Absences from Work

The District recognizes that there are various reasons for an employee to need time off from work. Employees are asked to schedule leaves and absences as far in advance as possible, so coverage can be arranged. Compensation is paid for leave described in the Board Policy.

Holidays
The Chancellor shall designate the paid holidays to be provided during the academic year beginning on September 1. All full-time employees are eligible for paid holidays. Part-time employees are paid on an hourly basis, and do not receive pay for holidays. If a full-time employee is required to work on a scheduled holiday, the employee will receive another paid day off within the month.

Vacation Leave
Full-time non-faculty employees on a twelve-month schedule are eligible for paid vacation leave. Employees accrue vacation leave at different rates, depending on their length of service and position. The use of accrued vacation must be scheduled in accordance with department needs and with supervisor approval.

Accrual rates for vacation-eligible employees are listed below:

Length of Service	Accrual	Rate
0 -5 years	12 days (96 hrs.)	8.00 hrs./mo.
6 -10 years	16 days (128 hrs.)	10.67 hrs./mo.
11 + years	20 days (160 hrs.)	13.34 hrs./mo.
Contractual Employees	20 days (160 hrs.)	13.34 hrs./mo.

Faculty do not accrue vacation.

New employees are eligible immediately to use their accrued vacation leave. Employees may not take more vacation time than they have accrued.

Employees may carry-over unused vacation leave from one year to the next, but unused vacation leave may not exceed twice their annual accrual rate. Any unused vacation leave in excess of the maximum, as of August 31, will be forfeited as of that date. For example:

• An employee who accrues vacation leave at a rate of 16 days per year may not exceed 32 days of accrued vacation.
• All full-time employees (including grant employees) will be paid remaining earned vacation at the time they terminate their employment with the District.

Sick Leave

Accrual of Sick Leave
All full-time employees in positions requiring 12 months of service are eligible to accrue 96 hours of sick leave per year, at the rate of 8 hours per month. Full-time employees who work less than 40 hours (and more than 20) shall accrue sick leave on a prorata basis.

Sick leave may be accrued to a maximum of 520 hours. Employees may not take sick leave in advance of being earned without approval by the Location Executive Officer. There is no waiting period for new employees; however, the time must be accrued in order for the employee to use it. All full-time employees who have been employed with the District in a full-time capacity as of the 20th of each month shall accrue sick leave for that month.

Full-time employees assigned to work less than 12 months and who work at least 20 hours per week shall earn sick leave on a prorata basis per month for their period of employment, including summer class.

Sick leave will not accrue during periods of leave without pay.

Appropriate Use of Sick Leave
Accumulated sick leave may be used for personal illness or illness of an immediate family member. For purposes of this policy, immediate family is defined as husband, wife, child (natural, step, or adopted), (step)mother, (step)father, grandmother, grandfather, sister, brother, and in-laws in the same degree of relationship.

Sick leave may be used for absences due to illness, injury, medical and dental appointments that cannot be scheduled outside normal working hours for the employee. Sick leave may also include family doctor/dental appointments when they cannot be made outside the normal workday. A non-exempt employee may use accrued compensatory time for family illness, subject to departmental needs and procedures.

Sick leave will be reported in hourly increments. Non-exempt employees will report hours of absence as they occur. Exempt employees report hours of absence as they occur or may elect to carry forward hours of absence until they total eight. Leave forms are to be submitted to the Payroll Department for input. The exempt employee is responsible for accurate record keeping and reporting.

Faculty Sick Leave
Like all other employees, faculty (who work 35 hours per week on campus) accrue sick leave at the rate of employees who work 40 hours per week and are charged with 8 hours use of sick leave for each day of absence. A partial day of absence, such as half a day, is charged as 4 hours sick leave.

Faculty members are required to report and apply for sick leave whenever they miss scheduled campus time as a result of illness (self or a family member, as defined by Board Policy DECA). This is the case even if no classes were scheduled for that day. For example:

• One-hour class is scheduled on Tuesday and Thursday. Faculty is out sick Tuesday. Eight hours of sick leave will be deducted for the one-day of work missed.
• Faculty member is unable to come to work on the first day of the term as a result of illness (self or family member, as defined by Board Policy). Even though no classes were scheduled, faculty member will have 8 hours of sick leave deducted.
• Faculty member has two classes scheduled on Wednesday, and is absent for the morning class. He or she attends the afternoon class. Four hours of sick time is deducted.
• Faculty member is absent from work three days during the week, on days when scheduled for campus and/or class time. The Faculty member does some work from home. The Faculty member will have three 8-hour days deducted from sick leave. A faculty member may, with documentation of hours worked and the approval of the Dean, receive credit for up to two hours of each day worked. This must be approved by the VP of Educational Services.

