Aldine I.S.D. Teacher Handbook - Aldine Independent School District

The following leaves run concurrently with temporary disability leave: Assault Leave, Family and
Medical Leave, Maternity Leave, Sick Leave and Workers’ Compensation.
1. Maternity Leave
The Board of Education may grant a maternity leave of absence without sick leave benefits
to an employee upon recommendation of the Superintendent of Schools. The maximum
period for maternity leave is one full year from the birth or adoption of the child.
An employee must make written request for maternity leave with the Superintendent of
Schools at least thirty days before such leave would begin. To the extent applicable, the
initial days of absence may be covered by the employee’s accumulated sick leave, with
personal days being used first. Once the employee’s accumulated balance of personal days
has been exhausted, local or state days will be used only if the reason for the absence
qualifies for use of local or state days.
The employee must notify the Superintendent of Schools in writing of a desire to return to
active duty at least thirty days prior to the desired date of return. The employee will return
to active duty if a position is available in an area the employee is certified to hold.
The following leaves run concurrently with maternity leave: Family and Medical leave,
Sick Leave, and Temporary Disability Leave.
2. Sabbatical Leave
The Board of Education upon the recommendation of the Superintendent of Schools shall
grant a sabbatical leave without pay to qualified personnel for the purpose of study, travel,
or for such other purposes as may be approved by the Board of Education.
Written requests for sabbatical leaves must be submitted to the Superintendent of Schools
before the effective leave date.
Upon recommendation of the Superintendent of Schools, the Board of Education may grant
a sabbatical leave to a contract employee who has not had a sabbatical leave during the five
years immediately preceding. The leave granted shall not exceed one school year.
The employee upon return from sabbatical leave shall be restored to his/her former position
or one of comparable status. If such a position is not available, the employee will be offered
a contract of employment within the district in a position the employee is certified to hold
(if such a position exists).
M. JURY DUTY AND RESPONSE TO SUBPOENAS
When an employee is called for jury duty, he/she shall receive full pay. Time off to serve on jury
duty shall not be charged to sick or emergency leave. This approved time off ends when you are
released from jury duty. If you are released before the end of the work day you will report to work
immediately. Upon return to work an employee shall furnish his/her immediate superior a signed
statement from the bailiff or other court official verifying the number of days the employee served.
The rule for jury duty shall prevail when an employee responds as a witness by force of a legal
subpoena. The rule shall not apply in instances where the employee is either defendant or plaintiff in
a legal action. A copy of the subpoena must accompany the Absence from Duty Form.
N. MILITARY LEAVE
Any regular employee who may be conscripted into the defense forces of the United States for
service training shall be granted a military leave without pay.
The employee, upon returning from military leave, shall be offered a position of employment in an
area the employee is certified to hold (if such a position is available) at the adopted salary schedule
Teacher Handbook 2012-2013 22