An FMLA (Family and Medical Leave Act) packet must be completed to request maternity leave.
While on maternity leave, sick time will be exhausted prior to utilizing extended sick time, as certified by a health care provider in the FMLA packet. Each teacher granted maternity leave who has no remaining sick leave days available may also be granted up to thirty days of extended sick leave in each six year period of employment in accordance with APSB Policy GBRIB.
All employees hired at the beginning of the school year shall receive a minimum of ten days of sick leave. Sick days are granted once the employee reports for duty and performs work.
Number of sick days per year
9 and 10 month employees
11 month employees
12 month employees
The minimum of ten sick days are granted based on the employee beginning work at the beginning of the school year. In the case of an employee beginning work in the first month of the school year, ten days of sick leave shall be allowed. If an employee begins work in the second month of the school year, nine days of sick leave shall be allowed, and the number of days of sick leave shall continue to be prorated for an employee who begins work until the eighth month of the school year, when only three days of sick leave shall be allowed.
Once an employee misses six (6) consecutive days of work, a doctor's note is required prior to his or her return.
Once an employee misses ten (10) consecutive days of work for an FMLA (Family and Medical Leave Act) eligible reason, an FMLA packet is required.
Extended sick leave is offered to active, full-time employees. It may be used for a medical necessity at any time the employee has no remaining regular sick leave at the time the extended sick leave is set to begin.
Employees shall receive ninety (90) days of extended sick leave in each six-year period of employment.
Unused extended sick leave days shall not cumulate or carry forward into the next six-year period of employment.
The balance of extended sick leave available shall transfer with the employee from one Louisiana public school district to another without loss or restoration of days.
APplying for extended sick leave
On every occasion that an employee uses extended sick leave, a statement from a licensed physician shall be presented prior to extended sick leave being taken.
If the period an employee is on extended sick leave is anticipated to carry over from one school year to the start of the next school year, another application and physician's statement shall be submitted prior to the start of the next school year to be eligible for continued extended sick leave.
compensation while on extended sick leave
Any employee on approved extended sick leave shall be paid 65% of the salary paid to the employee at the time the extended sick leave begins.
Leave without pay may be granted for periods of time not to exceed one year.
Leave without pay must be requested in writing by the employee. The employee should email firstname.lastname@example.org the following information: name, position, location, dates of requested leave without pay, and reason(s) for the request.
While on leave without pay, the employee is responsible for their portion of insurance premiums. Once the employee is on leave without pay for twelve (12) weeks, the employee is responsible for their portion and the employer's portion of insurance premiums.
The Superintendent may grant sabbatical leave for the purpose of professional or cultural improvement or for medical leave to all teaching personnel.
Sabbatical leave may be granted on the ratio of two (2) semesters for twelve or more consecutive semesters of active service with APSB or one (1) semester for six (6) or more consecutive semesters of such service.
Applying for Sabbatical Leave
Applications shall be sent to the Human Resources Department at least sixty (60) days preceding the beginning of the semester for which the leave is requested. When a teacher or other professional employee has become sick during a semester and requires a medical sabbatical leave, it shall be sufficient if the application is sent thirty (30) days prior to the beginning of the semester for which the leave is requested.
Compensation while on Sabbatical
Employees granted sabbatical leave shall be paid compensation at the rate of 65% of the person's salary at the time the sabbatical begins.
Employees must continue his or her retirement contribution. Time spent on such leave is considered as active service for retirement purposes.
Employees may be granted up to two days of bereavement leave in the event of the death of an immediate family member (a spouse, child, mother, father, brother, sister, grandparent, grandparent of spouse, grandchild, mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in-law, or son-in-law). Employees are required to provide verification to his/her supervisor. (i.e. an obituary)
If additional days are requested, the employee may utilize a maximum of three sick days if the employee has sick days remaining. If the employee needs to take additional leave after using the two (2) bereavement days and three (3) sick days, the employee should apply for leave without pay.
FMLA (Family and Medical Leave Act) is a federal law that provides unpaid, job-protected leave for up to 12 weeks, as certified by a healthcare provider, for qualifying events. To be eligible for FMLA leave, employees must have worked with APSB for at least 12 months and has at least 1,250 hours of service during the 12 month period immediately preceding the leave.
for the birth of a son or daughter, and to bond with the newborn child;
for the placement with the employee of a child for adoption or foster care, and to bond with that child;
to care for an immediate family member (spouse, child, or parent - but not a parent "in-law") with a serious health condition;
to take medical leave when the employee is unable to work because of a serious health condition; or
for qualifying exigencies arising out of the fact that the employee's spouse, son, daughter, or parent is on covered active duty or call to covered active duty status as a member of the National Guard, Reserves, or Regular Armed Forces.
Up to 26 unpaid work weeks may be granted to care for a covered service member with a serious injury or illness.
The FMLA packet is required after 9 consecutive absences. While on FMLA leave, APSB uses your sick time balance. Once/if your sick time balance is exhausted, your extended sick time will be used. You will receive 65% of your daily pay while on extended sick time. This will provide you with partial compensation while on FMLA leave.