Sachem Central School District at Holbrook
Human Resources - Family and Medical Leave
Guidelines
Consistent
with the federal Family and Medical and Leave Act of 1993, the Board of
Education recognizes the right of eligible employees to unpaid family and
medical leave for up to twelve (12) weeks during any 12 month period. The
Board shall ensure that all eligible employees who use such leave shall
have their health benefits continued and shall be returned to an
equivalent position according to established Board practices, policies and
collective bargaining agreements.
To be eligible
for family or medical leave an employee must have been employed for at
least twelve (12)months and have worked at least 1,250 hours during the
prior twelve months. Eligibility for leave will also be calculated by
the rolling period backward method.
Family leave
shall be provided when a son or daughter is born to the employee or one is
placed with the employee for adoption or foster care. Such family leave
is in addition to any leave for sickness or temporary disability because
of pregnancy or childbirth. Medical leave shall be provided in order for
the employee to take care of a spouse, child, or parent who has a serious
health condition or when the employee has a serious health condition
rendering him/her unable to perform the functions of the employee’s job.
An employee
may elect, or the District may require, an employee to use accrued paid
vacation and/or personal leave for the purposes of a family leave. An
employee may elect, or the District may require, an employee to use
accrued vacation, personal or sick leave for the purposes of a medical
leave. Sick leave may only be used for the employee's own personal
illness, not that of a family member.
The employee
shall notify the District in writing of his/her request for leave, if
foreseeable, at least thirty (30) days prior to the date when the leave is
to begin. If such leave is not foreseeable then the employee shall give
notice as is practical. The District may require a certification from a
health care provider if medical leave is requested. When an employee
returns following a leave, he/she must be returned to the same or
equivalent position of employment. The Superintendent of Schools or
designee may reassign a teacher consistent with the teacher’s agreement to
a different grade level, building or other assignment consistent with the
employee’s certification and tenure area.
The District
will ensure that the family and medical leave is consistent with the
Family Medical Leave Act and is provided to all eligible employees. The
restrictions on leave taking for instructional employees will be followed.
The District
shall post a notice prepared or approved by the Secretary of Labor stating
the pertinent provisions of the Family and Medical Leave Act, including
information concerning enforcement of the law.