AGREEMENT BETWEEN THE
BOARD OF TRUSTEES
AMADOR COUNTY UNIFIED
SCHOOL DISTRICT
AND
AMADOR COUNTY TEACHERS ASSOCIATION
TA/NEA
Printed: September 2007
TABLE OF CONTENTS
Article I Agreement................................................................................................................. 3
Article II Recognition............................................................................................................... 4
Article III Definition................................................................................................................... 5
Article IV Employee Rights........................................................................................................ 6
Article V Organizational Security/Dues/Payroll Deductions/TRACS........................................... 7
ArticleVI Hours ................................................................................................... 9
Article VII Class Size................................................................................................................ 12
Article VIII Evaluation................................................................................................................14
Article IX Personnel Files........................................................................................................ 16
Article X Leaves ........................................................................................... 17
Article XI Assignment, Transfers, Reassignment....................................................................... 23
Article XII Health-Safety.......................................................................................................... 27
Article XIII Grievance Procedure............................................................................................... 28
Article XIV Compensation......................................................................................................... 31
Article XV Part-Time and/or Shared Positions........................................................................... 35
Article XVI Fringe Benefits......................................................................................................... 36
Article XVII Employee Personal Property.................................................................................... 37
Article XVIII Professional Accountability...................................................................................... 38
Article XIX Retirement............................................................................................................... 40
Article XX Negotiation Procedures........................................................................................... 41
Article XXI Changes.................................................................................................................. 42
Article XXII Peer Assistance and Review.................................................................................... 43
Article XXIII Duration.................................................................................................................. 44
A.................... Salary Schedule....................................................................................................... 45
B .................... Coaches.................................................................................................................. 46
C-M .............. Miscellaneous Stipends............................................................................................ 54
N.................... Grievance Form ...................................................................................................... 59
O ................... Approval for Units on Salary Schedule Forms.......................................................... 62
P..................... Interest to Transfer.................................................................................................. 65
Q.................... Evaluation of Personnel: Forms and Procedures........................................................ 66
R .................... Memorandum of Agreement for Job Sharing............................................................ 71
S..................... Sideletter of Agreement, August 28, 2000................................................................ 73
ARTICLE I AGREEMENT
1. This Agreement is between the Governing Board of the Amador County Unified School District (hereinafter referred to as "District") and the Amador County Teachers Association CTA/NEA (hereinafter referred to as "Association").
The Association and the District agree that the collective bargaining process (hereinafter referred to as Interest-based Bargaining) can promote a shared responsibility for resolving educational problems. The Association and the District recognize that problem solving requires a more open, flexible process, one that encourages participants to understand the interests of all parties, to think creatively about options and reach consensus on decisions.
ARTICLE II RECOGNITION
1. The District recognizes the Association as the exclusive representative for those certificated employees employed in the following classifications: full-time teacher, part-time teachers, librarians, nurses and counselors (hereinafter referred to as "employees").
ARTICLE III DEFINITION
1. "Workdays" or “days” means the days a teacher is required to be on duty.
2. "School Days" means the days students are required to be in attendance.
3. "School Year" means all school days, institute or workshop days from the first school day to the last school day inclusive.
4. "Work Year" means the number of days teachers are required to be on duty.
5. "Immediate Family" means the spouse, registered domestic partner, mother, father, grandparents, son, son-in-law, daughter, daughter-in-law, brother or sister, grandchildren, and foster children of the employee or of the spouse (or registered domestic partner) or surrogate parents or any person living in the immediate household of the employee.
6. "Increment" means one of a series of additions to salaries earned through longevity.
7. "Unit" means a semester credit in a collegiate institution recognized by California State Department of Education or an equivalent amount of credit granted by the Board of trustees for an activity such as, but not limited to travel, research or writing, that relates to the employee's present or potential teaching assignment.
(One quarter unit equals 2/3 semester unit.) For purposes of this schedule, B.A., B.S., or B.E. degree is equivalent to an A.B., but in all cases the degree must have been earned with a major and program of study acceptable by teacher training institutions of California for the completion of a teaching credential.
8. “Per diem” means annual salary divided by the number of days a teacher is required to be on duty.
ARTICLE IV EMPLOYEE RIGHTS
1. One bulletin board may be set up in each school to be used for Association and/or District use.
2. The Association may make use of facilities for Association business by prior arrangements with the site administrator, providing such use shall take place outside of the employee's assigned work day.
