Leaves & Workplace Support

This section provides information about employee leave options, workplace accommodations, and support services available to staff. Employees may qualify for different types of leave depending on their employment status, situation, and length of service.

For additional details, please click to expand the sections below. If you have questions about eligibility, documentation, or the leave request process, please contact the Human Resources Department at (760) 248-6108 ext. 1005.

Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) is a federal law that allows eligible employees to take job-protected leave for certain family and medical reasons.

Eligibility

Employees may qualify if they:

Have worked for the district for at least 12 months
Have worked at least 1,250 hours during the previous 12 months

Qualifying Reasons

FMLA leave may be used for:

The employee’s own serious health condition
Caring for a spouse, child, or parent with a serious health condition
The birth of a child and bonding time
Placement of a child through adoption or foster care
Certain military family circumstances

Leave Duration

Eligible employees may receive up to 12 workweeks of job-protected leave within a 12-month period.

Health benefits are typically maintained during the leave period under the same terms as if the employee were actively working.

California Family Rights Act (CFRA)

The California Family Rights Act provides similar protections to FMLA but is governed by California law and includes some expanded family definitions.

Eligibility

Employees may qualify if they:

Have worked for the district for at least 12 months
Have worked at least 1,250 hours during the previous 12 months

Qualifying Reasons

CFRA leave may be used for:

The employee’s own serious health condition
Caring for a child, parent, spouse, domestic partner, grandparent, grandchild, or sibling with a serious health condition
Bonding with a new child after birth, adoption, or foster placement

Leave Duration

Eligible employees may receive up to 12 workweeks of job-protected leave in a 12-month period.

CFRA may run concurrently with FMLA, when applicable.

Pregnancy Disability Leave (PDL)

Pregnancy Disability Leave is available to employees who are disabled due to pregnancy, childbirth, or related medical conditions.

Eligibility

Employees are eligible if they are medically disabled due to pregnancy or childbirth. There is no minimum service requirement.

Leave Duration

Employees may take up to four months of job-protected leave per pregnancy for pregnancy-related disability.

Examples include:

Severe morning sickness
Doctor-ordered bed rest
Recovery from childbirth
Other pregnancy-related medical conditions

Employees may also be eligible for CFRA baby bonding leave after the pregnancy disability period ends.

Workers’ Compensation Leave

Workers’ compensation provides medical care and wage replacement benefits for employees who experience a work-related injury or illness.

If You Are Injured at Work

Employees should:

Report the injury to their supervisor immediately
Contact Company Nurse at (888) 375-0280
Complete a workers’ compensation claim packet
Seek medical treatment, if needed

Benefits May Include

Medical treatment related to the injury
Temporary disability payments
Permanent disability benefits if applicable
Return-to-work support or modified duties

The district works closely with employees and medical providers to support a safe return to work whenever possible.

Extended Illness Leave

Extended Illness Leave is provided in accordance with the California Education Code and allows eligible employees to receive partial salary continuation after exhausting their available leaves due to a personal illness or injury.

Eligibility

Employees who are absent due to their own illness or injury and have used all other available leave may qualify for Extended Illness Leave.

Leave Duration

Under California Education Code, eligible employees may receive up to 100 workdays of Extended Illness Leave during a single illness or injury.

Concurrent Leave

Extended Illness Leave may run concurrently with other applicable leave protections, including:

Family and Medical Leave Act (FMLA)
California Family Rights Act (CFRA)
Pregnancy Disability Leave (PDL), if applicable

Medical Certification and Return to Work

Employees requesting medical leave may be required to provide medical certification from a licensed health care provider verifying the need for leave and the expected duration of the absence. In some cases, employees may also be asked to provide periodic updates if the leave extends beyond the original estimated return date.

Prior to returning to work following a medical leave, employees may be required to submit a medical release confirming they are able to safely perform the essential functions of their position, with or without reasonable accommodation.

Providing timely documentation helps ensure that leave benefits and job protections are administered appropriately and that employees can return to work safely. Employees are encouraged to stay in communication with the Human Resources Department during their leave to assist with any required documentation or return-to-work coordination.