Classified employees shall, without deduction in salary, be entitled to a vacation in each fiscal year. Part-time employees will accrue vacation leave on a proportionate basis and the maximum carry-over will also be proportionate. Such entitlement shall be earned in accordance with the following schedule:
| Employees with Employment of | Hours Accrued per Month | Max. Hrs. to Carry Forward from One Fiscal Year to Next Fiscal Year |
|---|---|---|
0 but less than 2 years |
8 |
180 |
2 but less than 5 years |
9 |
244 |
5 but less than 10 years |
10 |
268 |
10 but less than 15 years |
11 |
292 |
15 but less than 20 years |
13 |
340 |
20 but less than 25 years |
15 |
388 |
25 but less than 30 years |
17 |
436 |
30 but less than 35 years |
19 |
484 |
35 years or more |
21 |
532 |
An employee accrues vacation leave at the applicable rate, beginning on the first day of statement employment and ending on the last duty day of state employment. Within this section of the policy, "duty day" means an employee's last physical day on the job. An employee accrues, and is entitled to be credited for, one month's vacation leave for each month of employment with the state beginning on the first day of employment with the state, and on the first calendar day of each succeeding month of state employment. An employee who is employed by the state during any part of a calendar month accrues vacation leave entitlement for the entire calendar month.
An employee may not take vacation leave until the employee has six months of continuous employment with the state, although the employee accrues vacation leave during that period.
If an employee's state employment anniversary date occurs on the first calendar day of a month, the employee begins to accrue vacation at the higher rate on the first calendar day of the month following the anniversary date. An employee who begins working on the first workday of a month, in a position that accrues vacation leave, is considered to have been working on the first calendar day of the month for purposes of this subsection.
An employee is entitled to carry forward, from one fiscal year to the next, the net balance of unused accumulated vacation leave that does not exceed the maximum number of hours allowed in the chart above. All hours of unused accumulated vacation leave that may not be carried forward at the end of a fiscal year under this subsection and the chart above shall be credited to the employee's sick leave balance on the first day of the next fiscal year.
In computing the amount of vacation leave taken, time during which an employee is excused from work because of a holiday is not charged against the employee's vacation leave.
An employee who is on paid leave on the first workday of a month may not take vacation leave accrued for that month until the employee has returned to duty.
Texas Gov't Code 661.152(a)-(i)
An individual who is re-employed by any state agency in a position under which the employee accrues vacation leave within 30 days after the individual's date of separation from state employment is entitled to reinstatement of the unused balance of the employee's previously accrued vacation leave.
Texas Gov't Code 661.152(k)
An employee who transfers directly from another state agency to the School is entitled to be given credit by the School for the unused balance of the employee's accumulated vacation leave if the employee's employment with the state is uninterrupted, and if the employee is not paid for the leave under Texas Gov't Code 661.062.
Texas Gov't Code 661.153
Service with junior colleges, regional education service centers and independent school districts does not constitute statement employment.
Vacation leave shall be planned and approved in advance so that the operation of the school may proceed in an orderly fashion. All twelve-month employees who have student related responsibilities should normally take vacation leave when school is not in session (including summer school). Employees whose annual term of employment is less than twelve months must take vacation leave contiguous to the last day of school. Vacation leave may be taken in increments (i.e., one-two days) during the school term at the convenience of the work schedule. In all cases, the granting of vacation leave shall be subject to prior approval of the supervisor and must be planned so as not to cause disruption of services to students, or to the orderly operation of school activities. When personal circumstances requiring use of vacation leave prevent the employee from securing prior approval in writing, the employee must contact his, or her, supervisor as soon as possible to request verbal approval.
Written approval on appropriate request forms must be secured as soon as possible thereafter and not later than on the day of returning to work.
Any employee who violates school policy regarding use of vacation leave, or otherwise fails to secure authorized approval for leave taken may be required to take leave without pay.
Contract employees do not earn vacation leave, but shall be entitled to take paid time off from work during the term of the employment contract for personal reasons provided, however, that such paid time off may not exceed three days per contract term.
Personal leave shall be requested as far in advance as possible, but no later than five working days before the date it is to be taken, provided, however, that personal leave may be taken when an emergency, or other extenuating circumstances, make such notice impossible.
School principals will determine, and announce at the beginning of each school year, any days on the school calendar for which personal leave will not be approved except for emergencies and other extenuating circumstances approved by the principal. Unused personal leave may not be carried forward from one contract term to a subsequent contract term.
