Staff who are approved for an unpaid leave of absence (e.g. child rearing) will have their position at their school or office declared a vacancy, so there is no guarantee that staff will get the same position back when they return to work. While you will not be considered a new hire, you will be considered a return-from-leave teacher or staff member. You will be placed before new hires or transfers in the surplus and return-from-leave process.

Staff members may request a leave of absence under childrearing leave or the Family Medical Leave Act (FMLA). Requests will be evaluated and approved in accordance with the law and the master agreement for your bargaining unit.

To indicate this preference on the return to workplace commitment form, enter “leave for personal illness” on the form and then complete the FMLA paperwork.

Staff are permitted to request a leave of absence at any time if needed. Approvals will be determined in accordance with the law and the master agreement for your bargaining unit. 

Whether or not staff qualify for a leave of absence depends on the type of leave they are requesting. Non-tenured teachers do not qualify for child rearing leave.

Update: March 17, 2021

No, under the Families First Coronavirus Response Act (FFCRA), employers were required to provide employees with job-protected FFCRA leave through the law's effective period from April 1, 2020-December 31, 2020. With the expiration of the FFCRA, however, this leave requirement has come to an end.

Any leave greater than 10 consecutive days will require an official leave of absence (LOA). If a staff member is approved for a temporary LOA under the Family and Medical Leave Act, they can use their available leave (e.g. sick, personal or annual) to stay in a paid status and cover their retirement and benefit contributions. If staff are approved for an extended LOA, such as child rearing leave, then they are not allowed to use your available leave.

Staff may apply for child rearing leave to stay home and care for their children. Approvals will be determined in accordance with the law and the master agreement for your bargaining unit. Child Rearing leave is an unpaid leave of absence. Please view the required documentation needed to request this leave.

No, intermittent child rearing leave is not allowed.

Yes, staff may request a leave of absence under these circumstances as it is not permitted to use your accrued leave for an extended period of time. Approvals will be determined in accordance with the law and the master agreement for your bargaining unit. 

Updated February 8, 2021

The commitment form survey is non-binding, so staff members who are not approved for an ADA accommodation will be notified either by email or phone by the ADA coordinator, and will have the option to select another preference from the return to workplace commitment form.