Not to be confused with paid time off (PTO) and vacation time, a leave of absence is a way for employees who are experiencing out-of-the-ordinary circumstances to take time off work. Common reasons are childbirth, adoption, caring for an ill family member, serious health conditions or military leave.  A leave of absence (LOA) is a period of more than five consecutive days of missed work.

In order to qualify for FMLA (Family Medical Leave Act) leave, employees have to be employed for at least 12 months and work at least 1,250 hours during the 12 months preceding the leave. They must also experience one of the following circumstances:

• Military caregiver leave
• Military qualifying exigency
• Birth of a baby
• Placement of a child for adoption or foster care
• Care for a sick immediate family member
• Serious health conditions

Per district policy, a request must be submitted to the Human Resources department at least 30 days prior to the first day of absence.

When the benefits administrator is notified, they will send you the initial request document to fill out.  If any additional paperwork is needed, the benefits specialist will request it at that time.

Even if there are less than 30 days, or you have already missed work, you need to submit the requested paperwork as soon as possible to avoid any further delay in the approval process. Without proper notice, your absences may count against you. 

An FMLA is a branch of the LOA tree that has different qualifying requirements. FMLA is a protected leave that can be taken intermittently and/or consecutively, an eligible employee is guaranteed to have 12 unpaid workweeks of leave in a 12-month rolling period, while maintaining their health benefits and full restoration of their position. An LOA is not a protected leave that can only be taken consecutively.

Under The Family Medical Leave Act of 1993, employees who have worked 1,250 hours in the last year and have worked for a total of at least 12 months with the district, are eligible.

During a leave, payroll will run any and all accrued time in your leave bank. Beyond those hours, the leave will be unpaid. 

First, you will notify your supervisor that you are going to be absent so they can make the proper staffing decisions for your position. Next, you will want to reach out to the Benefits Administrator in Human Resources so they can arrange the proper certification paperwork.