Adjunct/CE Instructor Personal Leave
Adjunct faculty and CE Instructors’ leave is computed by taking 1/16 of the contact hour load per semester. No carry-over is allowed from one semester to the next. For example:

• One 48-contact hour class = 3 hours sick leave per semester
• One 80-contact hour class = 5 hours sick leave per semester
• Combination of one 48-hour and one 80- contact-hour classes = 8 hours sick leave per semester
• Combination of two 48-contact hour classes = 6 hours of sick leave per semester

Notice to Supervisor
In order to be compensated while on sick leave, an employee must notify his/her immediate supervisor in accordance with departmental policy. Failure to give such notification, except in emergency, will cause an employee’s absence to be considered as an unexcused absence.

Failure to provide notification of absence from work for three consecutive workdays shall be considered a voluntary termination.

If an employee becomes aware of the upcoming need to use sick leave (for example, a scheduled surgery or doctor’s appointment), it is the employee's responsibility to advise the supervisor promptly.

Certification and Documentation of Sick Leave
A supervisor may require satisfactory documentation of the reason for sick leave and disallow sick leave in the absence of such documentation. Medical documentation must be from a licensed healthcare provider. Misrepresentation of sick leave, or failure to provide appropriate documentation or any other violation of the leave policy or the terms of leave approval will subject the employee to disciplinary action up to and including termination. Documentation of sick leave is not to be maintained by the supervisor but is to be transmitted to the HRM and filed in the confidential medical files maintained by the System Office Benefits Department.

Certification will be considered sufficient if it includes:

• the date on which the illness commenced;
• the date the employee first saw a doctor;
• the probable duration of the leave; and
• where applicable, a statement that the employee is: (a) unable to perform his/her job—with or without restrictions, or (b) if the employee is still unable to work, the date of the next doctor’s appointment to review the employee’s progress.

If the sick leave is to care for an immediate family member, the physician’s statement should include the duration of time for the employee to care for the family member.

Work at Home
While using sick leave, an employee may be asked to work at home, if their medical condition permits. Under these circumstances, with prior approval of the employee's supervisor, and with documentation of hours worked, an employee working at home may receive credit for up to 2 hours of each day worked.

Notification to Department of Human Resources of 3 Consecutive Days of Sick Leave Absence
The supervisor must notify the HRM in the event an employee misses three (3) consecutive days for a medically based absence. The HRM will notify the System Office Benefits Department, who is responsible to ensure that Family Medical Leave forms and medical certification is sent to the absent employee.

Personal Business/Other Use
All regular full-time employees may use a maximum of two days of sick leave per year for personal business leave. Advance approval by the immediate supervisor is required. Faculty should give sufficient notice of such leave to provide adequate class coverage. Personal leave is charged against sick leave and may only be taken if an equal amount of sick leave has accrued.

Weather Related Time Off
In the event of inclement weather and the colleges are forced to close, no time-off will be counted against any full-time employee for those closing days. If an employee needs to take extra days beyond the inclement weather day(s), he/she must take a personal business (PB). If an employee does not have any PB days, he/she can use vacation, comp time, and/or make up the time.

Supervisors should allow employees to use their best judgment about leaving work.

Compensatory Time Off
Compensatory time, or comp time as it has become known, is the compensation given to a non-exempt employee who works more than 40 hours in a week. The Fair Labor Standards Act (FLSA) provides guidelines on who is exempt and non-exempt from overtime compensation and the Dir. C/C relies on these to identify each position as exempt or non-exempt. Typically, professional employees, such as those requiring a degree in order to qualify for the position they hold, are exempt from overtime and compensatory time under the FLSA. Non-exempt, support personnel fall under the guidelines of the FLSA Comp and Overtime Rules. When the supervisor of a non-exempt employee requires an employee to work overtime, the employee is awarded comp time at one and one-half time the employee's regular rate of pay.

