Combination of Sick and FMLA Leave. The staff member, after consulting with the District, may combine sick leave and, if eligible, unpaid FMLA leave sequentially, for a maximum of 12 weeks; up to 6 calendar weeks (nine consecutive calendar weeks for a C-Section) paid, as described in A) above, plus sufficient work weeks of unpaid FMLA leave, as described in B), to bring the total to 12. So, for example a staff member whose child was born in early January, could take six calendar weeks of sick leave, which would last until mid-February and be followed by up to six work weeks (30 work days) of unpaid FMLA leave; a staff member whose child was born in mid-May might take paid sick leave through the end of the school year, perhaps 3 weeks, depending on the school calendar for that year, and then take up to 9 work weeks, 45 actual work days, of unpaid FMLA leave at the beginning of the following school year; and a staff member whose child was born at the end of June would take no paid sick leave, but would be able to take up to 12 work weeks, 60 actual work days, of unpaid FMLA leave at the beginning of the following school year.
Combination of Sick and FMLA Leave. The staff member, after consulting with the District, may combine sick leave and, if eligible, unpaid FMLA Leave sequentially, for a maximum of twelve (12) weeks. The staff member will use their available sick leave to cover paid time, plus subsequent work weeks of unpaid FMLA Leave, as described in (2), to bring the total to twelve (12). For example, a staff member whose child was born or adopted in early December could use their 36 days of sick leave before using FMLA. Since FMLA is used to cover part of this time, the total leave time results in twelve (12) work weeks, not including winter break. Therefore, the remaining weeks, up to twelve (12) total work weeks, would result in twenty (20) unpaid days covered by FMLA. An employee desiring extended unpaid parental leave must notify the Superintendent or designee at least thirty (30) days prior to the anticipated birth of the child or date of adoption. Such leave will commence upon 1) the date agreed upon by the Superintendent and the employee,
Combination of Sick and FMLA Leave. The staff member, after consulting with the District, may combine sick leave and, if eligible, unpaid FMLA Leave sequentially, for a maximum of twelve (12) weeks. The staff member will use their available sick leave to cover paid time, plus subsequent work weeks of unpaid FMLA Leave, as described in (b.), to bring the total to twelve (12). For example, a staff member whose child was born or adopted in early December could use their thirty‐six (36) days of sick leave before using FMLA. Since FMLA is used to cover part of this time, the total leave time results in twelve (12) work weeks, not including winter break. Therefore, the remaining weeks, up to twelve (12) total work weeks, would result in twenty (20) unpaid days covered by FMLA.
