On the leave of absence form, please indicatethe reason for the request along with the type of leave accrual you'd like to use. If applicable, HR may request a medical note relating to your need for leave.
Once signed by you and your supervisor, please send the form into HR where the HR Director will review and approve or deny your request.
Once approved, please work with our Substitute Coordinator, Joyce Jacobson, to ensure you have coverage for your time away.
Leave Types and Eligibility
The type of leave available to you varies depending on your employment type. All yearly leave accruals are front loaded and available to employees at the start of the school year.
Please review the leave types available per employee, please navigate to the applicable CBA on our Negotiated Agreements page.
Employees only accrue leave if they are working or on a paid leave of absence. If an employee takes an unpaid leave of absence, their leave accruals will be adjusted accordingly.
PFML: What you need to know
Paid Family Medical Leave is a leave entitlement available to qualifying Washington state employees who:
Have worked 820 or more hours in the qualifying period
Worked in Washington State for at least one year
Eligible employees may be entitled to the following depending on their reason for leave:
Up to 12 weeks of paid family or medical leave
Up to 16 weeks of leave when family and medical leave are used in combination (e.g., birth mother pregnancy and parental leave)
An additional 2 weeks of leave is available as a result of pregnancy complications
The application, eligibility review, and approvals are managed by the Employment Security Department (ESD). Please review the following resources relating to this state leave entitlement:
The Family Medical Leave Act administered by the Office of Personnel Management is a leave entitlement that provides qualifying employees up to 12 weeks of unpaid, job-protected leave per year. FMLA also ensures that an employee retains their health benefits during the leave.
The Department of Labor states, "FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women." While FMLA is an unpaid leave by default, an employee can use their leave balances during their leave if approved.
Employees are eligible for FMLA if:
They've worked for the district for at least 12-months
They've worked 1250 hours within the 12 month period prior to requesting leave
Leave can be designated as FMLA for the following reasons:
The birth of a son or daughter or placement of a son or daughter with the employee for adoption or foster care;
To care for a spouse, son, daughter, or parent who has a serious health condition;
For a serious health condition that makes the employee unable to perform the essential functions of his or her job; or
For any qualifying exigency arising out of the fact that a spouse, son, daughter, or parent is a military member on covered active duty or call to covered active duty status.
Employees who are eligible may also take up to 26 weeks of leave during a 12-month period to care for a covered servicemember with a serious injury or illness, when the employee is the spouse, son, daughter, parent, or next of kin of the servicemember.
Please review the follow links and resources in relation to FMLA:
Please review the information below relating to health insurance eligibility when on a leave of absence.
When you qualify:
Reach 630 hours of pay (through the district) within the school year: Regardless of leave status, if an employee reaches 630 of pay within the school year, they are considered benefits eligible.
FMLA protected leave: If eligible for FMLA leave and the district designates the leave as FMLA, then the employee will be eligible to remain on benefits. The employee will be responsible for paying any medical premiums owed out of pocket, and will issue the Employee a Self-Payment of Benefits Form to capture the method the employee intends to make these payments to the school district.
PFML leave with one concurrent day of FMLA leave: If an employee has one day of their PFML leave entitlement that overlaps with their FMLA leave, they are eligible to remain on benefits. To review more information regarding this provision, please click here.
When you don't qualify:
Not anticipated to reach 630 hours of pay within the school year, not FMLA eligible: If an employee is taking a leave and they are not anticipated to reach 630 hours, their benefits will end.
Employees who are not eligible to remain on benefits can enroll in COBRA Continuation Coverage. Continuation Coverage enrollment is managed by the Washington State Healthcare Authority (HCA). Upon the end of your benefits, the HCA will send qualifying employees an Continuation Coverage enrollment packet.