EMPLOYEE HANDBOOK

19. Conviction of a controlled substance offense as defined in Education Code Section 44011. 20. Conviction of a sex offense as defined in Education Code Section 44010. B. ABSENCES Attendance by employees is a vital factor in the continued success of the Agency. There are times when absences are unavoidable, but employees should make every effort possible to address their responsibilities through their attendance. Excessive absenteeism causes a loss of effectiveness in the overall operation, a degeneration of morale of fellow employees, and an increase in pupil management problems. If an absence is anticipated, the employee must speak with a Supervisor or Dispatch no less than one (1) hour before check-in. C. ABSENCE VERIFICATION Sick leave benefits are earned by the employee during their service with the Agency. Unlike holidays or vacation days, these leave days are restrictive and may be used only in accordance with Agency policy and contractual agreements. Employees should consider the sick leave benefits and other benefits as an insurance policy affording them protection from loss of salary when ill or when other approved emergencies occur. D. EXTENDED ABSENCE Due to DOT requirements, if an employee has been absent for thirty (30) calendar days or more, return-to-duty testing must be conducted, to include Livescan, and drug/alcohol testing. E. DEFINITION TERMS: 1. Abuse of Leave: Using leave days for reasons other than prescribed in policy or contract. 2. Unexcused Absence: A day away from work without proper authorization and/or prior approval. 3. Personal Necessity Leave: A day absent from work, with prior approval, of the supervisor and in accordance with the contract. 4. Job abandonment: When an employee is absent from duty for a period of more than three (3) days without notifying the Agency. Disciplinary action for job abandonment may result in the termination of the employee on the first offense. F. DISCIPLINARY OPTIONS The following is a list of alternatives actions in the event that disciplinary action is required. These alternatives are not listed in mandatory sequence of steps to be taken by the Agency. In cases of serious violation(s), the Agency may choose to select the disciplinary step. Leave, vacation, or overtime taken without authorization will be subject to disciplinary action. Verification of bereavement may be required.

1. Written documentation placed in the employee's personnel file. 2. Suspension without pay. 3. Reassignment. 4. Removal from field trips. 5. Recommendation for termination.

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Revised 8/14/2024