroll processing can be completed. Employees shall be granted the following short term leaves with full pay during the employee's work year unless otherwise specified. All leaves granted under these provisions will be in units of full days or half days. Provisions and procedures for requesting and reporting use of different types of leave are:

1. Sick/Emergency Leave

a. At the beginning of each school year, each employee shall be credited with an advance Sick Leave/Emergency allowance of twelve (12) days to be used for absence caused by personal illness, injury, medical disability (including that caused by childbearing), poor health, child care to the extent required by law, or an emergency caused by family illness where no reasonable alternative is available to the employee, subject to the same conditions as other Personal Leave.

b. For employees hired after the beginning of the school year, one (1) day shall be deemed earned during the first month of employment if work commences on or before the 15th day of the month.

c. Each employee's portion of accumulated unused sick leave allowance shall accumulate from year to year as provided in RCW 28A.400.300 and the rules and regulations of the Superintendent of Public Instruction under that law. Employees may accrue sick leave in accordance with state law. Classified employees may accrue up to the number of contract days that they work in a school year. For example: a classified employee who works a 201day work year can accrue up to 201 days of sick leave for use as sick leave.

d. When an employee is quarantined by a Health Officer of Competent Jurisdiction, the employee may utilize his/her sick leave; provided however, that the quarantine is a result of the fact that the employee is ill, the employee has a communicable disease, or the employee is unable to be inoculated because he/she is allergic to the respective vaccine. Employees who choose not to be inoculated, for whatever reason, may choose 1) leave without pay; or 2) to use their sick/emergency leave.

e. Employees who are or will be out of their assignments on sick/emergency leave for ten (10) consecutive days must notify Human Resources at that time of the estimated length of the absence. If the need for leave will be ongoing, a written application for Leave for Health Condition shall be made with Human Resources.

f. Any employee absent for twenty (20) or more consecutive workdays because of personal illness, injury, poor health, or medical disability (including childbearing), childcare to the extent required by law, must present a physician's verification to his/her principal/supervisor upon return to duty

g. An employee’s position will be held for their return to work for as long as the employee is off work on sick/emergency leave plus a twenty-five (25) workday grace period after the exhaustion of their accrued sick leave/emergency leave.

h. For the purposes of the Family Medical Leave Act (FMLA), the twelve (12) weeks of eligibility period begins with the first day of sick leave use for a purpose allowed under FMLA. SPS may require an employee to provide medical verification.

i. Sick Leave Buy Back:

(1) Employees who retire shall be entitled, upon written request to the SPS's Payroll Services, to compensation for all unused Sick Leave up to the one hundred and eighty (180) day maximum at the ratio of 4:1 at their per diem rate.

(2) On or before January 31 or the last business day of January, employees may elect to be compensated at the ratio of 4:1, at their per diem rate, for Sick Leave accumulated in excess of sixty (60) days which was earned but unused during the previous calendar year.

(3) The continuation of the Sick Leave Buy Back program is contingent upon maintenance of the authorization provided in RCW 28A.400.210.

2. Worker's Compensation:

Employees who are on a leave of absence due to injuries or occupational illness which resulted from the employee performing regular duties shall be provided by the SPS, as a self-insured employer for Worker's Compensation, continuation of salary without loss of sick leave during the period of disability caused by an injury on duty in compliance with the terms of the Industrial Insurance Laws of the State of Washington. Such injuries or occupational illness occurring as a result of the employee performing regular services are subject to certification by a duly qualified physician. Effective with claims made on or after September 1, 2006 the employee will be eligible for continuation of salary without loss of pay for sixty days exclusive of using earned leaves to bring the total compensation to 100% of pre-disability compensation. After 60 days the employee may use remaining accumulated leaves to bring total compensation to 100% of pre-disability until the leave runs out. After sixty (60) days or when earned leaves run out, whichever occurs later, the employee will receive the statutory benefit.

a. The employee shall promptly complete a Self-Insurer Accident Report claim form with the assistance of the supervisor of the work location where the injury occurred, in accordance with SPS insurance procedures. The employee shall file a claim for occupational illness on an appropriate form, in accordance with SPS and State Insurance procedures.

b. The employee shall conform to the requirements of the Industrial Insurance Laws of the State of Washington by providing to the SPS monthly reports from the attending physician which document a medical condition which prevents the employee from performing any regular duties.

c. The employee shall return to regular duties when deemed fit by the employee's attending physician in accordance with the Industrial Insurance Laws, with the concurrence of the SPS's appointed medical officer. At such time of return to work, Time Loss Compensation benefits for absence due to injury on duty or occupational illness shall cease.

