1. May be used for: Sick Leave Personal illness.
Pregnancy and maternity leave. 
Adoption of a child or placement of a foster child. 
Incapacity because of bodily injury.  
Exposure to infectious disease. 
Illness in immediate family that necessitates continuing supervision and care by employee.   
Medical or dental appointments when it is not possible to arrange such appointments during non-working hours.  
Absences approved under the Family and Medical Leave Act [See regulation GARH-R(3)].
Updated 10/29/2017

2. Physician or Health Care Provider’s Certificate must
Approval of Sick Leave
Anticipated or foreseeable absence (e.g. scheduled surgery, childbirth, etc.), notice should be given at least 30 days in advance.
Unforeseeable illness, the employee or designee should notify the principal/supervisor as soon as possible in accordance with local worksite procedure.
Notify the principal/supervisor as far in advance as possible of the need to use sick leave. 
An absence of three (3) or more consecutive workdays. 
An absence occurring after 5 absences in the same school/fiscal year.
An unforeseeable absence occurring on a designated critical day.
A request is made by principal/supervisor prior to the absence (before absence occurs).
Physician or health care provider's certificate is necessary in these situations.
Be in writing on the physician’s official letterhead,
Include the nature of the illness or injury and the period of absence,
Be presented the day the employee returns to duty following the absence, or it is considered leave without pay.
Physician or Health Care Provider’s Certificate must

3. Extended & Unused Sick Leave
Sick Leave Reporting Process
The principal/supervisor is responsible for reporting compensated or uncompensated sick leave in accordance with procedures and time frames stipulated by the Payroll Department (Kronos).  
Absences exceeding three (3) consecutive workdays shall be reported to the Payroll Department as unauthorized absences until a physician’s certification or approval of FMLA leave is received by the principal/supervisor.  After receipt of the required statement, absences may be retroactively recoded.
Extended Sick Leave Leaves of more than five (5) consecutive days should be referred to HR Absence Management and may be approved under the Family and Medical Leave Act.
See separate information available for Family & Medical Leave Act (FMLA) and regulation GARH-R(3) Leaves and Absences: Family and Medical Leave Act (FMLA).
The employee must have been employed full-time for a minimum of nine months prior to the retirement.
The employee must request payment for unused leave within one year or forfeit all monies due.
A certificated employee who transfers sick leave from another Georgia school system pursuant to state law must work for the Atlanta Public Schools for at least one contract year to be paid for unused sick leave.
Unused Sick Leave Sick leave unused at the time of retirement may be purchased from an employee according to policy GARD Employee Hiring and Compensation with the following stipulations:  

4. Other Conditions of Sick Leave
An employee on unpaid status or leave does not accrue sick leave or annual leave, if applicable.  
Uncompensated sick leave shall not be counted as days within a probationary period or as experience in placement on the salary schedule for seniority purposes, unless leave was due to on-the-job injury.
An employee on sick leave may not report to a 2nd assignment with APS. Violation of this provision is grounds for disciplinary action up to and including termination of employment.
Certificated employees who transfers to the APS from another public school system in GA may transfer up to 45 days of sick leave earned after July 1, State statute requires that the transfer of leave must take place within one year of separation from the previous position.  It is the employee's responsibility to request this transfer from the former system.
An individual who is re-employed by the district is entitled to the reinstatement of unused sick leave that was not transferred to another system or otherwise purchased from the employee.
An employee who believes his/her leave balances contain an error must submit a written request for review to the Payroll Office within one calendar year of the pay period(s) in question. Employees who separated from the district prior to July 1, 2012 may request a review of prior leave balances only if the employee is able to provide evidence of the error in support of the written request. The Director of Disbursements or his/her designee shall issue all final determinations regarding corrections.

5. Sick Leave Accrual - employees with a work schedule of 7.5 hours/day
Day Work Schedule
12.5 days accrued per year
20 pay periods accruing sick leave
hours of sick leave accrued/pay period
211 Day Work Schedule
13.0 days accrued per year
4.875 hours of sick leave accrued/pay period
231 Day Work Schedule
13.75 days accrued per year
22 pay periods accruing sick leave
Annual Duty Work Schedule
15.0 days accrued per year
24 pay period accruing sick leave
Updated 10/29/2017

6. Sick Leave Accrual – employees with work schedule less than 7
Sick Leave Accrual – employees with work schedule less than 7.5 hours/day
4 hours/day 201-Day Work Year
12.5 days accrued per year
20 pay periods accruing sick leave
2.5 hours of sick leave accrued/pay period
5 hours/day 201-Day Work Year
3.125 hours of sick leave accrued/pay period
5.5 hours/day 201-Day Work Year
hours of sick leave accrued/pay period
Updated 10/29/2017