Employee Leave DaysAt-A-Glance

Leave Days GivenLeave is available for the employee’s use at the beginning of the year in the following increments:

187 day employees - 5 state personal, 3 local

207 day employees - 5 state personal, 3.5 local

226 day employees - 5 state personal, 4 local, vacation (depends on school work calendar)

*State and local leave is earned as you work through the course of your work year even though it is available for use at the beginning of the year. If an employee leaves the district before the end of the work year, the cost of any unearned leave taken shall be deducted from the employee’s final paycheck.

Leave BalancesYou can find out how many days you have available to use by logging in to Frontline.

Leave Balances

Click on the Account tab to the right

Leave BalancesClick on the tab that says Absence Reason Balances

Leave BalancesView your initial balances, those used, absences pending approval and your final balances:

Absenteeism Practices● No more than five (5) consecutive days without both Supervisor & HR approval; ● Excessive absences is defined as missing 10 personal, non-school related days in a school

year;● Certain school day absences require Superintendent approval:

○ Day before a school holiday○ Day after a school holiday○ Days scheduled for end of semester or end of year exams○ Days scheduled for state mandated testing○ Staff or professional development days

● Unless an employee requests a different order, available leave will be used in the following order:

○ Comp Time (non-exempt staff only)○ Local Leave○ State Personal Leave

Types of Leave

TYPE OF LEAVE ELIGIBILITY REQ’D NOTICE / APPROVAL

Compensatory Time ● Earned at a rate of “time-and-a-half” when an hourly (“non-exempt”) employee works pre-approved overtime that exceeds 40 hours in a week

● Must be used before other leaves

● As much advance notice as possible● Campus/dept procedures must be followed● An Overtime Authorization form must be completed in

advance; sent to Payroll● Enter in Frontline● Supervisor discretion (may deny if not an appropriate

time in terms of campus/dept operations)

State Personal Leave● Front-loaded five (5) days/year● Accumulates without limit● Transferable to other districts● Discretionary: Any reason

● As much advance notice as possible for “non-discretionary”

● At least five days in advance for “discretionary”● Campus/dept procedures must be followed● Enter in AESOP● If more than five (5) days, must be approved by

Supervisor and HR

Types of Leave

Local Leave● Front-loaded three (3) days per year● Eligible employees in 11 and 12

month positions earn more days● Depending on the assignment, can

earn 3.5, 4 or 5 days.● Not transferable to other districts● Illness of employee or immediate

family member● Discretionary: Any reason

● As much advance notice as possible for “non-discretionary”● At least five days in advance for “discretionary”● Campus/dept procedures must be followed● Enter in AESOP● If more than five (5) days, must be approved by Supervisor

and HR

Jury Duty● District paid leave● May keep court compensation

● Must report a summons for jury duty to supervisor● Copy summons to document need for leave● Employee may be required to report back to work as

soon as released from jury duty

Types of LeaveCatastrophic Sick Leave

(CSL Bank)

● Must donate one (1) State Personal Day to Sick Leave Bank

● Must exhaust all other paid leave● May request up to thirty (30) days

for qualifying catastrophic illnesses or injuries of employee or immediate family member

● May include complications resulting from pregnancy

● Must complete a Catastrophic Leave application for HR’s approval in TalentEd

● Medical certification (either FMLA or Catastrophic Leave form)

FMLA Birth or Placement for Adoption

or Foster Care

● Employed for one year● Worked 1,250 hours in the past

year (leave time doesn’t count toward total hours)

● May apply for up to 12 weeks of unpaid, protected leave during the first year following birth or placement

● Must run concurrently with any other paid leave

● Must be for one a continuous block of time-not intermittent

● If both parents work at LEISD, bonding time must be split between the two

● Must apply thirty (30) days in advance, b/c foreseeable● Must apply ASAP for unforeseeable leaves; e.g. sudden

notice of placement for adoption or foster care● Must complete FMLA paperwork, including Certification by

a Health Care Provider or Verification of Placement● Must be approved by HR

Types of Leave

FMLA for Serious Health Condition

● Employed for one year● Worked 1,250 hours in the past

year (leave time doesn’t count toward total hours)