3. Bereavement Leave: Up to three (3) days Bereavement Leave will be granted for each occurrence of death in the employee's immediate family. In cases where emergency factors or long distances are involved, the employee may request up to two (2) additional days leave. The bereavement leave request should be sent to the employee's immediate supervisor. For the purpose of Bereavement Leave, immediate family is defined to include mother, father, sister, brother, husband, wife, son, daughter, son-in-law, daughter-in-law, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandchild, grandparent, aunt, uncle or anyone who is living with or considered part of the family. Bereavement Leave will be granted only for days immediately following the death and days directly linked to a formal observance of the death (e.g., a funeral or memorial service).

4. Personal Leave: Personal Leave shall be available to certain employees as follows: 260-day employees shall be granted two (2) days per year [one (1) day if hired on or after March 1]; 220-day employees shall be granted one (1) day per year [one-half (1/2) day if hired on or after March 1]. Personal Leave shall be used for hardships or other pressing needs and will be granted in situations which require absence during work hours for purposes of transacting or attending to personal or legal business, or family matters. Such days shall not accumulate from year to year. Alternatively, these days shall be available for purposes of religious observance. Ref: Appendix L.

a. The conditions for granting personal leave are as follows:

(1) The situation must be suddenly precipitated, or must be of such a nature that pre-planning is not possible, or such that pre-planning could not have eliminated the need for the leave; and

(2) The situation must be one which is serious and unavoidable and of major importance, not one of mere convenience.

b. The procedures for obtaining personal leave are as follows:

(1) The employee must carefully examine the conditions stated above under which Personal Leave will be granted and determine that they apply to the situation in question.

(2) The employee must give notice for such leave to the principal/ supervisor as far in advance as possible.

(3) The employee must call the Substitute Office and arrange for a substitute, if appropriate.

(4) Prior to, or on return from leave, the employee must obtain, complete, and submit to his/her immediate supervisor the Seattle Public Schools Employee Leave Report form for his/her signature and administrative processing.

5. Attendance at the Legislature: Upon specific request of a Washington State Legislative committee and his/her professional organization which is sent to Employment Services, and approval of the request by the appropriate executive level administrator, an employee may be absent for one (1) day only to give information at a committee meeting at the Legislature. In the event such a hearing is postponed or extended, upon request an additional day or days may be approved. When such leave is approved, the employee will receive full pay and he/she or the organization he/she represents pays for the substitute's salary.

6. Jury Service: Employees may serve as jurors in accordance with State and Federal laws.

a. Arrangements for the necessary temporary leave shall be made in writing to the immediate supervisor.

b. Employees who serve as jurors during the work year shall receive full pay, provided that any/all compensation received for such service is remitted to the SPS upon receipt.

c. Any transportation, meal, or lodging expense reimbursement shall be retained by the employee. The employee will provide the SPS in writing an accounting breakdown of the daily jury/subpoena fees and the transportation, meals and lodging monies that will be reimbursed to the employee in accordance with current SPS policy.

7. Mandatory Court or Subpoenaed Appearances: To the extent possible, all leaves under Article VIII.A.7 shall be scheduled outside of the school year. Upon request to the principal/supervisor, leave may be granted for an employee to appear pursuant to a lawful subpoena or summons or as a party plaintiff or defendant, according to the following:

a. When the employee's appearance is essential to, or on behalf of, SPS interests, leave shall be with full pay. To the extent possible, all leaves under Section VIII.A.7 shall be scheduled outside of the work year.

b. For appearances in which the employee's appearance is adversarial to SPS interests, leave shall be without pay.

c. For appearances unrelated to SPS interests but in which the employee is a party, leave shall be with full pay, provided that the employee shall pay to the SPS the full cost of his/her substitute.

d. For appearances unrelated to the SPS and in which the employee is a disinterested witness or participant, leave shall be with full pay, provided that any witness fees paid to the employee shall be returned to the SPS.

8. Adoption Leave: Adoption Leave shall be granted with pay on a temporary basis, upon application to Employment Services, to either or both parents in order to complete the adoption process, providing the leave does not exceed an aggregate of seven (7) days in any given year. Adoption leave may be used for court and legal procedures, home study and evaluation, and required home visitation by the adoption agency.

