HR Policy 3.04

Printable Version

1. If a former bargaining unit employee (or non-represented employee whose employment is primarily governed by a collective bargaining agreement) returns to work in a similar capacity in the same employee group (e.g., teacher returns as teacher), reinstatement of sick leave will be administered per the appropriate collective bargaining agreement.
   
   
2. If a former administrator returns to work in a similar capacity, sick leave reinstatement and/or earnings will be administered per sections 2.08 (returning after resignation) or 2.03(k)(2) (returning after retirement) of this Policy and Procedures Manual.
   
   
3. If the former employee returns to work in a different capacity in a different employee group (teacher returns as administrator, substitute teacher returns as teacher), the governing collective bargaining agreement shall dictate the amount of sick leave that is carried into the new position. If the collective bargaining agreement is silent on this issue, the following policy will govern reinstatement of sick leave:

a. For a break in service of less than three (3) months, the sick leave to be reinstated is determined by prorating on the basis of the relationship of the former daily rate of pay to the new daily rate of pay.

b. For a break in service of more than three (3) months but not exceeding three (3) years, the sick leave to be reinstated is determined as in "a" above and then reduced to 50%.

March 2003