8.12.4 Family Care Leave may be taken in one or more periods but shall not exceed a total of 12 weeks within a 12 month period. Leave for serious health conditions - either of a family member or the employee - may be taken intermittently or on a reduced schedule if medically necessary. The District reserves the right to place any lawful restrictions upon a unit member’s intermittent or reduced schedule usage of unpaid family care leave. 8.12.5 The employee shall continue to be entitled to participate in pension and retirement plans, and supplemental unemployment benefit plans to the same extent under the same conditions as apply to an unpaid leave taken for any other purpose. Health benefits continue through an employee’s leave. The District may recover health coverage premiums paid for an employee who fails to return from leave, except if the reason is the continuation, recurrence or onset of a serious health condition, or something else beyond
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the employee’s control. This is subject to certification.
8.12.6 The employee shall retain their employee status with the district during the leave period, and the leave shall not constitute a break in service for the purposes of
longevity, seniority, or any employee benefit plan.
8.12.7 If an employee’s need for family care leave is foreseeable, they shall give the district written notice and request for family care leave at least thirty (30) days prior to the commencement of any family care leave. If the need for family care leave is not known thirty (30) days prior to the date the family care leave must begin, the employee shall provide a written notice and request for family care leave within one business day of
learning of the need for the leave.
If leave is needed for a planned medical treatment or supervision, the employee shall make a reasonable effort to schedule the treatment or supervision to avoid disruption of district operations. This scheduling shall be subject to the health care provider’s approval.
Article VIII – 17
Revised 08/15/24
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