Paid bereavement for up to four (4) additional days may be granted (for immediate family only) to an employee in order to comply with an established religious practice or in extenuating circumstances. The decision to grant or deny a request for additional paid bereavement leave shall be within the discretion of the Head of School. Bereavement leave in excess of that provided under this policy or leave for funerals of those not covered under this policy shall be governed by the provisions of the Paid Leave of Absence or the Unpaid Leave of Absence policies.
Jury Duty / Court Appearances:
From time to time, employees of Levine Academy may be called to participate in jury duty or other court appearances. Levine encourages participation of its employees in the legal process when called upon to so do, yet will also furnish letters of support should both the employee and the School agree that a request for duty postponement is warranted. Levine Academy will compensate all employees at their regular rate of pay for jury duty during their normal working hours. The employee serving jury duty may retain any amount of daily compensation received from the court for their service. Employees must provide notice to their Principal (or to the Head of School, if an Administrator) at least one week prior to jury duty. Upon return to work, the employee must provide an attendance record from the court for each day of compensated jury duty.
Unpaid Leaves of Absence
The Head of School may grant an unpaid Leave of Absence (LOA), at his or her sole discretion, to assist an employee with an unusual circumstance. All Leaves of Absence shall be without pay. A. Any request for LOA must be in writing by the employee to his/her Principal/Director (or to the Head of School, if an Administrator). The LOA request should describe the reason for the LOA, the anticipated beginning and end dates and any other information that may be relevant to the evaluation of the leave request. The School will consider the following prior to giving approval:
• Can arrangements be made for adequate coverage during the absence?
Are the reasons justified?
•
• Does the employee’s work performance and attendance record warrant the award of a LOA?
• Has all applicable paid leave been exhausted? • Is the LOA in the best interest of the School?
B. An approved Leave of Absence, in general, shall be for an amount of time in excess of an employee’s allotted sick and personal days, but shall not exceed six (6) calendar months unless for military leave. The employment of any employee unable to return to work after the time granted for the LOA (for other than military leave) may be terminated. C. In all cases in which the need for leave is foreseeable, the employee should provide Levine Academy with 30 days of prior notice before the date the leave is to begin. Where circumstances beyond the employee’s control make it impossible to give 30 days’ notice, the employee should provide such notice to the School as soon as possible. In all cases in which the leave is foreseeable based on planned medical treatment of the employee or family member, the employee should make a reasonable effort to schedule the treatment so as not to disrupt unduly the operations of the School, subject to the approval of the health care provider of the employee or family member. D. If employee fails to give 30 days’ notice for foreseeable leave with no reasonable excuse, the School may delay the start of the leave until 30 days after the date such notice is provided.
Family / Medical Leave of Absence (FMLA)
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