Leaves of Absence
Sylvan Union School District Leaves of Absences FAQ
Information can be found in the Collective Bargaining Agreements for CSEA and SEA on Leaves, Article 6. Eligibility requirements are established in the contracts as well as by federal and state laws. Board policy 4161/4261 (a) also outlines Personnel Leaves for our district.
All employees are encouraged to contact the Human Resources Department with requests and questions about Leaves.
Terms to Know:
FMLA: Family Medical Leave Act Leave available to eligible employees to take up to 12 workweeks of leave for their own serious health conditions, child care, specified family member’s serious health conditions, or for reasons related to a family member’s military
service.
CFRA: California Family Rights Act Leave available up to 12 workweeks after the birth of the child or placement of a child with the family for adoption or foster care, only within the first 12 months after birth or placement of the child. AB 375 (certificated staff) and AB 2393 (classified staff) provide “baby bonding” and are covered under CFRA.
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Inform your employer and the Human Resources Department as soon as possible. They will notify you of your eligibility to utilize leave within five (5) business days. If eligible, the employer will then finalize the leave request and provide a copy of the completed request and eligibility. All leaves will be processed within thirty (30) days from the initial request. As part of this process, you may be asked to submit a letter or other documentation from a medical provider.
In order to be eligible for FMLA and/or CFRA, an employee must be employed by the district for a minimum of twelve (12) months or 1 year. To be eligible for FMLA, an employee must also have worked a minimum of 1, 250 hours in one year.
You are entitled to up to four (4) months of PDLA (Pregnancy Disability Leave Act). The start and end dates of PDLA are determined by your medical provider. Once PDLA ends and your doctor releases you back to work, you may be eligible for CFRA leave. PDLA and FMLA run concurrently. CFRA leave can begin once PDLA and FMLA ends.
Each employee is entitled to up to 12 work weeks of leave for this purpose.
All certificated and classified employees, who have been employed for a minimum of 12 months, are entitled to use up to 12 workweeks of current and accumulated sick leave in a 12 month period. If an employee does not have 12 workweeks of sick leave, he or she may be entitled to partial (or substitute differential) pay.
Family Medical Leave Act is available to eligible employees for this purpose. Contact the HR Dept. to determine if you are eligible for FMLA.
You may take up to 12 workweeks of FMLA for a “qualifying exigency” resulting from a specified family member’s call to active military duty or deployment to a foreign country.
An employee’s spouse, son, daughter or parent.
An employee must give reasonable notice to his/her employer. The Family-School Partnership Act allows that if you are the parent, guardian or grandparent who has custody of the child, you may take up to forty (40) hours each year, not to exceed eight (8) hours in any calendar month of the year. This time will be deducted from your sick leave balance. If the employee’s sick leave balance is exhausted, the time would be unpaid.
This leave is applied when a person, employed in a position, is absent from work due to illness; has exhausted all sick leave, including earned and accrued leave and continues to be absent from his/her duties on account of employee illness or accident. Once sick leave is exhausted the employee will receive differential pay. Specifics for this leave are outlined in the SEA contract article 6.2.2 and CSEA contract 6.3.
No. District employees do not contribute to the state disability program.
Employees must directly contact these providers with questions regarding their specific plans and benefits.
American Fidelity: 1-800-662-1113
The Standard: 1-800-522-0406
Most leaves are determined by a medical need, verified by a medical provider. Leaves are tracked for each 12 month period. The first day of leave marks the beginning of the 12 month period and is counted forward from that day for the 12 month period.
You have the right to take time off of work to access legal and medical care and support. For more information on this leave, please contact the Human Resources department.