● May apply for up to 12 weeks of unpaid, protected leave

● Must run concurrently with any other paid leave

● Must apply thirty (30) days in advance for foreseeable leaves

● Must apply ASAP for unforeseeable leaves● Must complete FMLA paperwork, including

Certification by a Health Care Provider● Must be approved by HR● Must provide updates to supervisor & HR every thirty

(30) days● Must supply a fitness-for-duty certification from

healthcare provider upon return● If work restrictions, must contact HR in advance of

return to request reasonable accommodations

FMLA Care for Spouse, Child, or Parent with

Serious Health Condition

● Employed for one year● Worked 1,250 hours in the past

year (leave time doesn’t count toward total hours)

● May apply for up to 12 weeks of unpaid, protected leave

● Must run concurrently with any other paid leave

● Must apply thirty (30) days in advance for foreseeable leaves

● Must apply ASAP for unforeseeable leaves● Must complete FMLA paperwork, including

Certification by a Health Care Provider● Must be approved by HR● Must provide updates to supervisor & HR every thirty

(30) days

Types of LeaveFMLA Care for Service member with a Serious

Injury or Illness

● Employed for one year● Worked 1,250 hours in the past

year (leave time doesn’t count toward total hours)

● May apply for up to 26 weeks of unpaid, protected leave

● Must run concurrently with any other paid leave

● Must apply thirty (30) days in advance for foreseeable leaves

● Must apply ASAP for unforeseeable leaves● Must complete FMLA paperwork, including Certification by

a Health Care Provider● Must be approved by HR● Must provide updates to supervisor & HR every thirty (30)

days

Temporary Disability● Full-time certified educators

(including certified aides)● Temporary mental or physical

disability● Only for a continuous block of time

not to exceed 180 days● Pregnancy may qualify if causes

disability

● Request for time off for disability● Must provide physician’s statement with confirmation of

inability to work and probable date of return● Must notify HR at least thirty (30) days in advance of return

to work● Must provide a Fitness-for-Duty● If work restrictions, must contact HR in advance of return to

request reasonable accommodations

Assault Leave● Injured as a result of physical

assault suffered at work● May take up to two (2) years of

paid, medically necessary leave● Does NOT run concurrently with

accrued personal leave

● At the employee’s request, the District will put employee on assault leave pending investigation

● Must be coordinated with workers’ compensation (see below)

● May deplete accrued paid leave and employee’s pay if investigatory findings do not support assault leave eligibility

Types of LeaveCompliance with

Subpoena

● District paid leave for work-related subpoena

● Must use own leave if personal business

● May be required to submit documentation

Non-FMLA Military Leave

● Member of TX Nat’l Guard, TX State Guard, reserve component of USAF, or Urban Search & Rescue Team

● Fifteen (15) days of paid leave per year for training or duty orders

● May also use State & Local Leaves for active military service

● Must coordinate with Human Resources

ADA● Case-by-case basis to determine

whether leave is “reasonable” under the ADA

● Must be able to perform the essential functions of the job with or without reasonable accommodations

● No “undue burden” logistically or financially, or for an indefinite duration

● Supervisor notices an employee can’t perform the essential functions of her/his job; or

● Employee asks for reasonable accommodations● HR must meet with the supervisor and employee● HR and supervisor conduct ADA analysis following the

meeting● HR issues “ADA Accommodation Form”● May approve accommodations for a limited time and then

re-assess for reasonableness

Types of LeaveThis presentation provides a summary of district leave benefits. It is neither a contract nor a substitute for official district policy. For more information, refer to Policies DEC, DECA, and

DECB. Questions? Contact the Human Resources Department