File: GBGF - Federally-Mandated Family and Medical Leave File: GBGF - Federally-Mandated Family and Medical LeavePurpose
This policy shall apply to all family and medical leaves of absence covered under the Family and Medical Leave Act of 1993 (hereafter referred to as "FMLA"). Terms used in this policy and its accompanying regulation, such as "serious health condition," "qualifying exigency," "covered active duty," "covered servicemember," and "serious injury or illness" shall be as defined by FMLA and its implementing regulations.
Eligibility
To be eligible for a family and medical leave of absence (FMLA leave) under this policy, an employee shall have been employed for at least twelve (12) months and shall have worked at least one thousand two hundred fifty (1,250) hours during the twelve (12)-month period preceding the commencement of the leave. Professional staff shall be deemed to meet the hourly requirement but must also meet the twelve (12)-month requirement to be eligible for FMLA leave.
Permitted reasons for FMLA leave
An eligible employee shall be entitled to a combined total of twelve (12) weeks' leave per year for the following reasons:
1. The birth and care of the employee's newborn child;
2. The placement of a child with the employee for adoption or foster care;
3. To care for the employee's child, spouse, or parent with a serious health condition;
4. When the employee is unable to perform the essential functions of the employee's position because of the employee's own serious health condition; or
5. Any qualifying exigency arising out of the fact that the employee's child, spouse or parent is on covered active duty in the Armed Forces or has been notified of an impending call or order to covered active duty in the Armed Forces.
Spouses who are both employed by the District shall be entitled to a total of twelve (12) weeks/sixty (60) days of leave per year for reasons (1), (2), (3) and/or (5) specified in the immediately preceding paragraph.
Entitlement for child care leave shall end after the child reaches age one (1) or twelve (12) months after adoption or foster placement. Leave to care for a child shall include leave for a step-parent or person in loco parentis.
An eligible employee who is a parent, spouse, child, or next of kin of a covered servicemember with a serious injury or illness incurred or aggravated in the line of duty on active duty shall be entitled to a total of twenty-six (26) weeks of leave during a single twelve (12) month period to care for the covered servicemember.
The single twelve (12) month period shall begin on the first day the employee takes leave for this reason and shall end twelve (12) months later. During that twelve (12) month period, the eligible employee is entitled to a combined total of twenty-six (26) weeks of leave under this policy. Only twelve (12) weeks of the twenty-six (26) week total may be for a FMLA-qualifying reason other than to care for a covered servicemember.
Spouses who are both employed by the District shall be entitled to a total of twenty-six (26) weeks in a single twelve (12)-month period if the leave is to care for a covered servicemember with a serious injury or illness, or a combination of caring for a covered servicemember and reasons (1), (2), (3) and/or (5) above.
Intermittent or reduced FMLA leave
Leave may be taken on an intermittent or reduced leave schedule. The District may require the employee to transfer temporarily to an alternative position which better accommodates recurring periods of absence or a part-time schedule provided that the position has equivalent pay and benefits. Employees requesting intermittent or reduced leave involving greater than twenty percent (20%) of their working time during such period may, in the alternative, be required to take leave continuously for all or a specified part of the total period involved.
Intermittent leave or leave on a reduced schedule shall not be allowed because of the birth of an employee's child and to care for a newborn child, or because of the placement of a child with an employee for adoption or foster care.
Health insurance and benefits
The District shall maintain coverage under any group health insurance plan for any employee who is granted an approved leave of absence under this policy for the duration of the leave. Such coverage shall be maintained at the same level and under the same conditions as coverage would have been provided if the employee were not on leave. The District reserves the right to seek reimbursement for this benefit in the event that an employee elects not to return to work, as allowed by law.
The use of FMLA leave shall not result in the loss of any employment benefit that accrued prior to the start of the FMLA leave.
Reinstatement after FMLA leave
Reinstatement shall be determined in accordance with applicable law and Board policies and/or current employee group agreements. If the employee on leave is a salaried employee; and is among the highest paid ten percent (10%) of District employees; and keeping the job open for the employee would result in substantial economic injury to the District, the employee may be denied reinstatement, provided the District notifies the employee of its intent to deny reinstatement at the time economic hardship occurs and the employee elects not to be reinstated after receiving the notice.
Development of procedures
The superintendent or designee shall develop procedures to require appropriate medical certifications, notification and reporting which are consistent with law. The procedures shall describe how the District will post notices concerning FMLA and other steps the District shall take to inform employees of FMLA requirements.
Compliance with governing law
The District shall fully comply with FMLA and shall be entitled to take all actions and exercise all options authorized under FMLA and consistent with this policy and its accompanying regulation. In the event that this policy or its accompanying regulation conflict or are otherwise inconsistent with mandatory provisions of FMLA, the mandatory provisions of FMLA shall control.
Revised: April, 2009
Revised: June 9, 2022
LEGAL REFS.: 29 U.S.C. 2601 et seq. (Family and Medical Leave Act of 1993)
29 C.F.R. Part 825 (regulations)
CROSS REFS.: GBGK, Staff Legal Leave
Current Summit County Education Association (SCEA) or Summit School District Leadership Association (SSDLA) Agreement
GBGF-R, Federally-Mandated Family and Medical Leave
GBGI, Staff Military Leave