**GCCCB-R - SMALL NECESSITIES LEAVE ACT** **Adoption Date:** 01/06/2015 **NECESSITIES LEAVE ACT** The South Hadley School Committee will assure compliance with the Small Necessities Leave Act (SNLA) as indicated in the policy.  Compliance with other state or local laws or regulations may be concurrent with this policy, where indicated, or will be outlined in separate policies. ELIGIBILITY Employees are eligible for small necessities leave (SNLA leave) under this policy if they have been employed for at least twelve (12) months and have worked at least twelve hundred and fifty (1,250) hours during the twelve (12)-month period immediately preceding the commencement of SNLA leave. COVERAGE - WHEN LEAVE CAN BE TAKEN Eligible employees are entitled to SNLA leave for one or more of the following reasons: - To participate in school activities directly related to educational advancement of a son or daughter of the employee, such as parent-teacher conferences or interviewing for a new school (school is a public or private elementary or secondary school, a Head Start program and/or a children’s day care facility); - To accompany the son or daughter of the employee to routine medical or dental appointments, such as check-ups or vaccinations; or - To accompany an elderly relative of the employee to routine medical or dental appointments and for “other professional services related to the elder’s care,” such as interviewing at nursing or group homes.  (An elderly relative is defined as one who is sixty (60) years of age or older and related by blood or marriage.) DURATION AND TIMING OF LEAVE Eligible staff members may take a total of twenty-four (24) hours of SNLA leave per calendar year. NOTICE TO EMPLOYER AND SCHEDULING OF LEAVE Eligible staff members must provide not less than seven (7) days notice before the date the SNLA leave is to begin where the need for the leave is foreseeable.  However, if circumstances require leave to begin in less than seven (7) days, the staff member must provide such notice as soon as is practicable.  COMPENSATION DURING LEAVE Employees who have accrued paid leave under the School Committee’s policies must utilize such leave when taking SNLA leave.  The paid leave will count against the twenty-four (24) hours of allowable SNLA leave.  When all accrued time has been paid, the staff member is then considered on unpaid leave for the remainder of the SNLA leave.  Only personal or vacation time is eligible to be used for SNLA leave.  Sick time may not be used for SNLA leave. Employees must explain the reasons for their leave requests, so as to allow the School to determine if such leave qualifies as SNLA leave.  Use of paid or unpaid leave for circumstances that qualify as SNLA leave will count against both the twenty-four (24) hour SNLA entitlement and the employee's leave entitlement under the school’s other policies, or applicable law.  However, use of paid or unpaid leave for circumstances that do not qualify as SNLA leave will not count against the twenty-four (24) hour SNLA leave entitlement. EMPLOYEE PROTECTION The school will not interfere with an employee’s right under the SNLA or applicable state or local law.  No person shall be discriminated against for exercising, attempting to exercise, or supporting another in the exercise of rights under the SNLA. ADMINISTRATION SNLA leave requests should be directed to the principal of the school building where the employee works.  Requests will be reviewed by the principal, or designee, to determine eligibility, length of the leave, paid or unpaid status, and benefit status.  It is the responsibility of the employee to obtain all necessary documentation needed to determine leave status.  The employee will meet with the principal or designee, to discuss the leave request, whether it is granted, its terms, and the responsibilities of the employee.  Further questions may be directed to the Superintendent of Schools.