When salaried non-exempt personnel work more than 40 hours in one week, the FLSA requires that they be compensated at a rate of 1.5 times their normal hourly rate (calculated for salaried employees) or that they be allowed compensatory time off at a rate of 1.5 times the overtime hours worked. When the employee works overtime and receives compensatory time off in lieu of overtime pay, it is necessary that a record of this time be reported to and maintained by the payroll coordinator.

When computing compensatory time, keep in mind that compensatory time is actually time worked in a week over and above 40 hours. Sick leave, vacation, compensatory time, reduced summer hours, or holiday pay does not count as hours worked in the calculation of the eligibility for overtime compensation. Therefore, working over 8 hours in a day during such weeks is compensated at the regular rate of pay. Only hours over 40 actual hours worked are compensated at the rate of one and one-half times the regular rate of pay.

Lone Star College System policy requires an employee to receive comp time instead of being paid overtime.
There are only three exceptions:

1. An employee who accumulates more than two hundred and forty (240) hours of comp time must receive the overage in paid compensation;
2. If an employee transfers from one department/college within the District to another, any accrued comp time must be paid by the department in which the comp time was worked;
3. An employee with accrued comp time who leaves the employment of Lone Star College System must be paid for all comp time.

It is the practice of Lone Star College System to minimize overtime worked and the resulting compensatory time balances. Overtime-compensatory time should usually be taken during the 12-month period following the end of the workweek in which such overtime was worked. An employee with accrued compensatory time, who has requested the use of such time, will be permitted to use the accumulation within a reasonable period after making the request if his/her absence does not unduly disrupt the operation of the department.

Compensation paid for accrued overtime/ compensatory time off (except upon termination) will be at the hourly rate earned by the employee at the time the employee receives the payment.

Family Medical Leave Act (FMLA)
The Family and Medical Leave Act (FMLA) requires an employer to provide eligible employees up to twelve (12) weeks unpaid job guaranteed leave within a fiscal year for childbirth, adoption, and serious illness of an employee or their immediate family members  (Lone Star College System Board Policy DECB).

An employee who has been employed by the District for at least 12 months and/or for 1,250 hours during the previous 12-month period, shall be entitled to a total of 12 work weeks of family medical leave, without loss of any employment benefit accrued prior to the beginning of the leave, during any 12-month period for one or more of the following reasons:

• Because of the birth or adoption, including placement for foster care, of the employee’s child and in order to care for the child, provided the leave is taken within 12 months of the birth, adoption, or placement of the child; 
• To care for the employee’s spouse, child, or parent if the spouse, child, or parent has a serious health condition; or
• A serious health condition of the employee.

A serious illness or injury which is medically certified and which will cause the employee to miss three consecutive days or a prolonged period of work should be reported by the supervisor immediately to the HRM.  The HRM will notify District Benefits Coordinator.  An FML letter will be sent to the employee advising him or her of family medical leave.  It is the employee's responsibility to accept or reject family medical leave.

In the case of an employee’s illness or injury, the employee can choose to exhaust all sick leave, compensatory and vacation time prior to using family medical leave.

Intermittent Leave
An employee may take leave intermittently or on a reduced leave schedule when medically necessary to care for a spouse, parent, or child or to receive planned medical treatment for him or herself.

If an employee requests leave to care for a spouse, parent, or child or because of his or her own serious health condition that is foreseeable based on planned medical treatment, the District may require the employee to transfer temporarily to an available alternative position offered by the District, for which the employee is qualified and that has equivalent pay and benefits and better accommodates recurring periods of leave than the employee’s regular employment position. 

Use of Sick Leave
The use of accrued sick leave is restricted to those circumstances that would otherwise qualify the employee for sick leave usage under District policies.  However, an employee taking Family Medical Leave and receiving workers’ compensation benefits may not use sick leave until the Family Medical Leave has expired. 

Continuation of Insurance Coverage
An employee who is absent from work but receiving pay (using sick or vacation leave) shall continue to contribute to the employee cost for all group insurance plans in which enrolled deducted from his or her paycheck.

An employee on family and medical leave without salary shall be eligible to continue membership in all group insurance plans in which enrolled prior to commencement of the leave.

The employee costs (the amount that is deducted from the employee’s paycheck) are to be paid by the employee in monthly installments.

The District’s obligation to continue coverage ceases if the employee’s premium payment is more than 30 days late.  The District shall provide written notice at least 15 days before the employee is dropped indicating that the premium payment has not been received and coverage will be discontinued.

