Do non-tenured staff members qualify for a leave of absence?
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.
Are employees entitled to any leave options through the Families First Coronavirus Response Act (FFCRA)?
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.
How much of my accrued sick leave can I use and will I still be medically insured during that time?
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.
What are my options if I need to take a leave of absence to care for my children?
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.
May I use child rearing leave for a few hours a day?
No, intermittent child rearing leave is not allowed.
Can I apply for a leave of absence until I am able to be fully vaccinated?
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.
If my ADA accommodation is not approved, how will I communicate my second preference for when directed to return to my work site?
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.
What medical conditions are identified as being at an increased risk of severe illness from the virus that causes COVID-19 and as a result may be permitted to work virtually?
HCPSS is following the Centers for Disease Control and Prevention (CDC) guidelines which identifies certain underlying medical conditions that are at an increased risk for severe illness from the virus that causes COVID-19. View the list of medical conditions on the CDC web site.
Please note: the medical conditions that might be at an increased risk are not in HCPSS’s list of automatically qualifying conditions.
Will staff have to show proof of a negative COVID-19 test prior to returning to school buildings?
No. Staff are not required to receive testing prior to returning to school and office buildings. However, all staff are expected to perform a health check each morning and stay home if they are experiencing any of the symptoms detailed here.