A: Complete the Medical/Maternity Leave Request form (linked here and included in the leave information packet located at your site). Discuss leave options with your supervisor, obtain his/her signature and forward the completed request form to the appropriate Payroll Technician. Questions regarding leave should be directed to your payroll technician. Benefit information, Family Medical Leave, and Short Term Disability questions are to be directed to Dee Ostrowicki, Benefits Coordinator, at (480) 812-7036.
A: The Federal Government instituted the Family Medical Leave Act in 1993. Employees who have worked for CUSD for 12 months and for a minimum 1250 hours during the year preceding the start of the leave are eligible for Family Medical Leave. Family Medical Leave begins the first day you are out and continues for a maximum of twelve weeks running concurrently with any earned sick leave. During the twelve-week period, the district will continue any district contribution toward your medical benefits. At the end of the twelve weeks, the employee will have to pay for health benefit coverage if the employee continues on unpaid leave. The employee is always responsible for dependent care premiums. Should an employee on family/medical leave decide not to return to work upon completion of authorized leave, the Chandler Unified School District is entitled to recover from the employee the amount of the insurance premiums paid by the school district for the employee's health care coverage during his/her FMLA leave. An employee who returns to work for as few as thirty (30) calendar days is considered to have "returned" to work.
A: While the principal is ultimately responsible for substitute coverage, the employee and principal work together to secure a qualified sub. Generally, the employee arranges and prepares for a replacement.
A: Employees on leave must have earned sick leave to cover the day before and after a holiday to avoid a loss of holiday pay.
A: You may use sick leave if you are ill (unable to work) or need to assist in the recuperation of a close family member as per physician's recommendation.
A: Upon depletion of earned sick leave, the balance of the leave will be unpaid. Sick leave is always used before any unpaid leave. If you are a teacher, your contract balance will be paid off in one lump sum. Please notify payroll when you return to work and you will be reinstated to payroll. Please contact your payroll tech for specific paycheck information.
A: All employees may request up to 12 weeks of leave. When requesting more than 12 weeks of leave for parenting purposes, the following guidelines will apply.
Years Service Approved Leave Length
Extended Leave for Parenting Purposes
Extended Leave for Parenting Purposes
Less than 1 year Up to 12 weeks* Through end of quarter following 12 weeks if requested at inception of leave No extended leave. Must resign. 1+ years Up to 12 weeks* Through end of quarter following 12 weeks if requested at inception of leave Balance of School year if requested at leave inception *A teacher may be required to continue on leave until the end of the grading period if the return to employment occurs during the last week of the grading period.
Inception of Leave Option 1
12 Week Return Date
End of following grading period
Balance of School Year
August 1 October 24 January 9 July 2006 September 27 December 16 (prior to last week of grading period) January 9 July 2006
A: The employee or site representative must notify the Substitute Coordinator at (480) 812-7625 once the leave begins. Upon notification the Sub Coordinator will enter the absence.
A: Governing Board policy GCCA details usage of sick leave for the purpose of childbirth. It is important to remember that earned sick leave may be used only during the time that you are physically "unable to work". If your physician recommends that you quit working prior to the birth of your baby, then you may use earned sick leave to cover the period when you are physically unable to work. After the baby is born, physicians usually recommend a six-week recuperation time (eight weeks for c-section); therefore, you may also use earned sick leave for up to six weeks beginning the date of birth.
Important: Because the use of sick leave is linked to your inability to work, it does not correlate with the work calendar.
Example A: Your baby is born on June 6th. Your doctor recommends that you do not return to work for six weeks to allow time for full recovery. The six weeks of recommended recuperation time would begin on June 6th and end on July 18th . Therefore, you would be released to return to work prior to the first work day of the school year. You would not be eligible to use sick leave at the beginning of the school year.
Example B: Your baby is born on December 5th, the recommended six-week recovery time would begin December 5th and extend through January 16th. You would be eligible to use sick leave to cover any paid work days during this period. Unless your physician recommends an extended recuperation time, you would not be eligible to use earned sick leave beyond January 16th. When your six-week recovery time extends over an intersession, sick leave will be deducted for paid days only.
You may use sick leave if you are ill (unable to work) or need to assist in the recuperation of a close family member as per physician's recommendation.