Short-Term Disability
The District provides in-house short-term disability benefits in certain circumstances where an employee’s leave period exceeds their accrued sick leave, vacation leave, and accumulated compensatory time.  In order to be eligible for short-term disability benefits, the absence must be leave due to “medical reasons” and must exceed one normal workweek.  A physician’s statement as to the nature and probable duration of the disability is required.

If the employee’s absence exceeds accrued sick, compensatory time, and vacation leave, the District may approve short-term disability benefits.  Once all paid leave benefits have been exhausted, the employee is considered for short-term disability benefits in the amount of 60% of the employee’s regular rate of pay.  The period of short-term disability status must be longer than one normal workweek, but may not exceed 90 calendar days.  Short-term disability benefits may be paid only one period per fiscal year.

Long-Term Disability
As a fully insured program under the Texas Employees Group Benefits Program (GBP), Lone Star College System provides long-term disability coverage at no cost to the employee.  When an employee’s absence due to personal injury or illness (not due to the personal injury or illness of a dependent) exceeds the employee’s accrued sick leave, accumulated compensatory time, vacation, and short term disability the employee may apply for long-term disability benefits.  Eligibility for long term disability begins the 91st day after all paid leaves are exhausted including the period that the employee is receiving salary payments from accrued sick leave, accumulated compensatory time, vacation, and short-term disability.  Benefits are monthly payments of 60% of the employee’s salary, up to a maximum of $6,000 in monthly benefits.  Payments continue in effect as long as the disabling condition exists, or until the employee reaches age 65 and meets the requirements and guidelines as specified by the GBP.

Applications for long-term disability benefits begin by contacting the HRM or System Office HR and requesting a Preliminary Statement of Disability form.

Workers’ Compensation Leave
When an employee is injured on the job or suffers from a work-related illness, and the employee is unable to work for any period of time due to the injury or illness, the employee may be eligible to receive Workers’ Compensation Benefits.  The amount of benefits varies with the employee’s position and the length of time the employee is away from work, but is usually 60% or 70% of the employee’s normal salary.  Workers' compensation benefits commence on the eighth day of work missed due to work-related injury or illness.  The employee’s accumulated sick leave, compensatory or vacation time may be used to compensate the employee for the difference between the employee’s normal salary and the amount received in Workers’ Compensation benefits. If the employee is taking family medical leave and receiving workers compensation wage benefits, the employee may not use any accumulated sick leave until the family medical leave expires.  An employee who is covered under Workers’ Compensation is not eligible for Short Term Disability benefits.

Benefit Status
An employee who is receiving weekly Workers’ Compensation benefits, but has exhausted all paid leave status, may continue to be enrolled in District medical, dental and optional benefits program, providing the employee pays their share of the premiums.  Sick and vacation leave shall not accrue until the employee returns to work.
 
Death Benefit
Should an employee die as a result of a work-related injury or illness, death benefits are provided by Workers' Compensation for legal beneficiaries of an employee.  The death benefits are established by the Workers' Compensation Act.

Fitness for Duty Exam
The District may require a fitness for duty examination based on the employee’s job performance, on-the-job conduct, or the employee’s return from an illness or injury.

Professional or Developmental Leave
The District encourages employees to further their educational, professional, and vocational development.  Educational assistance in the form of reimbursement for certain courses is available under certain conditions.  See Chapter 8.  If the employee wishes to take leave to participate in educational opportunities outside of Lone Star College System, the employee must request approval and authorization for leave from his/her immediate supervisor.

Bereavement Leave
In the event of the death of an employee’s immediate family (spouse, son, daughter, sister, brother, father or mother, either natural, foster, step or adopted), an employee may take up to two days of paid excused absence (not charged against any other leave) in order to attend the funeral or attend to the affairs of the deceased’s estate.   If more time is needed, it may be charged to sick leave, personal leave, compensatory time, vacation leave, or leave without pay.

In the event of the death of an employee’s grandparent, grandchild, mother-in-law, father-in-law, sister-in-law or brother-in-law, an employee may take one day of paid excused absence as bereavement leave.   When additional time is requested and approved, it may be charged to sick leave, personal leave, compensatory time, vacation leave, or leave without pay.