See Texas Education Code 30.024(b)(4)
An employee accrues sick leave beginning on the first day of state employment and ending on the last duty day of state employment. Within this section of the "duty day" means an employee's last physical day on the job. An employee is entitled to be credited for one month's accrual of sick leave at the rate specified in the following paragraph for each month of employment with the state beginning on the first day of employment with the state, and on the first calendar day of each succeeding month of state employment.
Sick leave entitlement for a full-time employee accrues at the rate of eight hours for each month of state employment. A part-time employee accrues sick leave on a proportionate basis. An employee who is employed by the state during any part of a calendar month accrues sick leave entitlement for the entire calendar month. Sick leave accumulates with the unused amount of sick leave carried forward each month.
Texas Gov't Code 661.202(k)
For employees under contract with the School, credit for one month's sick leave accrual will be given for each month in which at least one day of the month is included in the term of the employment contract, and for any other month in which work is performed, or paid leave is taken. Sick leave accrual will be posted to each employee's leave record on the first day of employment with the School, and on the first day of each succeeding month of employment thereafter.
See Texas Education Code 30.024(b)(3)
Sick leave with pay may be taken when sickness, injury, or pregnancy and confinement prevent the employee's performance of duty, or when the employee is needed to care and assist a member of his immediate family who is actually ill. For purposes of taking regular sick leave with pay, the following persons are considered to be members of the employee's immediate family:
State Auditor's Office Leave Interpretation No. 01-04
An employee's use of sick leave for family members not residing in that employee's household is strictly limited to the time necessary to provide care and assistance to a spouse, child, or parent of the employee that needs such care and assistance as a direct result of a documented medical condition.
An employee who must be absent from duty because of sickness, injury, or pregnancy and confinement shall notify the employee's supervisor, or have the supervisor notified of that fact at the earliest practicable time.
Texas Gov't Code 661.202(d)-(f)
Texas School for the Blind and Visually Impaired contract employees may use sick leave for qualifying events only during instructional days for which they are under contract.
State Auditor's Office Leave Interpretation No. 97-08
To be eligible to take accumulated sick leave without a deduction in salary during a continuous period of more than three (3) working days, an employee absent due to sickness, injury, or pregnancy and confinement shall send to the Superintendent a doctor's certificate showing the cause, or nature, of the condition, or some other written statement of the facts concerning the condition which is acceptable to the Superintendent. The Superintendent may require a doctor's certificate, or other written statement of the facts for sick leave without a deduction in salary taken during a continuous period of three, or fewer, working days.
Texas Gov't Code 661.202(g)
After giving notice of termination of employment, employees may be required to present written doctor's certification in order to use more than one day of sick leave.
Employees shall be required to provide proof of illness for members of their family in the same manner as for themselves when such leave extends for more than three (3) working days.
On returning to duty after taking sick leave, the employee shall, without delay, complete the prescribed application for sick leave and send the application in the manner prescribed by the School to his/her immediate supervisor for approving the application.
See Texas Gov't Code 661-202(h)
The Superintendent may grant an exception to the amount of sick leave an employee may take after a review of the individual's particular circumstances. A statement of all authorized exceptions, and the reasons for the exceptions, shall be attached to the state agency's duplicate payroll voucher for the payroll period affected by the authorized exceptions.
The School shall file a written statement with the state auditor covering the policies and procedures for an extension of leave under this section, and shall make the statement available to all agency employees.
Texas Gov't Code 661.202(i)(j)
An employee who is the parent of a child who is a student in a grade from pre-kindergarten through twelve may use up to eight (8) hours of sick leave each calendar year to attend parent-teacher conference sessions for that child, or children. An employee using leave under this provision shall give reasonable advance notice of his, or her, intention to use sick leave to attend a parent-teacher conference.
See Texas Gov't Code 661.206
An employee who transfers directly from another state agency to the School is entitled to be given credit by the School for the unused balance of the employee's accumulated sick leave if the employee's employment with the state is uninterrupted.
See Texas Gov't Code 661.204
An employee who separates from employment with the state under a formal reduction-in-force is entitled to have the employee's sick leave balance restored if the employee is re-employed by the state within twelve months after the end of the month in which the employee separates from state employment. An employee who separates from employment with the state for a reason other than that described in this section is entitled to have the employee's sick leave balance restored if:
Texas Gov't Code 661.205
Any employee who violates school policy regarding use of sick leave, or otherwise fails to secure authorized approval for leave taken, may be required to take leave without pay. Malingering and other abuses of sick leave privileges may also constitute grounds for dismissal, or disciplinary action.
