Employee Paid Time-Off Policy Employee Leave of Absence Policy (Including Worker’s Comp & Family and Medical Leave Act)
Revised 12/17/14
PAID TIME OFF (PTO) POLICY: A. Paid Time Off (PTO) may be used for the purpose of illness, caring for those who are ill, vacation, bereavement, or all other reasons, as deemed reasonable by Administration. I. At the beginning of work agreement school year, full time Learning Leaders shall be credited with nine days of all-purpose paid time off. 2. All other employees who are full time and paid on a 12 month calendar will be credited with all-purpose paid time off based on their work agreement document as drafted by the Leader of Operations. 3. Employees who are part time and paid hourly on a 9 month calendar are not eligible for all-purpose paid time off, unless an exception is made by Administration and part of their employment agreement. B. Paid Time Off (PTO) Guidelines and Restrictions 1. An employee may not take more than two PTO days consecutively, unless approved by Administration. 2. Employees that go beyond their allotted PTO days will be subject to pay adjustments, and PTO beyond their allotment must be approved by the Administration. 3. PTO will carry over from year to year to a maximum of 18 days or 144 hours. The district will not pay out for PTO in the event of excess days beyond the maximum of 18, termination of employment, or retirement. 5. Snow days, late starts, and early dismissals do not count as paid time off for those employees who receive allotted PTO as part of their work agreement and were scheduled to work during the cancelled time, unless the district exceeds a total of 30 hours of cancellations that are not made up with a school calendar change. In the event of a calendar change due to over 3 full day cancellations, (changes to school calendar must be Board approved) all employees are required to report to work on make-up day(s) or use their PTO. In the event of over 30 hours of cancellations that are not made up, employees must use their allotted PTO or be subject to pay adjustments.
4. PTO must be coordinated through Administration to ensure proper staffing of the building (see procedures, below).
PAID TIME OFF (PTO) PROCEDURES: A. All staff is responsible for submitting absence request forms for planned leave at least 7 school days in advance. Administrators have the authority to approve or deny the absence request. For unplanned leave (illness, etc.) an absence report form must be submitted upon return, and when appropriate, an electronic timesheet that appropriately tracks their leave days, including hours in the day missed. If a Learning Leaders and/or Learning Leader Assistants miss ANY scheduled direct student time between the hours of 8-4, they must submit an absence report form to their administrator. Forms must be submitted electronically via email to their positions Administrator. Save the form under the name: YOURFirstLastname_dateofabsence. Example: KateyWadewitz_9_23_14 Email Riverway at
[email protected] if you need additional absence report forms.
LEAVE OF ABSENCE POLICY: A. A Learning Leader unable to perform the duties of employment because of personal illness or injury shall be granted upon request and certification by the attending licensed physician of inability to perform such duties, a leave of absence up to one year without pay. Requests for extension of a year's leave may be granted at the discretion of the Board. The district shall continue payment of the district's share of insurance premiums during any insured employee’s absence, not to exceed six weeks. An employee who is granted such leave shall notify the Administration of her/his intention to return not less than 30 days prior to the end of said leave. B. All absences caused by injuries at work covered by the Workers' Compensation Act are part of the PTO allotment for the employee. If the payment to the employee under the Workers' Compensation Act is not equal to the employee’s salary, the district shall pay the difference between the salary of the employee and the amount paid by Workers' Compensation. The fractional time an employee is absent from work and not paid by worker's Compensation will be charged against her/his accumulated PTO. C. An employee unable to perform duties of employment because of pregnancy, termination of pregnancy, childbirth, or recovery there from, may begin leave upon certification from the attending licensed physician that the employee is unable to perform such duties, or upon the agreement by said employee and the Board that leave should be commenced, and the employee shall be entitled to use their PTO for leave. Leave in excess of PTO allottment shall be treated as a leave of absence without pay during the period employee is unable to work due to the pregnancy, termination of pregnancy, childbirth or recovery there from of. A Learning Leader shall, upon request, have the option to terminate a requested leave of absence due to extenuating circumstances. The district may require a 10-day notice if the substitute Learning Leader's contract requires it.
FAMILY AND MEDICAL LEAVE ACT: A posting of Employee Rights under the FMLA and MN is posted on the employee display board at Riverway Learning Community. Information can also be found at www.dol.gov/whd/fmla/ Riverway will comply with all rules associated with The Family and Medical Leave Act, including those not written below which are part of current law. A. Employees must have worked a minimum of 1,250 hours during preceding 12 months and have been employed for at least 12 months to be eligible for 12 weeks of unpaid leave during any 12 month period for the birth, adoption/foster care of a child, or for the serious health condition of the employee or the employee's spouse, parent or minor child. B. Parenting Leave under M.S. 181.941 requires employers with 21 or more employees and at least one work site, to grant unpaid leaves of absence for up to six weeks for the birth or adoption of a child to employees who have worked at least this time during the preceding 12 months. C. Employees who receive health insurance through Riverway and who are on FMLA, for the period not covered with their allotted PTO, may continue the insurance programs. The district will pay the district's share of the insurance premiums for six weeks of the unpaid leave. If the employee opts to take 12 weeks under FMLA, the district will continue to insure the employee for the additional 6 weeks, but the premium is paid by the employee. D. If childcare leave commences and ends during a single school year the returning employee shall assume the same position the employee had upon leaving. E. If a position is abolished during the time of childcare leave the returning employee shall be assigned to a position comparable to the position left. F. Childcare leave shall be without pay, and upon returning to the work, an employee shall be placed on the salary schedule or at the same rate of pay according to their employment agreement, at the position held when starting the leave. G. Nursing Mothers will be provided with reasonable paid break time to nurse and/or express breast milk for their child, and will be provided with a private area for this purpose.
1733 Service Drive, Winona, MN 55987
|
Phone: 507-474-6120
|
www.riverwaylearningcommunity.org