Jury Duty
Full-time employees who are required to appear for jury duty, or to testify in court proceedings to which the employee is not a party, are allowed to be released from their normal duties, as necessary, with no loss of salary and no reduction in leave.  The employee must submit a copy of the jury duty documentation to his/her immediate supervisor (Lone Star College System Board Policy DECA).  This provision also applies if an employee complies with a valid subpoena to appear in a civil, criminal, legislative or administrative proceeding.

Military Leave
Full-time employees of the District are eligible for military leave under certain terms and conditions.  (See Lone Star College System Board Policy DECA).

Leave Without Pay
Full-time District employees may apply for a leave of absence without pay (LWOP) for personal, family, or other reasons.  If employees request LWOP for situations not covered by other District leave provisions, the request will be evaluated on a case-by-case basis.  The decision to grant such leave will be made in the best interest of the District.  The length of employment and the employee’s evaluation records are all valid factors in determining whether or not to grant such leave.

Sabbatical Leave
Sabbatical leaves are authorized for the primary purpose of increasing the value of the recipient’s contribution to the college district by providing the individual a significant opportunity for professional growth.  Sabbatical leaves are not to be viewed as deferred compensation nor are they to be anticipated simply on the basis of longevity with the college district.  Sabbatical leave may be granted, upon application, for study, research, writing, field observations or other suitable purposes.  Opportunities for additional training, for improving skills and for maintaining currency in the field are considered to be legitimate reasons for sabbatical leave.

Eligibility
Full-time faculty and contractual employees with at least seven years of continuous Lone Star College System service are eligible for a sabbatical leave.  Eligible employees may apply for a sabbatical leave upon completion of six years of service but must complete seven years of continuous service before a sabbatical can commence.

An employee who has received a sabbatical leave must complete seven additional years of service before being eligible for another sabbatical leave.

Procedures
The Chancellor, with the advise of the Executive Council, shall appoint a sabbatical leave committee with representation from each college and the System Office office.  Applicants for sabbaticals may not serve as members of the sabbatical leave committee.  Each applicant must initiate the sabbatical leave application process with his/her immediate supervisor.  Each applicant and respective supervisor will follow the prescribed timetable as outlined in the signature section of the sabbatical application jacket.

The granting of a sabbatical leave should not create undue hardship for students or faculty members, and it should not unduly limit college functions, e.g., course offerings, student services, college operations, etc.  Approval by the respective supervisor indicates that these criteria are being met.

By September 1 each year the System Office Human Resources office will notify employees eligible of the application deadlines and requirements for a sabbatical leave.  Sabbatical applications will be available from the System Office Human Resources office and the Chair of the Sabbatical Leave Committee.  Applications will be due to the Chair of the Sabbatical Leave Committee by November 1 for a leave in the subsequent academic year.  The Sabbatical Leave Committee will evaluate applications and make recommendations to the Chancellor by December 15.  Employees selected for a sabbatical, their supervisor, and LEO will be notified by January 10.

Leave Period and Compensation
Faculty members on nine-month appointments may be granted leave for one long semester (4.5 months) at full salary or for two consecutive long semesters (9 months), which may be separated by the summer terms, at one-half salary.

Eligible employees on ten or twelve-month appointments may be granted leave for up to 4.5 consecutive months at the regular salary rate or for up to nine (9) consecutive months at one-half of the regular salary rate.

The terms “full salary” and “half salary” and “regular salary” are understood to apply to full-time, annualized contract salary rate, not including extra service, irrespective of the number of installments in which the salary is received, and to include any adjustments that become effective for or during the leave period.

Grants and Employment
A contractual employee on sabbatical leave may accept a grant for study, research or travel from an institution of higher education or from a charitable, religious or educational corporation or foundation, from any business enterprise, or from any state, federal or local government, but may not accept paid employment of any kind except as may be specifically approved by the Chancellor and the Board of Trustees.

Status While on Leave
A contractual employee on sabbatical leave is an employee for purposes of participating in the programs and of receiving the benefits made available by or through the college or State to employees.  During the sabbatical leave, the college shall continue all contractual deductions and payments from compensation relevant to such participation and benefits.

Recipients will not serve on college committees, Faculty Senate, or accept other similar assignments during the time of their leave.

Policies on intellectual property rights apply to all persons on sabbatical leave.  The LEO, prior to commencement of the sabbatical, must approve any exception to this policy.
 
