Family Medical Leave / Temporary Disability Leave
USE OF LEAVE & ORDER OF USE
All paid leave shall be used prior to any leave without pay.
Unless an employee requests a different order, available paid state and local leave shall be used in the following order, as applicable:
- Local Leave
- State sick leave accumulated before the 1995-1996 school year
- State personal leave
FMLA and TDL Leave run concurrently with local sick, state personal, non-duty days, and absences due to work-related illness or injury. Both Family Medical Leave (FMLA) and Temporary Disability Leave (TDL) provide job protection for an employee while they are out on leave. Whether or not you get paid for the period of time that you are out on FMLA and/or TDL Leave depends on the amount of paid leave (local sick, state personal, and, non-duty days) that an employee has.
If an employee exhausts all of their paid leave while they are out, they will be docked their daily rate if no leave is available. The pay docks will be taken immediately.
PROTECTED LEAVE(S) OF ABSENCE
If an employee is absent from work for more than five consecutive days, they must apply for one of the following protective leave of absence by completing the appropriate paperwork with the Human Resources Office:
FAMILY MEDICAL LEAVE
Employees who have been employed by the District for at least 12 months, and have worked 1,250 hours during that time are eligible for family medical leave. Eligible employees can take up to 12 work-week of unpaid leave each year during their work calendar year for the following reasons:
- For incapacity due to pregnancy, prenatal medical care, or childbirth;
- To care for the employee's child after birth, or placement for adoption or foster care;
- To care for a spouse, parent, or child with a serious health condition;
- An employee's serious health condition
- Spouse, child, or parent on active duty or called to active duty status in the National Guard or Reserves in support of a contingency operation
- 12 weeks-Qualifying exigencies (attend certain military events, arrange for alternate childcare, address certain financial & legal arrangements, attend counseling sessions, and attend post-deployment reintegration briefings).
- 26 weeks-special leave entitlement that permits eligible employees to leave to care for a covered servicemember who has a serious injury or illness incurred in the line of duty for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.
- In some circumstances, employees may take family medical leave in blocks of time or by reducing their normal weekly or daily work schedule. Intermittent Leave may be taken under the following circumstances:
- To allow an employee to care for a seriously ill spouse, child, or parent
- When an employee requires medical treatment for a serious illness
- When an employee is seriously ill and unable to work
- The purpose of Temporary Disability Leave is to provide job protection to any full-time Certified employee who cannot work for an extended period of time because of a mental or physical disability of a temporary nature. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability. A full-time employee may voluntarily request to be placed on temporary disability leave or be placed on leave voluntarily. If disability leave is approved, the length of leave is no longer than 180 days.
Please note that if an employee is out on protective leave status (Family Medical Leave (FMLA) and/or Temporary Disability Leave (TDL), they should not be performing any tasks or communication that is work-related. This would include responding to work-related emails and attending work-related events (staff development, staff meetings, open house events, etc..).
Need to request a Leave of Absence? Please follow the link below: