Compensation

1
Compensation HR Planning
Leave of Absence Tips For Principals/Dept. Heads
2
Leave Options

• Child Care Leave Professional Leave
• All Bargaining Groups CTA
• Medical Leave Career Change Leave All
  Bargaining Groups CTA
• Military Leave
• All Bargaining Groups
• Paid Leaves
• Political Leave Sabbatical Leave (CTA)
• All Bargaining Groups Sick Bank (CTA)
• Catastrophic Leave (All Bargaining Groups)
• Personal Leave
• All Bargaining Groups

3
Questions Answers

• Q. When is an unpaid leave required?
• A. When an employee will be out for more than ten
  unpaid days.
• Q. If an employee is sick and has enough sick
  days to cover the time they will be out what do I
  do?
• A. Request a doctors note and have employee sign
  a TDE. Compensation and HR Planning is
  generally only involved with unpaid leaves.
• Q. What forms are required for an unpaid leave?
• A. Form 1666 (Request for Leave of Absence
  Without Pay) and Form 1650 (Certification of
  Health/Medical Condition), if leave is for sick
  or maternity.
•  

4
Questions Answers

• Q. Who is eligible for an unpaid leave?
• A. All employees in regular positions, different
  bargaining groups may have different types of
  leaves that employees may apply for. Teachers on
  probationary status can be eligible but require
  principals approval.
• Remember the probationary period can expire
  while the employee is out on unpaid leave.
• Q. What happens when an employee who is on leave
  returns and there is a regular employee sitting
  in the interim position?
• A. The employee on leave returns to his/her
  former position and the regular employee who was
  in the interim position must be placed in a
  budgeted position, therefore, you may contact the
  department of Recruitment Retention for
  placement.
• Q. Who is not eligible for an unpaid leave?
• A. Interim employees are not eligible.
• Probationary non-instructional employees are not
  eligible.

5
Questions Answers

• Q. How long do I have to hold a position for a
  teacher on leave?
• A. The position must be held for the first 12
  calendar months.
• Q. What do I do to move a teacher to the
  reassignment pool after the 12 months?
• A. Send an email to the HR Analyst, Annette
  Arriaga, requesting the transfer.
• Q. When should teachers return from leave?
• A. Unpaid leaves may be timed such that the
  employee returns at the beginning of a new
  grading period.
• Do not sign off on dates that fall in between
  grading
• periods unless you are comfortable doing so.

6
Questions Answers

• Q. What is required for an employee to return
  from sick leave?
• A. A doctors note releasing the employee back to
  full duty.
• Q. Is a doctors note required to return from
  maternity leave?
• A. No, unless the employee is trying to return
  before the 6 weeks.
• Q. Can an unpaid leave be extended?
• A. Yes, different leaves have different maximum
  times allowed. Employee must fill out leave
  extension forms and supporting documentation must
  be submitted.

7
Questions Answers

• Q. Can a Principal approve a Personal Leave?
• A. Only for FPSU (NCFO) employees. Personal
  leaves for all other employees must be approved
  by Compensation HR Planning on a case by case
  basis due to undue hardship. Remember when
  granting or denying personal leaves, be
  consistent.
• Q. Is there a deadline when applying for a leave
  of absence?
• A. Sabbatical, Professional and Career Change
  leaves are the only leaves that have deadlines.
• ?Sabbatical Leaves deadline is April 1, of the
  prior year for the following school year.
• ?Professional and Career Change leaves deadline
  is May 1, of the prior year for the following
  school year.
• All three leaves are only available for
  teachers.

8
Questions Answers

• Q. What if an employee does not return or extend
  their leave and it expires?
• A. Contact Annette Arriaga for a copy of the
  Failure to Return from Leave letter to terminate
  employment.
• Q. What does the school do when an employee
  returns from leave?
• A. Complete the Job Action Form 0012 and fax it
  to Annette Arriaga in the Department of
  Compensation HR Planning at 357-1145 / PX
  2-1145.