A School employee is entitled to emergency leave without a deduction in salary because of a death in the employee's family. The death of the employee's spouse, or of a parent, brother, sister, grandparent, grandchild, or child of the employee, or of the employee's spouse, is considered to be a death in the employee's family for purposes of this section.
The Superintendent may determine that a reason, other than that described in the preceding paragraph, is sufficient for granting emergency leave, and shall not grant an emergency leave to an employee who the Superintendent determines has not shown good cause for taking emergency leave.
Texas Gov't Code 661.902
All requests for emergency leave shall be routed to the Superintendent via the existing chain of command.
Emergency leave will be granted only for the minimum time necessary to satisfy the emergency and, normally, will not exceed three (3) working days.
Employees shall not alter their regularly scheduled working hours without the prior authorization of their supervisor and shall not work in excess of their regularly scheduled working hours unless it is required by their supervisor, or unless the employee has been authorized to serve as a substitute for an absent employee.
This section applies only to an employee who is subject to the overtime provisions of the Fair Labor Standards Act of 1938, 29 U.S.C., Sections 201 et. seq. (FLSA). The employee is entitled to compensation for overtime as provided by federal law and this section. To the extent that this section and federal law prescribe a different rule for the same circumstance, federal law controls without regard to whether this section, or federal law, prescribes a stricter rule.
An employee who is required to work hours in excess of 40 hours in a workweek is entitled to compensation for the excess hours either by:
Holidays, or other paid leave taken during a workweek, are not counted as hours worked in computing the number of overtime hours under the preceding paragraph.
An employee may not accumulate overtime credit of more than 240 hours. An employee must be paid at the rate prescribed in 2., above, for the number of overtime hours the employee works that cause the employee to exceed the amount of overtime credit the employee may accumulate. In this section, "overtime credit" means the number of hours that is computed by multiplying the number of overtime hours worked by 1-1/2.
Texas Gov't Code 659.015(a)-(e)
When an employee does not work more than 40 hours in a workweek, but the number of hours worked, plus the number of hours of holiday, or other paid leave taken during the workweek exceeds 40 hours, the employee is entitled to compensatory time off at the rate of one hour off for each of the excess hours.
When an employee does work 40 or more hours in a workweek, and in addition, takes holiday, or other paid leave during the workweek, and the total number of hours worked still exceeds 40 after subtracting the hours compensable at 1-1/2 times the normal rate, the employee is entitled to compensatory time off at the rate of one hour off for each of the remaining hours in excess of 40. When an employee does not work more than 40 hours in a workweek, and the number of hours worked, plus the number of hours of holiday, or other paid leave taken during the week does not exceed 40 hours, the employee may not accrue compensatory time for the week under this section.
Compensatory time off to which an employee is entitled under this section must be taken during the twelve month period following the end of the workweek in which the compensatory time was accrued, or it lapses. An employee may not be paid for that compensatory time.
Texas Gov't Code 659.015(f),(g)
Positions which are determined to be "executive," "administrative," or "professional" according to FLSA guidelines are exempt from the overtime provisions of the FLSA. Such determinations shall be made on a position-by-position basis by the Superintendent and Human Resources Director in consultation with appropriate department supervisors. A list of exempt and non-exempt positions shall be maintained in each department.
Efficient performance of all responsibilities of the position, plus a 40-hour workweek minimum, should govern employees in exempt positions, rather than the official working hours of the School.
Generally, compensatory time is not applicable to those positions and is never applicable to contract positions. When professional duties require extended time outside normal working hours work schedules may be altered to accommodate special circumstances. Any alteration of work schedules is subject to prior approval of the immediate supervisor. When the sum of hours worked, plus holiday or other paid leave taken by a full-time employee during a workweek exceeds 40 hours, and not otherwise, the employee may be allowed to accrue compensatory time for the number of hours that exceeds 40 hours. When the sum of hours worked, plus holiday or other paid leave taken by a part-time employee during a workweek exceeds the number of hours that the part-time employee is designated to work during the workweek, and not otherwise, the employee may be allowed to compensatory time for the number of hours that exceeds the number of hours that the employee is designated to work during the workweek. Any compensatory time that is to be reflected on the employee's official time record may not be earned without specific, advance approval of the employee's immediate supervisor and department head. Leave earned and approved in this manner may be taken during the 12-month period following the end of the workweek in which the leave was earned, at a rate not to exceed equivalent time.