9. Sabbatical Leave

a. The purpose of the Sabbatical Leave program in the Seattle Schools is to encourage employees to engage in programs of professional improvement and to meet the SPS’s need to staff hard-to-fill Certificated Non-Supervisory positions. SEA and SPS annually will determine hard-to-fill certificated non-supervisory positions.

b. The Sabbatical Leave program shall be available to all employees represented by the SEA. The SPS shall not discriminate against Sabbatical Leave applications due to race, creed, religion, color, marital status, sex, sexual orientation, age, handicap, national origin, position on the salary schedule, or job titles of employees.

c. The employee's Sabbatical Leave activity is identified as a leave for study involving enrollment in an accredited program.

d. Application for Sabbatical Leave shall be secured from and returned to Employment Services. The SPS Leave Committee, which shall include one (1) classified person appointed by the SEA, will present their recommendations regarding Sabbatical Leaves to Employment Services for final processing. Detailed information regarding the application process and deadlines is included in the application forms which are available in Human Resources and shall be consistent with this Agreement.

e. The deadline date to apply for Sabbatical Leave is March 1 or the next regularly scheduled business day. Decisions regarding whether you receive a Sabbatical will be conveyed to applicants on or about April 1. The deadline for notification may be extended by SEA/SPS in unusual budget situations.

f. Eligibility for Sabbatical Leave shall be determined by the following criteria:

(1) An employee must have at least two (2) years of full-time or full-time equivalent service in Washington public schools as a regular employee.

(2) The total number of Sabbatical Leaves for all SEA-represented employee units that may be granted in one (1) year shall not exceed $308,000 as adjusted annually. During the 2005-2006, 2006-2007 and 2007-2008 school years up to two-thirds of the budgeted allocation for Sabbatical Leaves may be utilized to support the program to assist SEA-represented classified employees in acquiring a teaching or ESA certificate. During the 2004-2005 year, if budgeted funds have not all been allocated to traditional Sabbaticals, the remaining funds may be used to initiate the certification program early. The program, found in Article II Section C. 3. of the Collective Bargaining Agreement between SEA and SPS for Non-Supervisory Certificated employees will be administered in accordance with the procedures and policies established by the SEA/SPS. Continuation of the certification program beyond 2007-2008 will be determined during the 2007-2008 year prior to February 1, 2008. The level of Sabbatical Leave funding is established at $308,000 for 2004-2005 and will be increased each year by the percent the certificated State-allocated base salary increases.

g. The process for recommending Sabbatical Leave applicants for Board approval shall
include evaluating the applicant's proposed plan pursuant to the following criteria; this
criteria and process will be reviewed by the Professional Development Steering
Committee which will recommend amendment(s), if any to the SEA/SPS:

(1) The value of the applicant's plan to the SPS;

(2) The clarity of the plan in the applicant's written proposal;

(3) The plan in relation to the applicant's present and future assignments; and,

(4) The consideration of fellowships or scholarships already awarded to the applicant at the time of submission of his/her sabbatical plan.

h. The terms of the Sabbatical Leave are as follows:

(1) Employees granted Sabbatical Leave will be paid 100 percent of their regular
salary during the period of the Sabbatical Leave.

(2) The amount received from supplementary scholarships shall not affect the
amount of the SPS stipend.

(3) An employee on Sabbatical Leave may engage in employment other than that
associated with his/her pursuance of a degree or certification, (i.e., teaching
fellowships, teaching assistantships), without a reduction in the SPS sabbatical
stipend, provided the Director of Human Resources or designee approves
the employment plans.

(4) The employee agrees that the written Sabbatical plan as approved shall be
followed unless changes are approved in advance by the Director of Human
Resources or designee.

(5) Study plans should call for a minimum of twelve (12) hours per quarter of study in
an institution of higher education, including those registered for thesis or
dissertation programs. Credits must be earned during the period of the
Sabbatical Leave.

(6) The employee agrees to make an adequate written report to Employment
Services upon return from the leave.

(7) Following the Sabbatical Leave, the employee agrees to return to SPS
employment based on a ratio equal to two (2) years of employment for each
year of Sabbatical Leave. Failure to remain with the SPS will require refunding a
pro rata amount computed on the above ratio (e.g., after a one-year Sabbatical,
an employee who remains with the SPS for only one year shall be required to
refund 50% of the Sabbatical stipend). Employees who are terminated
or laid off shall not be required to return any portion of their Sabbatical Leave
stipend.

(8) Employees returning from Sabbatical Leave shall be considered for employment
based on their new skills and return to a comparable position. Employees who
have acquired additional skills or qualifications shall be considered for
employment based on their new skills and qualifications.

