Regulation 4320 – Personnel Leave
(Adopted – August 21, 2024)
Leave (All Types Other Than Those Specified Below)
The leave days employees accrue in accord with Policy 4310 can be used for any purpose. This
includes use as sick leave, personal leave, bereavement leave, or vacation. For sick leave, the
Superintendent/designee may request a physician’s statement regarding an absence and/or
verification that the employee may return to work. For any other use of this leave, employees
must schedule a request to the faculty principal at least one week in advance. The
Superintendent/designee has the right to deny any such leave request that does not conform to
the policy or would cause a hardship to students or staff.
Leave for Jury Duty or Subpoenas
Employees called for jury duty or subpoenaed to testify in a civil or criminal proceeding will be
granted leave with pay. Employees will receive their normal pay less any jury or witness fees
received. Employees called for jury duty or subpoenaed to testify as noted herein will not be
required to use their leave days for time required in such civic service.
Military Leave
An employee who is a member of the National Guard, or an organized military service of the
United States, and who is required by laws of the United States or the State of Missouri to report
for military duty, including training, shall be eligible for a grant of military leave.
Application for military leave shall be made in advance, as soon as practicable after the
employee becomes aware of his/her obligation to report and immediately upon the employee’s
receipt of official notice to report. A copy of the official orders must be added to the leave
application. The Superintendent/designee must approve the application. Emergency mobilization
orders shall be dealt with on an individual basis.
The District recognizes that employees who receive notice to report for duty typically are not
provided with discretion as to when to report. However, whenever an employee has a choice as
to when to report for military duty, the employee’s military leave shall be arranged during periods
in which school is not in session. When the employee is given a choice as to when to report for
duty, the Superintendent/designee may request that the employee seek a change in military
orders if such a change appears to be in the best interest of the District.
Employees shall receive leave with pay for up to one hundred twenty (120) hours of military
leave in each federal fiscal year. Additional military leave shall be without pay, except as
required by federal and state law. Any person entitled to military leave shall only be charged
military leave for any hours which the person would otherwise have been required to work had it
not been for such military leave at a minimum of one hour and additional charges will be in
multiples of one hour.
Each employee shall furnish a copy of the employee’s military payroll voucher to the
Superintendent/designee within thirty (30) days of the employee’s return to regular assignment so
that the necessary salary adjustments can be made. Employee eligibility for reinstatement after
military duty is completed shall be determined in accordance with federal and state laws.
Domestic/Sexual Violence Victim Leave (See Policy and Regulation 4322).
Leave of Absence
Upon the recommendation of the Superintendent/designee and the approval of the Board, an
employee of the District may be granted a leave of absence for non-Family and Medical Leave
Act (FMLA) child care, education, or other good cause. Such leave is renewable upon written
request for one additional year only. Application for leave is to be made in writing to the
Superintendent/designee via Principal/supervisor and must include the period for which the leave
is requested and the reasons for the request. The period should be set to least disrupt the
education of students. Requests for leave for an entire school year should normally be made in
writing before March 1 of the preceding year.
If leave is approved by the Board, the employee is not paid for the period of the leave. Insurance
benefits may be continued by the employee by making all payments to the Payroll Office, one
month in advance.
Whenever a leave of absence has been granted by the Board to the end of the school year, the
employee must notify the Superintendent in writing by the first day of March of an intention to
resume his/her position at the beginning of the next school year. Failure to notify the
Superintendent/designee of such intention will be regarded as a resignation.
Upon completion of an approved leave, provided proper notification is given, a teacher will be
re-employed by the District unless placed on involuntary leave of absence if tenured; or, if
notified of nonrenewal of contract by April 15 if a probationary teacher.
If desired, and whenever feasible, the employee will be placed on the same or equivalent position
to the one held prior to the approved leave.
NOTE: Leave of absence without pay under the provisions of this regulation does not apply as
service towards tenure for probationary teachers.