matters that may emerge that are unavoidable, that must be addressed, and/or that cannot be switched to another date when school is not in session. Personal days are also not an entitlement. These days are made available for your use in order to address personal business that is pressing and important to your well-being, so that you can return to school and resume teaching and working promptly with minimal stress. The process of pre- approval with your supervisor will necessitate mutual trust. Should the school learn later about the frivolous use of personal days, or about personal days taken that do not cohere with the original request, the school may exercise its right to retroactively deduct pay for such days taken. • All full time teachers (30+ hours) and part time (20+ hours) will be allowed 8 paid sick days or personal days* during the 2021/2022 school year; part time teachers with less than 20 hours will be allowed 5 paid sick days or personal days during the school year. • All personal days must be pre-approved by the Principal/Director and the HR Director in order to be paid; the school may seek verification for sick days taken within the allowable limits. • Personal days must not be taken during “black out” dates, unless the personal day(s) fall under special circumstances, such as immediate family life cycle events like bar/bat mitzvah attendance and weddings, etc. Blackout dates: Regular personal leave may not be utilized during the first two weeks of school, the final two weeks of school, for the two days prior to Winter Break and Passover Break or two days following Winter Break or Passover Break, on the day before or the day after all other national or religious holidays, or to work at another job. Also, no more than two members of the teaching staff in a division (ECC or K8 divisions) may be on personal leave at the same time. • There are other leave provisions that are spelled out in the Employee Manual, such as maternity leave, bereavement leave, and other leave provisions that may fall outside the standard allotment of paid time off.
Sick Days
Sick days may be used for any illness or any injury that inhibits an employee’s ability to perform his or her job effectively. Sick days also include when the employee needs time off for the care of a spouse, child, parent, parent-in-law, or grandparent who, because of illness or injury, needs supervision and/or treatment. Employees may not use sick days for scheduled appointments with doctors, dentists or other health care professionals if it is possible to schedule these appointments during non-work time. If health care appointments are scheduled during a work day, such time off will be accounted for as part of one’s Time Off allotment. An employee may be required to provide substantiation from a health care provider for the use of sick days, whether the sick days are for the employee or for the care of a spouse, dependent child, parent, parent-in-law, or grandparent. Sick days may not be used for purposes of vacation or personal business or for any reason other than the purpose for which it was intended.
Personal Days – regular and special
There are two categories of personal days, “regular” and “special” personal days. An employee may use any combination of these personal days in exhausting their allotment of time days off in a given school year; however, “regular” personal days may not be taken during “black out” periods of the school year, and these days are outlined in the third bullet point above, underneath Time Off Policy. Special personal day are outlined below: A “special” personal day means a requested absence that is restricted to an important personal condition, situation, business, or family event which cannot be taken care of at any time other than during regular working hours; moreover, special personal days will also include events or emergencies which are beyond the employee’s control and cannot be anticipated. Examples of special personal days include 1) required court appearance; 2) sickness or absence not covered by the LOA policies outlined in the second section on Unpaid Leaves of Absence and for which the employee has a responsibility; 3) religious conferences for which the employee is an elected or appointed official and for which employee has a participating role at the event; 4) attendance at registration or graduation from college of spouse or children; 5) funeral of an immediate family member of the employee or his/her spouse’s family, or other relative or close friend not covered under the Unpaid Leave of Absence section;
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