(9) The SPS agrees to maintain the seniority and salary rights of the employee
during the period of the Sabbatical Leave.

10. Salary deductions for absences for all other causes not covered by the above conditions or in cases when the compensation benefits have been exhausted shall be at the daily rate of the employee's salary.

SECTION B: Long-Term Uncompensated Leaves

1. Health Leave

Health leave without pay and paid sick leave (with the exception of child bearing leave) are used concurrently for the purpose of determining eligibility and rights afforded under the Family Medical Leave Act (FMLA).

a. An employee who is unable to perform his/her duties because of medical disability or the illness or disability of a spouse or dependent, must submit a physician's verification of said cause and the projected beginning and ending dates to the Manager of Employment Services and apply for such leave for the duration of said Health Condition. Such leave, if approved, will be granted for up to a maximum of one (1) year.

b. Employees who apply for and are granted Health Leave without pay may use accumulated Sick/Emergency Leave prior to commencement of the leave or may retain accumulated Sick/Emergency Leave while on such leave upon request; or may use a portion of accumulated Sick/Emergency Leave prior to commencing such leave while retaining a portion of accumulated Sick/Emergency Leave for the duration of the unpaid Health Leave. If such leave is granted based on the health condition of a spouse or dependent, Sick/Emergency Leave will be used in accordance with Section VIII. A.1.a.

c. Application for Health Leave should be made in writing to Employment Services, with a copy to the appropriate administrator, and is subject to the approval of the Manager of Employment Services and/or a SPS appointed medical officer.

d. Health Leave without pay may be granted for up to one (1) year at a time and may be renewed for up to one (1) year upon written request with approval of Employment Services, a SPS appointed medical officer when deemed appropriate, and the employee's attending physician. Any visit to a SPS appointed medical officer shall be at SPS expense, including documented mileage and parking. The SPS reserves the right not to renew a leave for Health Condition when deemed appropriate. The employee shall have the right to utilize the appropriate appeal procedure if there is any disagreement.

e. An employee who has been granted Health Leave shall give at least thirty (30) days notice of intent to return to service to Employment Services, provided that the employee's return to service has been approved by Employment Services, the employee's personal physician, and a SPS appointed medical officer when deemed appropriate. This verification shall be submitted to Employment Services at the time the employee returns to work. The employee will be returned to service as soon as possible when a suitable vacancy is available.

f. An employee returning from an Health Leave will be reassigned to the school or department where he or she was assigned at the time the disability/health leave was granted, provided that an appropriate vacancy exists. If an appropriate vacancy does not exist in the previously assigned building or department, the employee will be assigned to a similar job of at least the same pay. An employee returning from such leave of absence will be subject to the same conditions of assignment as a regular employee on duty.

g. After formal written notification of status of employment, an employee who does not return to work at the conclusion of the approved leave, or who does not request reinstatement or extension of a Health Leave may be terminated.

h. Seniority is retained but not accumulated while on Leave. No increment credit is allowed for the time when an employee is on Health Leave.

i. An employee whose performance has been evaluated unsatisfactory and/or placed on probation prior to taking Health Leave will be returned with the same status upon completion of the Health Leave.

2. Child Care Leave

a. Child Care Leave, without pay, may be granted for males or females for a period of one (1) year exclusive of the period of physical disability for females.

b. An employee requesting to return from Child Care Leave must give notice to Employment Services at least sixty (60) days prior to the termination of the Child Care Leave. An employee shall be entitled to a position with the SPS on the same basis as returnees from other types of leaves as specified in Section VIII.B.1.f (Health Leave).

c. Prior service with the SPS shall be utilized in determining the employee's salary placement when returning to active service. Neither increment credit nor seniority shall be granted for the period of time during Child Care Leave.

d. Child Care Leave is available to parents of natural and/or adopted children.

e. Employees shall be eligible for Child Care Leave in accordance with Federal and State law when they are required to care for a child for whom they have been declared a legal guardian. Employees desiring to utilize such Child Care Leave shall provide the SPS with appropriate documentation from a court of competent jurisdiction.

3. Leave for Public Office:

a. An employee seeking election to public office shall take a leave of absence without pay for the time his/her campaign duties interfere with the orderly performance of his/her SPS duties and responsibilities. In no event shall such leave of absence begin later than the opening of school in September for a candidate for a statewide office. When an employee is elected to or appointed to a full-time salaried public office or position which precludes rendering normal service to the SPS, he/she shall resign or apply for a Temporary Leave of Absence Without Pay from the SPS.

b. A candidate for public office must request unpaid leave for a period of time not to exceed sixty (60) days prior to the final election.