3. The Association may use school equipment for Association business when such equipment is not otherwise in use and when prior approval has been secured from the site administrator, providing such use shall take place at times other than during the employee's assigned work day. The Association shall pay for the cost of all materials and supplies incidental to each use.
4. The Association may use, for Association business, the District mailboxes, and school telephones for local telephone calls. Copies of all information of a general nature distributed through the District mail system shall be provided to the Superintendent.
5. When
changes to the contract are approved by both ACTA and the Board, the revised
articles will be sent to each employee. The Association will annually
reconsider the redistribution of a complete updated contract to each
employee. The following key positions shall annually receive a complete
updated contract:
1) All ACTA negotiators
2) ACTA President
3) Building Representatives
4) Site Administrators
5) Superintendent
The cost of preparing copies of this agreement shall be borne by the District.
ARTICLE V
1. The District and Association recognize the right(s) of employees to join and participate in activities of employee organizations.
2. The District shall deduct from the monthly paychecks of each employee the dues and other amounts authorized in writing by the employee.
3. The first and third calendar Mondays, after school, shall be reserved for Association work and business. Conflict dates will be adjusted through mutual agreement during formulation of the school district calendar. No District or individual site meeting(s) requesting or requiring teacher attendance after regular school workday times shall be scheduled on these days. These dates shall be placed on the District Master Calendar.
PROFESSIONAL DUES AND PAYROLL DEDUCTIONS
4. Any employee who is a member of the Association, or who has applied for membership, may sign and deliver to the District an assignment authorizing deduction of unified membership dues. Such authorization shall continue in effect until withdrawn in writing. Association members who currently have authorization cards on file for the above purposes need not be re-solicited. The District shall deduct one-tenth (1/10) of such dues from the regular salary check of the employee each month for ten (10) months.
5. Deductions for employees who sign such authorization after the commencement of the school year shall have a prorated amount deducted from their regular salary check each month of the time remaining.
6. Any unit member who is not a member of the Association, or who does not make application for membership within thirty (30) days of the effective date of this Agreement, or within thirty (30) days from the date of commencement of assigned duties within the bargaining unit, shall become a member of the Association or pay to the Association a fee in an amount equal to membership dues, initiation fees and general assessments, payable to the Association in one lump-sum cash payment in the same manner as required for the payment of membership dues. In the event that a unit member does not pay such fee directly to the Association, the Association shall so inform the District, and the District shall immediately begin automatic payroll deduction as provided in Education Code Section 45061 and in the same manner as set forth in this Article. There shall be no charge to the Association for such mandatory agency fee deductions.
7. Any unit member who is a member of a religious body whose traditional tenets or teachings include objections to joining or financially supporting employee organizations shall not be required to join or financially support the Association as a condition of employment; except that such unit member shall pay, in lieu of a service fee, sums equal to such service fee to one of the following non-religious, non-labor organization, charitable funds exempt from taxation under section 501 © (3) of Title 26 of the Internal Revenue Code:
a. Foundation to Assist California Teachers
b. Christa McAuliffe Institute for Education Pioneering
c. Hilda Maehling Grants Program
d. Martin Luther King, Jr. Memorial Scholarship Fund
To receive a religious exemption, the unit member must submit a detailed written statement establishing the basis for the religious exemption. The Association Executive Board shall communicate in writing to the unit member its acceptance or rejection of the exemption. IF accepted, the unit member shall make the payment to an appropriate charity as described above. Such payment shall be made on or before the due date for cash dues/fees for each school year.
8. Proof of payment shall be made on an annual basis to the Association and District as a condition of continued exemption form the payment of agency fee. Proof of payment shall be in the form of receipts and/or cancelled checks indicating the amount paid, date of payment, and to whom payment in lieu of the service fee has been made. No in-kind services may be received for payments, nor may the payment be in a form other than money such as the donation of used items. Such proof shall be presented on or before the due date for cash dues/fees for each school year.
9. Any unit member making payments as set forth in sections above, and who requests that the grievance or arbitration provisions of this Agreement be used in her or his behalf, shall be responsible for paying for reasonable cost of using said grievance or arbitration procedures.
10. With respect
to all sums deducted by the District pursuant to sections above, whether for
membership dues or agency fee, the District agrees to remit such monies
promptly to the Association accompanied by an alphabetical list of unit
members for whom such deductions have been make, categorizing them as to
membership or non-membership in the Association, and indicating any changes in
personnel from the list previously furnished.
11. The Association and District agree to furnish to each other any information needed to fulfill the provisions of this article.
