GARI - FAMILY AND MEDICAL LEAVE PLAN

USD #377 FAMILY AND MEDICAL LEAVE PLAN

 

Family and medical leave as required by federal law shall be granted for a period of up to 12 weeks during a 12-month period.  For purposes of this policy, a 12-month period shall be defined as a fiscal year beginning on July 1 and ending the following June 30.  Spouses who are eligible for FMLA leave and are both employed by the district may be limited to a combined total of 12 weeks of leave during any 12–month period if the leave is taken for birth of the employee’s son or daughter or to care for the child after birth, for placement of a son or daughter with the employee for adoption or foster care or to care for the child after placement, or to care for the employee’s parent with a serious health condition.

 

             Leave is available for the following:

 

(1) the birth of a son or daughter of the employee and to care for the  

         newborn child;

(2) the placement of a son or daughter with the employee for adoption or

         foster care and to care for the newly placed child;

(3) to allow the employee to care for the employee's spouse, son, daughter,

         or parent with a serious health condition;

(4) a serious health condition of the employee that makes the employee  

         unable to perform the functions of his or her job;

(5) any qualifying exigency arising out of the fact that the employee's

         spouse, son, daughter, or parent is a covered military member on active

         duty (or has been notified of an impending call or order to achieve active

         duty) in support of a contingency operation; and

(6) the need to care for a covered service member with a serious injury or

         illness if the employee is the spouse, son, daughter, parent, or next of kin

         of the service member  Eligible employees are, for reason (6) only,

         entitled to a combined total of 26 workweeks of leave during a 12-month

         period.

 

This leave shall normally be unpaid leave.  However, if the employee has any paid vacation, personal, or sick leave that is available for use because of the reason for the leave, the paid leave shall be used concurrently with the annual family and medical leave.  The superintendent will notify the employee of the beginning date of family and medical leave and the amount of the employee’s accrued paid leave designated as family and medical leave.

 

The employee is eligible for family and medical leave if he or she has been employed by the district for at least 12 months and has worked at least 1,250 hours during the 12-month period immediately preceding the commencement of the FMLA leave.

 

During the period of any unpaid family and medical leave, the board shall continue to pay the employer's share of the cost of group health benefits in the same manner as paid immediately prior to the leave.  Any employee portion of the cost shall be paid by the employee to the clerk of the board on the payroll date or other time as the employee and superinten­dent may agree prior to the commencement of the leave.  The board may terminate group health coverage if the employee's portion of the payment is not received within 30 days of the due date, so long as written notice of the delinquency in payment and the notice of intent to terminate coverage are sent at least 15 days prior to the termination.

 

When leave is foreseeable, the employee shall give written notice 30 days in advance.  If leave is not foreseeable, notice will be given as soon as is practicable.

 

Upon the employee providing notice of need for leave, the employer will notify the employee of the following within 5 business days, absent extenuating circumstances:

  1. whether or not the employee is eligible for FMLA leave, and the reasons that leave will or will not count as family and medical leave;
  2. any requirements for medical certification;
  3. employer requirement of substituting paid leave;
  4. requirements for premium payments for health benefits and employee responsibility for repayment if employer pays employee share;
  5. right to be restored to same or equivalent jo; and
  6. any employer required fitness-for-duty certifications.

 

The superintendent may require an instructional employee to continue leave until the end of a semester if the leave begins more than five (5) weeks before the end of a semester, lasts more than three (3) weeks and the return would occur during the last three (3) weeks of the semester.

 

Leave for reason 1 or 2 must be taken within 12 months of the date of birth or placement of the child.  Family leave for reasons 1 or 2 may not be used intermittently or on a part-time basis without the prior approval of the superintendent.

 

If the leave is for a reason other than the employee's serious health conditions or for a qualifying exigency as described in section (5) above, the superintendent may require an instructional employee to continue leave until the end of a semester, if:

 

  1. the leave begins in the last five (5) weeks of a semester, will last more
  1. than two (2) weeks and the return to work would occur in the last two
  2. (2)weeks of a semester, or

  1. the leave begins in the last three (3) weeks of a semester, and lasts more than five (5) days.