4. Leave for Study:

a. Application for a Leave for Study without pay shall be made in writing to Employment Services no later than March 1 for a program that begins fall quarter or semester or at least six (6) weeks prior to any other academic quarter or semester. Definite plans for a study program must accompany the application. The plan must show how the Study Leave will improve the employee's skills and be a benefit to the SPS. The plan must include a minimum of eight (8) credit hours of study per quarter or semester, or the equivalent, at an accredited college, university or training institution. Employment Services will submit the application and Study Leave plan to the SPS Leave Committee who will recommend individuals to participate in Study Leave to the Manager of Employment Services who will make the final determination.

b. Leave for Study may be granted for one (1) academic year or less. An employee who has been granted Leave for Study may return to service during the period of the leave, after giving thirty (30) days written notice to Employment Services, providing it is determined by the SPS that a suitable assignment is available based on the employee's training and experience.

c. Accumulated Sick Leave is retained while an employee is on approved Leave for Study.

d. Following the Study Leave, transcripts must be presented to Employment Services showing the total number of credits or equivalent earned within the approved study plan.

e. The employee must return to the SPS immediately following the approved duration of Study Leave to retain his/her current employment status. The employee returning from Study Leave will be subject to the same conditions of assignment as a regular employee on duty.

5. Long-Term Leave Without Pay

Recognizing that appropriate experience outside the SPS in a variety of situations may contribute to the professional and/or personal growth of an employee, Long-Term Leave Without Pay may be granted without pay or benefits subject to the following conditions:
a. To be eligible for Long-Term Leave Without Pay, the employee must have been employed for at least two (2) consecutive years in the SPS immediately preceding the leave request.

b. Application for leave must be made on a form available in Employment Services, and must be submitted no later than March 1 preceding the leave. Written approval or rejection of the leave shall be made by April 1.

c. Such leaves shall be for a period of one (1) year and renewable for a second year upon request made by March 1.

d. Employees on Long-Term Leave Without Pay status are required to notify Employment Services by March 15 if they are planning to return to service with the SPS at the beginning of the ensuing school year. An employee shall be entitled to a position with the SPS on the same basis as returnees from other types of leave as specified in VIII.B.1.f (Health Leave).

e. Prior service with the SPS shall be utilized in determining the employee's salary placement when returning to active service. Neither increment credit nor seniority shall be granted for the period of time during a Long-Term Leave Without Pay.

f. Accumulated sick leave is retained while an employee is on a Long-Term Leave Without Pay.

g. The SPS shall allow employees on such leaves to continue all or portions of their insurance benefit programs via direct monthly payments to the SPS. Employees going on such leaves must make written arrangements with Payroll Services. Arrangements are limited to a twelve (12) month leave period.

6. Employees using uncompensated leave for a year may continue insurance coverage by self-paying the entire premium, if allowed by the insurance carrier.

SECTION C: Inclement Weather Conditions

1. If severe weather conditions make it necessary for the SPS to declare schools closed for one (1) or more days, the following shall apply to twelve (12) month employees:

Such employees will be granted personal emergency leave (not charged against their accrued personal leave) up to a limit of two (2) days per year. For such days in excess of two (2) per year, such employees may use accrued personal leave, accumulated vacation time, or be permitted to make up the time lost per arrangement with their supervisors.

2. If severe weather conditions make it impossible to report for work, or impossible to report on time, and the SPS has not declared schools closed, the following shall apply:

a. Employees, including those assigned to school buildings, may use accrued personal leave, accumulated vacation days (twelve-month employees), or be permitted to make up time lost per arrangement with their supervisors.

b. Employees who are late arriving for duty or who must leave prior to their regular quitting time may use accrued personal leave, accumulated vacation time, or be permitted to make up time lost per arrangement with their supervisor.

3. Regular school-year employees are not required to report to work when their buildings are closed, but will substitute another day of service when the schools make up the missed day(s) and will not have salary deducted for such time losses.

4. The SPS shall distribute a copy of its inclement weather/school closure policy to all employees on an annual basis.

5. After a decision has been made to close a building for the remainder of the day, the principal/program manager or his/her designee shall inform the employees.

6. Principals/program managers shall use a reasonable standard to release employees after students are dismissed.

7. Principals/program managers will initially request volunteers to meet the operational needs of the building before requiring employees to remain.