TRACS
12. Commencing with the 1999/2000 school year, deductions will commence at the rate of $240.00 per year toward contributions for TRACS. The Amador County Unified School District will match employee contributions with a $240.00 per year contribution for the duration of the TRACS program.
ARTICLE VI HOURS
1. The school year shall consist of 180 student instructional days.
2. The employee work year shall consist of a total of 183 work days. One service work day shall be flexibly scheduled by mutual agreement between the teacher and site administrator. This day may be scheduled either before, during or after the regular school calendar of student attendance days.
· High School Counselors will work five (5) additional scheduled days at per diem rate and may work ten (10) additional scheduled days as mutually agreed to by the site administrator and counselor.
· Elementary and Junior High Counselors may work up to five (5) additional days as determined by the counselor and their site administrator.
· Agriculture Incentive Teachers (one per FFA) may work up to twenty (20) additional days as determined by the teacher and site administrator in compliance with Ag. Incentive Grant as long as funds are available.
3. The employee work day shall be seven (7) hours, excluding a lunch period of a minimum of thirty (30) consecutive minutes duty free.
4.
The following are calendar parameters that would be applied to the development
of the school calendar, which calls for 180 student days. If the calendar
went outside of these parameters, the change would be negotiated between the
District and the Association:
? First semester would end before the Christmas Break
? One week break at the end of the first quarter
? Travel day before Thanksgiving
? Travel day before Christmas Break
? Two week Christmas Break
? One week break at the end of the third quarter
? Good Friday and the Monday after Easter would be off
? School out the Friday after the first Sunday in June
? The following days shall be non-work or holiday depending on the bargaining unit:
? Labor Day – First Monday in September
? Veteran’s Day – November 11th
? Thanksgiving Day – Thursday in November as designated
? Friday after Thanksgiving
? Christmas Eve – December 24th
? Christmas Day - December 25th
? New Year’s Eve Day – December 31st
? New Year’s Day – January 1st
? Martin Luther King Day – Third Monday in January
? Lincoln’s Birthday – Monday of the week in which February 12th occurs
? President’s Day – Third Monday in February
? Memorial Day – Last Monday in May
? Independence Day – July 4th (summer school)
When any holiday falls on a Sunday, it shall be observed the following Monday. If a holiday falls on Saturday, it shall be observed the preceding Friday.
5. Individual variations from the work day when not adversely affecting the school or district may be arranged between the teacher and site administrator, with the approval of the Superintendent. A teacher who volunteers to be employed as a tutor in the District’s after-school tutoring program, and whose tutoring duties fall within his/her workday of seven (7) consecutive hours (excluding lunch), may, with the approval of the site administrator, and the Superintendent, interrupt the workday for a tutoring session of not more than 90 minutes, and then resume the remainder of the workday at the end of the tutoring session.
6. Teachers shall teach a maximum of 54,000 minutes per year. Teaching time (for Article VI. 8 only) refers to the instructional minutes calculations as required by Ed. Code 46201.
7. At the K-6 levels, a minimum preparation period of forty‑five (45) minutes shall be provided each day. No required meeting(s) shall be held during the scheduled elementary preparation period (except by consensus of the teacher staff).
8.
At the junior high and high school levels, the preparation periods
shall be staggered throughout the work day and work week. Preparation time
may not be provided on a daily basis but shall be equalized over a two (2)
week period. Holidays that may occur on Mondays will not be made up as part
of any equalization effort. On a regular seven (7) period schedule, daily
preparation equivalent to a class period will be provided. (Teach 6 ~
Preparation 1).
9. Block Schedule teaching assignments:
Within an eight-period schedule, each teacher shall be given a regular preparation period and study hall equivalent in time to the regular class periods. Study hall students will be distributed to all teachers in a way that study hall class sizes will be equitable. Any variance from a study hall class assignment cannot include a class that is offered for credit. No more than 10% of a full-time site staff will be placed on a “special assignment” in-lieu of a study hall assignment without a 2/3 full-time staff approval. Any in-lieu assignment must be established by mutual agreement of the teacher and principal. Efforts will be made to provide preparation and study hall on alternate days, if possible. Study hall teachers will not be required to give homework or teach an assigned curriculum but will be expected to maintain appropriate classroom control.