In accordance with the provisions set forth in 29 C.F.R., Part 541, Section 541.118, and subject to that section's exceptions provided below, an employee who is exempt as an executive, professional, or administrative employee under 29 U.S.C. Sec. 213(a)(1) (FLSA) is entitled to receive full salary for any week in which work is performed without regard to the days and number of hours worked. This is also subject to the general rule that an employee need not be paid for any workweek in which the employee performs no work.
Deductions may be made from the salary of an employee who is exempt as an executive, professional, or administrative employee if:
In accordance with Section 541.5d, a deduction from the pay of an executive, professional, or administrative employee for an absence due to a furlough related to the budget does not affect the employee's status as an employee paid on a salary basis, except for any workweek in which the furlough occurs and for which the employee's pay is accordingly reduced.
If a deduction is made from an employee's salary in violation of the Department of Labor regulations, the employee is entitled to reimbursement of the amount that should not have been deducted.
Employees covered by this section may not be paid for any unused compensatory time.
Texas Gov't Code 659.016
Except under circumstances specified in the General Appropriations Act, a School employee may not, for hours worked during any calendar week, accumulate compensatory time off to the extent that the hours are attributable to work performed at a location other than the employee's regular, or temporarily assigned, place of employment. The employee's personal residence may not be considered the employee's regular, or temporary, place of employment.
Texas Gov't Code 659.018
The School shall accommodate, to the extent practicable, an employee's request to use accrued compensatory time.
Texas Gov't Code 659.023(b)
If an employee of the School who wishes to use accrued compensatory time that is subject to lapsing makes a written request for permission to use the accrued compensatory time to the approve in writing the employee's request; or School not later than the 90th day before the date on which the accrued compensatory time will lapse, the School shall:
Texas Gov't Code 659.022(a)
The employee may request permission to use the accrued compensatory time within 90 days of the date on which it will lapse, and the School will attempt to reasonably accommodate the employee's use of the accrued compensatory leave before it lapses.
See Texas Gov't Code 659.022(b)
The School shall notify its employees annually of the state's policy on compensatory time.
Texas Gov't Code 659.023(a)
A School employee, who is called to state active duty as a member of the state military forces by the governor because of an emergency, is entitled to receive paid emergency leave without loss of military leave (see MILITARY LEAVE FOR AUTHORIZED TRAINING, below) or annual leave .
Texas Gov't Code 431.0825
An employee called to active duty during a national emergency to serve in a reserve component of the armed forces of the United States under Title 10 or 32, United States Code, is entitled to an unpaid leave of absence. The employee continues to accrue state service credit for purposes of longevity pay while on such military duty, but does not accrue vacation, or sick leave, during an unpaid leave of absence. The employee may retain any accrued vacation, or sick leave, and is entitled to be credited with those balances on return to School employment from such military duty. Leave earned while in a state-paid status is credited to the employee's balance when the employee returns to active state employment.
The employee may use any accrued vacation leave, earned compensatory leave, or overtime leave under the federal Fair Labor Standards Act of 1938 (29 U.S.C. Section 201 et seq.), as amended, in whole or in part, to maintain benefits for the employee or the employee's dependents while the employee is on military duty described by this section.
Before a School employee leaves for military service, the School shall review with the employee any issues relating to maintaining state health insurance coverage during the employee's military duty, including what the employee needs to do to maintain state health insurance coverage, how health insurance coverage is affected by paid or unpaid leave, and how to pay any premium required for the insurance coverage.
A state employee activated for military service may continue to accrue service credit with the Employees Retirement System of Texas by receiving at least one hour of state pay during each month of active military service. The employee may use any combination of paid leave, including state compensatory leave, overtime leave under the federal Fair Labor Standards Act of 1938 (29 U.S.C. Section 201 et seq.), as amended, annual leave, military leave, or approved agency differential pay, to qualify for the state pay.
Texas Gov't Code 661.904
An employee who is a member of the state military forces or a reserve component of the armed forces or a member of a state or federally authorized Urban Search and Rescue Team is entitled to a paid leave of absence from the person's duties on a day on which the person is engaged in authorized training or duty ordered or authorized by proper authority for not more than fifteen workdays in a federal fiscal year. During a leave of absence the person may not be subjected to loss of time, efficiency rating, or vacation time.