8. Any paid leave (such as personal or sick leave) requested for days which are normally worked but fall on days that the work site is not open due to inclement weather shall not be charged to the employee.

SECTION D. Military Leave and Service Credit

1. Military Leave of Absence and Service Credit is provided to the extent required by and consistent with law.

2. Military training duty up to fifteen (15) calendar days leave per year will be granted with pay for reservists ordered to active training duty, provided, that any such reservist shall present evidence to the SPS that he/she made all reasonable efforts to arrange for such active training duty during the summer months or other school vacation period. Such request for training must be submitted to Employment Services for processing.

SECTION E: Leaves for Association Activities

The SEA will be provided a pool of three hundred and twenty (320) substitute days during each school year paid for by the SPS provided that no expenses shall be paid by the SPS. The pool of days shall be shared by the three (3) bargaining units represented by the SEA (i.e., SEA, SAEOP and Paraprofessional Staff). This category applies to officers or members of the SEA who are engaged in activities necessary for the organization to fulfill its legal responsibility of bargaining representative for employees. The SPS recognizes this release of such officers is of direct benefit to the SPS and is enacted in full accordance with the law.

SECTION F: Vacations

1. Those employees on a regular monthly salary but who work only during the school year (198, 201, 220-day schedule) are allotted ten (10) days of paid vacation which are to be taken during the Winter and Spring vacations.

2. Employees on a twelve (12) month work schedule should use the entry or anniversary date of employment to determine years of service and compute the number of vacation days. Entry date is the first day in a permanent position; substitute time and part-time less than half-time is not included. Full-year employees are entitled to annual vacation time as follows:

Years of Service Vacation (Days per month/year)

0 - 4 0.835 days per month/10 working days
5 - 11 1.250 days per month/15 working days
12 - 13 1.335 days per month/16 working days
14 - 15 1.418 days per month/17 working days
16 - 17 1.500 days per month/18 working days
18 - 19 1.585 days per month/19 working days
20 - 21 1.668 days per month/20 working days
22 - 23 1.750 days per month/21 working days
24 - 25 1.835 days per month/22 working days
26 - 27 1.918 days per month/23 working days
28 - 29 2.000 days per month/24 working days
30 or more years 2.085 days per month/25 working days

a. Employees who leave the SPS will receive compensation for days of earned vacation due them using the decimal system. Beginning with four (4) years and one (1) month of service, the decimal will change from .835 to 1.250 to arrive at earned vacation of fifteen (15) days at the fifth (5th) year anniversary. If an employee terminates at four (4) years and six (6) months, payroll will adjust the paid vacation to 6 x .835 rather than the 1.250 that appears on the warrant. Vacation is awarded with the expectation of filling the year of service. An employee on a ten (10) day vacation schedule who terminated after three (3) months will receive vacation compensation at 3 x .835 days of earned vacation. No employee or his/her estate shall receive reimbursement for more than thirty (30) vacation days at time of termination, less the number of vacation days, if any, cashed out upon a termination during the prior two (2) years. Any balance over thirty (30) days may be applied to scheduled vacation prior to termination.

b. Vacation shall be scheduled in advance with the immediate supervisor.

c. The maximum annual leave that can be carried over will be limited to twice the annual allocation. Any excess days beyond the two (2) year limit must be used by August 31 of each year or be lost, unless the employee, with the approval of his/her supervisor has submitted for the approval of the Director of Employment Services by June 16 of that year, a plan which will eliminate such excess days within three (3) years of the date of submission of the plan.

3. A school-year employee who transfers to a position with a twelve (12) month work schedule shall receive credit on the twelve (12) month employee vacation schedule for each completed school year served with pro rata adjustment for the first year.

SECTION G: Leave Sharing:

The SPS agrees to maintain a leave sharing plan that conforms to law.

SECTION H: Holidays:

Employees who are scheduled to work a 260 work year are entitled to twelve (12) paid holidays annually:

Independence Day Christmas Day
Labor Day New Year’s Eve Day
Veterans’ Day New Year’s Day
Thanksgiving Day Martin Luther King Day
Day after Thanksgiving Presidents’ Day
Christmas Eve Day Memorial Day

Employees who are scheduled to work a 220 work year or less are entitled to eight (8) paid holidays annually:

Veteran’s Day New Year’s Day
Thanksgiving Day Martin Luther King Day
Day after Thanksgiving President’s Day
Christmas Day Memorial Day