10. A class for credit that is taught outside of a regular scheduled full-time teaching assignment (i.e., “0” period or on a prep period) will be allowed as follows:
a) only one course per department per year;
b) the class will be taught by a tenured teacher only;
c) the teacher will receive 1.194 salary equivalent on a per-diem rate;
d) equivalent of a full-time prep period plus 1/6 of the prep period will be added to the teacher’s work day which may be divided/equalized over alternate days;
e) a teacher will not teach an extra class for consecutive years if there is an interest by other staff members to teach that class;
f) the site principal and department head will decide the teacher assignment for the class.
11.
The Association and District recognize that additional time may be
needed to address staff meetings ‑‑ not to exceed two (2) one‑hour meetings
per month. Compensating time off (CTO) will be provided upon request by
employee. Professional discretion will be used by employee and site
administrator in scheduling of CTO.
12. Adjunct Duties:
It is recognized and agreed that certificated employees' duties and responsibilities continue beyond the work day for which additional compensation may not be provided. These include but are not limited to:
1. Club and class advisors.
2. Reasonable number of inservice assignments.
3. Student supervision.
4. Reasonable number of faculty meetings.
5. Parent conferences including IEP meetings.
6. Public school nights.
7. School activities such as seasonal programs, etc.
13. Less than full time employees/preparation period: an employee teaching four hours or more shall receive 1/2 hour preparation period. An employee teaching less than four hours shall receive no preparation period.
14. An employee working less than full-time will be paid the following fractions of their placement on the salary schedule:
Seven Period Schedule Eight Period Block Schedule
1 hour (1 period) .1666 1 period .1667
2 hours (2 periods) .333 2 periods .33
3 hours (3 periods) .5 3 periods .50
4 hours +1/2 hour prep .75 4 periods .667
5 hours +1/2 hour prep .916 5 periods .833
Prep and Study Hall will be pro-rated proportionally
15. Travel time shall not be considered as duty-free lunch period or preparation period time.
ARTICLE VII CLASS SIZE
1. The district agrees to assign pupils in compliance with state law within the constraints of financial resources and available facilities. The district further agrees to support the assignment of students within the district in such a manner as to equalize the teaching load within grade levels and/or subject matter areas insofar as possible.
2. Pupils shall not be placed in any classroom in larger numbers than the capacity of the teaching facility and/or basic work station.
3. Class Size K-6
Class size shall not exceed the following:
A. Thirty (30) students for Grades K-3
Thirty-two (32) students for Grades 4-6
Twenty-eight (28) students for Multi-grade Combinations
B. In grades K-6, one student per grade level per school may be added, excluding multi-grade combinations, and combinations, none of which may exceed twenty-eight (28).
4. Class Size 7-12
A. Class sizes in grades 7-12 shall not exceed the number of work stations, equipment, space, computers, or as law dictates such as, but not limited to, science labs, industrial arts, drafting, and homemaking classes.
B. Class size in grade 7-12 shall not exceed thirty-five (35) students without the permission of the individual instructor. P.E., Drama, Chorus, Band, and other large group instruction whose limits shall not exceed 45 students without the permission of the individual instructor.
C. Student contacts for all 7-12 teachers with the exception of P.E., Drama, Chorus, Band and other large group instruction shall be one hundred eighty (180) during the assigned teaching schedule, excluding study hall. The 180 student contacts may be increased by 10 for each period of Band, P.E., Drama or Chorus assigned.
D. Study hall assignments shall be evenly distributed among teachers according to the student-teacher ratio of the school.
E. Schedule changes that are contrary to the contract shall be negotiated and finalized by April 1 prior to the ensuing school year unless dictated by State Budget restrictions or State Law.
F. The class
size limit for Alternative Education Programs shall be twenty to one (20/1).
5. When a class size exceeds limits specified in VII.3 and VII.4, the site/District administrator(s) shall consider the following alternatives and correct or resolve the class sizes conflict within twenty (20) working days.
A. Re-balance classes at school site to conform with individual contracted class maximums.
B. Hire an additional instructor.
C. Transfer excess students to another site within the District.
ARTICLE VIII EVALUATION
A. Procedure
1. Employee evaluation shall be performed in accordance with the provisions of Education Code Section 44660 et seq., and the District evaluation procedure. The California Standards for the Teaching Profession numbers I through V are included by reference.
I. Standard for Engaging and Supporting All Students in Learning
II. Standard for Creating and Maintaining Effective Environments
III. Standard for Understanding and Organizing Subject Matter
IV. Standard for Planning Instruction and Designing Learning Experiences
V. Standard for Assessing Student Learning
2. Evaluation of employees shall include, but shall not be limited to, consideration of (a) progress of pupils toward the standards established by the Board; (b) instructional techniques and strategies; (c) adherence to curricular objectives; (d) establishment and maintenance of a suitable learning environment; and (e) performance of other duties normally required as part of their regular assignments.
