All full-time staff, regularly scheduled to work thirty (30) hours or more are eligible for up to three (3) working days of bereavement leave per year for an in-state death or up to five (5) working days of bereavement leave per year for an out-of-state death, with pay, for immediate family.

All part-time staff, regularly scheduled to work less than thirty (30) hours are eligible to use earned paid sick leave.  In the absence of any accrued sick leave, and upon personal request, the Superintendent may approve an unpaid leave of absence for each work day of bereavement leave requested.

For the purpose of this policy, immediate family is defined as follows:

A.  Spouse/domestic partner

B.  Children

C.  Parents

D.  Siblings

E.  Grandparents

F.  Grandchildren

G.  Aunt or uncle

H.  Parents of spouse/domestic partner

I.  Brother or sister of spouse/domestic partner

J.  Sons-in law or daughters-in-law

Employees are required to provide verification for bereavement leave (e.g., obituary, funeral card, death certificate, etc.).  Verification must be provided to the personnel office within three (3) working days of their return.  Approved bereavement leave will not count against an employee's attendance.

It is recognized by the Board that no employee is exempt from jury duty and that leaves of absence for such duty must be granted.

A.  Only the regular salary may be received by an employee on jury duty.

1.  It is the responsibility of the employee to reimburse the District for jury duty pay when such payment is made directly to the employee.  Failure to reimburse the District at the completion of the jury duty service will result in a full deduction equal to the number of contract days missed.

2.  An employee excused from jury duty after being summoned shall report for regular duty as soon as possible.  Failure to report for duty will result in a deduction equal to that portion of a contract day missed [A.R.S. 21-236].