Texas Gov't Code 431.005
A State employee who is a volunteer firefighter or an emergency medical services volunteer is entitled to a leave of absence without deduction in salary to attend fire or medical emergency service training conducted by a state agency, or institution of higher education. Leave without a deduction in salary under this subsection may not exceed five (5) working days in a fiscal year. The Superintendent may grant leave without a deduction in salary to a volunteer firefighter or emergency medical services volunteer for the purpose of allowing the firefighter or emergency medical services volunteer to respond to emergency fire or medical situations.
See Texas Gov't Code 661.905
Any TSBVI employee, who is a certified disaster service volunteer of the American Red Cross, or who is in training to become such a volunteer, with the authorization of the employee's supervisor, may be granted a leave not to exceed ten days each year to participate in specialized disaster relief services for the American Red Cross, upon the request of the American Red Cross and with approval of the Governor's office, without loss of pay, vacation time, sick leave or earned overtime, and/or compensatory time.
See Texas Gov't Code 661.907
A TSBVI employee who holds an amateur radio station license issued by the Federal Communications Commission may be granted leave not to exceed 10 days each fiscal year to participate in specialized disaster relief services without a deduction in salary or loss of vacation time, sick leave, earned overtime credit, or state compensatory time if the leave is taken with the authorization of the employee's supervisor; and with the approval of the governor. The number of TSBVI employees eligible for leave under this section is subject to a limit on the number of eligible employees statewide. The establishment and maintenance of the list of eligible employees shall be coordinated by the Division of Emergency in Governor’s Office
Texas Gov’t Code 661.919
Any TSBVI employee is entitled to a leave of absence without a deduction in salary for the time necessary to permit the employee to serve as a bone marrow or organ donor. The leave of absence provided by this section may not exceed five working days in a fiscal year to serve as a bone marrow donor; or 30 working days in a fiscal year to serve as an organ donor.
Texas Government Code 661.91
TSBVI shall allow each employee sufficient time off, without a deduction in salary or accrued leave, to donate blood. An employee may not receive time off under this section unless the employee obtains approval from the employee's supervisor before taking time off. On returning to work after taking time off under this section, an employee shall provide the employee's supervisor with proof that the employee donated blood during the time off. If an employee fails to provide proof that the employee donated blood during the time off, the School shall deduct the period for which the employee was granted time off from the employee's salary or accrued leave, whichever the employee chooses. An employee may receive time off for donating blood not more than four times in a fiscal year.
Texas Government Code 661.917
Employees who have been employed for 12 months by the state, and who have worked at least 1,250 hours during the 12-month period immediately preceding the commencement of leave, are hereby entitled to leave pursuant to the Federal Family and Medical Leave Act (FMLA):
The employee must first use all available, and applicable paid vacation and sick leave while taking such leave, except that an employee who is receiving temporary disability benefit payments, or workers' compensation benefits is not required to first use applicable paid vacation, or sick leave, while receiving these benefits.
See Texas Gov't Code 661.912 and 29 U.S.C. Section 2601 et seq.
A School employee who has been employed for fewer than twelve months by the state, or who worked fewer than 1,200 hours during the twelve-month period preceding the beginning of leave under this subsection, is eligible to take a parental leave of absence not to exceed 12 weeks. The employee must first use all available and applicable vacation and sick leave prior to taking leave pursuant to this subsection, and the remainder of the leave is unpaid. The leave authorized by this section is limited to, and begins on the date of, the birth of a natural child, or adoption, or foster care placement with the employee of a child under three years of age.
Texas Gov't Code 661.913
A School employee, who is a foster parent to a child under the conservatorship of the Department of Protective and Regulatory Services, is entitled to a leave of absence without deduction in salary for the purpose of attending meetings held by the Department of Protective and Regulatory Services regarding the child under the foster care of the employee, or an Admission, Review and Dismissal (ARD) meeting held by a school district regarding the child under the foster care of the employee.
Texas Gov't Code 661.906
A School employee who is a person with a disability, as defined by Section 121.002, Human Resources Code, is entitled to a leave of absence, without deduction in salary, for the purpose of attending a training program to acquaint the employee with an assistance dog to be used by the employee. The leave of absence provided by this subsection may not exceed 10 working days in a fiscal year.
Texas Gov't Code 661.910
In addition to employee leave otherwise authorized by this policy, the Superintendent may grant administrative leave, without deduction in salary, to an employee as a reward for outstanding performance as documented by employee performance appraisals. The total amount of administrative leave an employee may be granted, under this section, may not exceed 32 hours during any fiscal year.