3. The evaluation shall be based on classroom or work-area visits, formal conferences, personal observation, and other applicable data. Any evaluation of employee performance shall not include the use of publisher's norms established as a result of standardized tests.
4. The District Superintendent delegates the responsibility for school site evaluation to the School Principal. The School Principal or prime evaluator may personally evaluate all school site certificated employees, may delegate some evaluation duties to credentialed administrators, or may request assistance in evaluation from one or more secondary evaluators. The School Principal has the final responsibility for submitting written reports on prescribed forms of each certificated person’s work at the state intervals. For good cause an evaluatee may request that the Director of Curriculum designate an evaluator other than the prime evaluator.
5. Temporary employees may be evaluated annually. Probationary employees will be evaluated annually during their probationary years. Permanent employees may be evaluated at least every other year. Teachers who meet the standards of Education Code Section 44664(a) (3) will be evaluated on a five year cycle. The Education Code provides: “At least every five years for personnel with permanent status who have been employed at least 10 years with the school district, are highly qualified, as defined in 20 U.S.C. Sec. 7801, and whose previous evaluation rated the employee as meeting or exceeding standards, if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time.” Additional evaluations of temporary, probationary, or permanent employees may be conducted if deemed necessary by the evaluator.
6. All
official evaluations shall be in writing on a form or forms approved by the
District and the Association as provided in Exhibit Q. Each evaluation will
include three of the five standards selected by mutual agreement. In the
event that the teacher and evaluator are unable to agree on the standards, the
teacher will select two standards and the evaluator will select a third. If
employee weaknesses are noted, specific recommendations for improvement shall
be made in writing on the evaluation form. Recognition of exemplary
performance is encouraged.
7. Two (2) copies of each evaluation shall be signed by the employee and the evaluator. Signing the evaluation form does not indicate concurrence, only that the employee has seen the evaluation and that it has been discussed. One (1) copy shall be given to the employee and one (1) forwarded to the District Office for retention in the employee’s personnel file. The employee may attach any comments that are felt to be pertinent to the specific evaluation within ten (10) working days.
8. Serious or recurring complaints concerning an employee shall be submitted to the employee in writing by his/her School Principal.
B. Time Line
(The
language in this section, “each evaluatee”, includes temporary, probationary
and permanent teachers.)
1. During the
first two weeks of school each evaluatee familiarizes him/herself with the
current standards and reviews the job description, including other duties
normally required as part of the regular certificated assignment.
2. By the fifth week of school, an initial meeting is held between the prime evaluator and each evaluatee. This meeting should result in agreement upon the three standards and measures of success for the school year. The prime evaluator and the evaluatee shall sign the result of the initial meeting as an indication that consensus was reached. Each party shall receive a copy of the agreement (Pre-Observation Form). The agreements made in the initial meeting may be changed or modified at any time during the year with the mutual consent of both the prime evaluator and evaluatee.
3. Prior to the end of the first semester an observation is conducted for all temporary and probationary certificated employees assigned to the prime evaluator. A post observation conference will be held within one week. The evaluator and evaluatee will sign the classroom observation form (Classroom Observation/Post-Observation Conference) indicating the conference was held. The evaluatee will have an opportunity to make a written statement.
4. At least
thirty days prior to the end of the third quarter an observation is conducted
for all permanent certificated employees assigned to the prime evaluator. A
post observation conference will be held within one week. The evaluator and
evaluatee will sign the classroom observation form (Classroom
Observation/Post-Observation Conference) indicating the conference was held.
The evaluatee will have an opportunity to make a written statement.
5. By the end of the third quarter a second observation is conducted for all temporary and probationary certificated employees assigned to the prime evaluator. A post observation conference will be held within one week. The evaluator and evaluatee will sign the classroom observation form (Classroom Observation/Post-Observation Conference) indicating the conference was held. The evaluatee will have an opportunity to make a written statement.
6. At least thirty days prior to the last day of student attendance, the final evaluation report (Certificated Employee Performance Evaluation) of each certificated employee will be filed in the personnel office. The prime evaluator will write the final evaluation report based on observations and conferences. An evaluation conference will be held. Both parties will sign the final evaluation, indicating the meeting was held. The evaluatee will have an opportunity to make a written statement. A copy will be provided to the employee and the original will be placed in the district personnel file.
