Sick Leave May be used for: Personal illness.

Sick Leave May be used for: Personal illness.

Sick Leave May be used for: Personal illness. Pregnancy and maternity leave. Adoption of a child or placement of a foster child. Incapacity because of bodily injury. Exposure to infectious disease. Illness in immediate family that necessitates continuing supervision and care by employee. Medical or dental appointments when it is not possible to arrange such appointments during non-working hours. Absences approved under the Family and Medical Leave Act [See regulation GARH-R(3)]. Updated 10/29/2017 Approval of Sick Leave Notify the principal/supervisor as far in advance as possible of the need to use sick leave. Anticipated or foreseeable absence (e.g. scheduled surgery, childbirth, etc.), notice should be given at least 30 days in advance. Unforeseeable illness, the employee or designee should notify the principal/supervisor as soon as possible in accordance with local worksite procedure.

Physician or health care provider's certificate is necessary in these situations. An absence of three (3) or more consecutive workdays. An absence occurring after 5 absences in the same school/ fiscal year. An unforeseeable absence occurring on a designated critical day. A request is made by principal/supervisor prior to the absence (before absence occurs). Physician or Health Care Providers Certificate must Be in writing on the physicians official letterhead, Include the nature of the illness or injury and the period of absence, Be presented the day the employee returns to duty following the absence, or it is considered leave without pay. Extended & Unused Sick Leave Extended Sick Leave Leaves of more than five (5) consecutive days should be referred to HR Absence Management and may be approved under the Family and Medical Leave Act. See separate information available for Family & Medical Leave Act (FMLA) and

regulation GARH-R(3) Leaves and Absences: Family and Medical Leave Act (FMLA). Unused Sick Leave Sick leave unused at the time of retirement may be purchased from an employee according to policy GARD Employee Hiring and C ompensation with the following stipulations: Sick Leave Reporting Process The principal/supervisor is responsible for reporting compensated or uncompensated sick leave in accordance with procedures and time frames stipulated by the Payroll Department (Kronos). Absences exceeding three (3) consecutive workdays shall be reported to the Payroll Department as unauthorized absences until a physicians certification or approval of FMLA leave is received by the principal/supervisor. After receipt of the required statement, absences may be retroactively recoded. The employee must have been employed full-time for a minimum of nine months prior to the retirement. The employee must request payment for unused leave within one year or forfeit all monies due. A certificated employee who transfers sick leave from another Georgia school system pursuant to state law must work for the Atlanta Public Schools for at least one contract year to be paid for unused sick leave. Other Conditions of Sick Leave An employee on unpaid status or leave does not accrue sick leave or annual leave, if applicable. Uncompensated sick leave shall not be counted as days within a probationary period or as experience in

placement on the salary schedule for seniority purposes, unless leave was due to on-the-job injury. An employee on sick leave may not report to a 2nd assignment with APS. Violation of this provision is grounds for disciplinary action up to and including termination of employment. An individual who is re-employed by the district is entitled to the reinstatement of unused sick leave that was not transferred to another system or otherwise purchased from the employee. Certificated employees who transfers to the APS from another public school system in GA may transfer up to 45 days of sick leave earned after July 1, 1978. State statute requires that the transfer of leave must take place within one year of separation from the previous position. It is the employee's responsibility to request this transfer from the former system. An employee who believes his/her leave balances contain an error must submit a written request for review to the Payroll Office within one calendar year of the pay period(s) in question. Employees who separated from the district prior to July 1, 2012 may request a review of prior leave balances only if the employee is able to provide evidence of the error in support of the written request. The Director of Disbursements or his/her designee shall issue all final determinations regarding corrections. Sick Leave Accrual - employees with a work schedule of 7.5 hours/day 201-202 Day Work Schedule 211 Day Work Schedule 12.5 days accrued 13.0 days accrued per year per year 20 pay periods 20 pay periods accruing sick leave accruing sick leave 4.6875 hours of sick 4.875 hours of sick leave accrued/pay leave accrued/pay period

period Updated 10/29/2017 231 Day Work Schedule Annual Duty Work Schedule 13.75 days accrued 15.0 days accrued per year per year 22 pay periods 24 pay period accruing sick leave accruing sick leave 4.6875 hours of sick 4.6875 hours of sick leave accrued/pay leave accrued/pay period period Sick Leave Accrual employees with work schedule less than 7.5 hours/day 5.5 hours/day 201-Day Work Year 4 hours/day 201Day Work Year 5 hours/day 201Day Work Year 12.5 days accrued per year

12.5 days accrued per year 12.5 days accrued per year 20 pay periods accruing sick leave 20 pay periods accruing sick leave 20 pay periods accruing sick leave 2.5 hours of sick leave accrued/pay period 3.125 hours of sick leave accrued/pay period 3.4375 hours of sick leave accrued/pay period Updated 10/29/2017

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