Texas Gov't Code 661.911
Jury duty is a responsibility of citizenship, and time so spent is regarded as being present on-the-job. No deduction shall be made from the salary, or wages, of an employee who is called for jury service; including a deduction for any fee, or compensation the employee receives for the jury service.
See Texas Gov't Code 659.005(a)
On occasion, personnel are subpoenaed to testify in a court of law, or before a Grand Jury, as a representative of, or on behalf of the Texas School for the Blind and Visually Impaired. In such instances, time so spent is regarded as being present on-the-job. If an employee is subpoenaed in an unofficial, or personal capacity, regular leave must be taken.
A school employee who appears as a witness in an official capacity in a judicial proceeding, or legislative hearing, may not accept, or receive, a witness fee for the appearance. An employee who appears as a witness, in a capacity other than a School or state employee in a judicial proceeding, or legislative hearing to testify from personal knowledge concerning matters related to the proceeding, or hearing, is entitled to receive any customary witness fees for the appearance. An employee who appears as an expect witness in a judicial proceeding, or legislative hearing, may accept compensation for the appearance only if the person is not also compensated by the state for the person's time in making the appearance, and may accept reimbursement for travel expenses only if the expenses are not reimbursed by the state. For purposes of this section, paid leave is not considered time compensated by the state. A state officer, or employee, may receive reimbursement for travel and a per diem, or reimbursement for expenses connected to an appearance in an official capacity as a witness in a judicial proceeding, or legislative hearing only from the state, or the judicial body, but not from both the state and the judicial body.
Texas Gov't Code 659.005(b)-(e)
The Superintendent may grant employees leave without pay, including a leave of absence without pay contingent on the following conditions:
Texas Gov't Code 661.909
Uniform enforcement of a reasonable absence-control rule is not retaliatory discharge. For example, a district that terminates an employee for violating a reasonable absence-control provision cannot be liable for retaliatory discharge as long as the rule is uniformly enforced. Continental Coffee Products Co. v. Cazarez, 937 S.W.2d 444 (Tex. 1996) (workers' compensation discrimination case); Texas Division- Tranter, Inc. v. Carrozza, 876 S.W.2d 312 (Tex. 1994) (workers' compensation discrimination case); Swearingen v. Owens-Corning Fiberglas Corp., 968 F.2d 559 (5th Cir. 1992) (workers' compensation discrimination case); Howell v. Standard Motor Prods., Inc., 2001 U.S. Dist LEXIS 12332 (N. D. Tex. 2001) (Family and Medical Leave Act case); Specialty Retailers v. DeMoranville, 933 S.W.2d 490 (Tex. 1996) (age discrimination case); Gonzalez v. El Paso Natural Gas Co., 40 F.E.P. Cases (BNA) 353 (Tex. App.-El Paso 1986, no pet.) (sex discrimination case)
If an employee has exhausted all forms of applicable leave including but not limited to FMLA, all types of sick leave, vacation leave, compensatory time, and overtime, and the employee's medical condition prohibits the employee from returning to work at full duty, the Superintendent shall determine whether there is a business necessity to fill the employee's position and, if so, by what date the position must be filled to serve the School's best interests. If the employee is unable to return to full duty by that date, the employee's employment shall be terminated. The Superintendent shall develop procedures to implement the provisions of this paragraph that are consistent with the general provisions immediately above.
Any employee who violates school policy regarding use of leave, or otherwise fails to secure authorized approval for leave taken, may be required to take leave without pay.
The Superintendent shall require for each employee, time and attendance records, a record of the accrual and taking of vacation and sick leave; a record of the reasons an employee takes leave, if other law requires the employee to inform the School of the reason; and a record that shows whether any leave taken is accounted for as sick leave, vacation leave, other paid leave, leave without pay, or other absence.
Texas Gov't Code 661.908
Adopted: 11/4/79
Amended: 3/13/81, 6/29/81, 11/13/81, 5/14/82, 9/10/81, 1/14/83, 11/11/83, 10/25/85, 5/30/86, 11/12/87, 9/15/88, 3/23/89, 9/22/89, 9/27/91, 3/25/94, 9/29/95, 9/26/97, 9/25/98, 5/20/99, 8/9/99, 11/19/99, 1/31/03, 9/12/03, 9/24/04, 11/16/07, 9/26/08
Reviewed: 5/24/96