ARTICLE IX PERSONNEL FILE
1. Personnel files shall be maintained in accordance with provisions of Education Code 44031.
2. Materials in personnel files, which may serve as a basis for affecting an employee's employment status, shall be available for inspection by the employee or by a representative designated in writing by the employee.
3. Any employee shall be allowed to inspect all materials in the employee's personnel file pursuant to the provisions of Education Code Section 44031. A record of materials temporarily removed from the file shall be contained within the file.
4. Information shall not be entered or filed in the employee's personnel file unless the employee is given notice of the entry and an opportunity to review and comment thereon. An employee shall have the right to enter and have attached to any derogatory statement, the employee's own comments thereon within ten (10) calendar days of notification. Notification is to be given in person or by certified mail.
5. The
District shall maintain the employee personnel files at the District's central
office. An employee may review any informal files related to his/her
employment kept by an employee’s supervisor.
6. After four years, upon teacher request, any derogatory or negative materials, excluding evaluations, shall be removed from the personnel file.
ARTICLE X LEAVES
1. Employees shall be entitled to ten (10) days sick leave per year. The District shall provide for each employee an official notification of the amount of accumulated sick leave with each month's paycheck.
2. PERSONAL NECESSITY LEAVE.
A. Up to seven (7) days of leave of absence for illness or injury allowed pursuant to Education Code 44981 may be used by the employee at his/her election, in case of personal necessity. In keeping with the intent of section 44981, sick leave used as personal necessity leave cannot be used as vacation time or to extend Thanksgiving, winter, or spring recesses.
B. Acceptable reasons for the use of personal necessity leave include:
1. Death of a member of the employee’s immediate family when additional
leave is required beyond that provided for in Article X, Section Three (3).
2. Accident involving employee’s person or property or the person or property of the member’s immediate family.
3. Serious illness of a member of the employee’s immediate family of such
an emergency nature that the presence of the employee is required during
the work day.
4. Appearance in court as a litigant except as a party in an action brought
against the District by the employee.
C. An employee may use four (4) days of personal necessity leave to attend to matters not specifically listed above, based upon the employee’s discretion. The purpose of theses days is, for illustration and not limited to, appointments (personal or medical), graduations, weddings, or birth of a grandchild.
In the event that an employee exhausts his/her current year’s sick leave and has no carryover sick leave, absence due to illness or injury may be unpaid. Unpaid leave may affect STRS earnings/retirement. The district is not obligated to provide opportunities for employees to “make up” unpaid time.
D. Personal necessity leave may be granted for reasons not listed above. The decision to grant personal necessity leave shall be the responsibility of the Superintendent or designee.
E.
Religious holiday leave is deemed personal necessity leave and is covered by
previous paragraphs.
F. Notification of use of personal necessity leave will be filed in writing with the appropriate site principal at least twenty‑four (24) hours in advance unless the emergency nature of the request (serious illness of a family member or accident to person or property, for example) would preclude advance warning. In those cases notification must be filed within twenty-four hours of the return to work. The employee is responsible under all circumstances to notify the District Substitute Service by telephone.
3. BEREAVEMENT LEAVE.
A. Bereavement leave shall be granted in accordance with the provisions of Education Code Section 44985. A certificated employee shall be granted three (3) days leave of absence, or five (5) days leave of absence if out of state travel is involved for the death in the employee's immediate family or upon receiving official notice in time of military service that a member of the immediate family is missing. The Superintendent may grant a maximum of two (2) additional day’s leave of absence for necessary travel within California.
B. No deduction will be made from the salary of such employees nor shall such leave be deducted from leave granted by other sections of these policies.
4. SABBATICAL LEAVE.
A. Sabbatical leave shall be granted in accordance with the provisions of Education Code Section 44966 to 44976 inclusive which includes articles on travel, study, and method of payment.
B. A leave of absence for study or travel may not exceed one (1) year and must benefit the schools and the pupils of the District. The Board may provide for such leave to be taken in separate six (6) month periods or separate quarters rather than for a continuous one (1) year period, provided that the leave of absence for the separate periods shall be commenced and completed within a three (3) year period. (Education Code 44966).
C. No more than three (3) employees may be on sabbatical leave at any time.
5. MATERNITY LEAVE.
A. Leaves of absence for pregnancy and childbirth shall be granted in accordance with provisions of Education Code Section 44965.
B. Any female employee regularly employed in the District shall be granted maternity leave under the following conditions:
1. The employee seeking maternity leave shall provide reasonable notice to the district of her impending temporary disability.