Expectation of Future Service
Sabbatical leave shall be awarded with the provision that the recipient will be expected to continue full-time employment at the District for at least one academic year after completion of the sabbatical.  As part of the application process, each applicant shall confirm his/her intent to remain in the employ of the district for one academic year upon completion of the sabbatical.  Failure to return for all or part of the one-year period will make the person liable for return of all, or part, of the sabbatical stipend in proportion to the percent of time not completed.

Within four months following completion of the sabbatical leave, recipients must submit a report to their immediate supervisor and to the System Office Human Resources office outlining the benefits and/or achievements resulting from the Sabbatical leave.

Leave Banking Program
Leave Banking is a program in which eligible full-time personnel may defer compensation for extra service teaching assignments in return for future leave with full pay and benefits.  Extra service for purposes of this program includes any extra service contract to teach an additional credit course.  Non-teaching assignments are not included, except under special circumstances.  Consequently, a participant may “bank” sufficient advance load credits to earn a semester of approved professional leave at full pay.  For this program, a semester of banked leave is equivalent to a full-time faculty semester assignment plus 3 additional credit hours (48 contact hours).  A participant must accrue the entire amount before a leave is granted.  The program does not allow for a partial reduction in workload.

The purpose of the Leave Banking Program is to encourage and facilitate the employee's professional development and renewal and to allow for scheduling flexibility.

Eligible Teaching Faculty Multi-Year – Full-time teaching faculty on multi-year contracts (after three years of continuous full-time faculty service) or other full-time personnel who are qualified to teach and have been employed in the District for three years or longer are eligible to bank up to a full-time faculty semester assignment plus 3 additional credit hours (48 contact hour class).  Income tax and deductions for retirement contributions on the earnings are payable at the time the pay is earned, even if deferred

Procedures – Any eligible full-time faculty employee may participate in the Leave Banking Program.  Participation in the program does not change the maximum number of contact hours, which a faculty member may carry in a given semester. 

When taking banked leave, the participating employee will receive full pay at the pay rate in effect at the time of the approved professional leave (less required withholding of taxes and Employee's portion of the cost of benefits in excess of that which was already withheld).  The employee will not lose longevity status for benefits purposes.  No time limit is placed on the banking or use of extra-service assignments.

In the nine-month academic year, an employee may bank overload hours taught during that academic year.  An employee may also bank hours and defer compensation derived from any courses taught during the summer or mini-semesters.

The absolute total number of banked hours may not exceed the equivalent of one-half of the full-time participant’s normal load plus 3 additional credit hours.   For example:

• A 9-month course load for history, government, and math is 10 courses.  One-half of 10 courses plus 3 additional hours equals 6 courses.  A participant would have to bank 6 courses in order to be approved for 1 full semester leave with full pay.  If the last banked course taught during the semester when sufficient credits are earned for a semester off is more than 3 hours, the participant will be paid for all contact hours that exceed three.
• A 9-month normal load for most science disciplines is 6 courses.  One-half of 6 courses plus 3 additional hours equals 4 courses.  The participant would be paid for 48 hours upon completion of the fourth course since the last course is six contact hours and only 3 additional contact hours are required to complete the requirements for a full semester leave with full pay.

The banked extra-service compensation, computed at the adjunct faculty payment rate in effect at the time the banked assignment is deferred, is held in a special account. Such deferred compensation is paid in full to the participating faculty member at such time as he/she may choose to discontinue participation in the program, failure to meet the eligibility requirements, become disabled, or terminates employment in the college district.  If termination in the program is voluntary, such deferred compensation is paid in full in January of the next calendar year after written notification by the participant of his/her election to discontinue participation in the program.  If termination is involuntary, then all banked deferred compensation will be paid in full within sixty- (60) days of written notification of the LEO.  Deferred compensation is paid to the estate of a participating faculty member upon his/her death.  Any payment of the deferred compensation will be at the same rate it would have been paid at the time the banked assignment was deferred and will not include interest.

The employee and his/her immediate supervisor will confirm, in writing, the intention to use the approved professional leave at least two semesters before the beginning of the semester in which the banked leave will be used  (entire summer counts as one semester).  Changes in semesters of leave will be accommodated to the degree permitted by the efficient operation of the program.  The Vice-President of Education Programs must grant final approval.

While on approved professional leave the employee may not receive extra service contracts from the District or bank more leave.

Banked leave described in this program cannot be taken in conjunction with other types of paid leave.