Cathedral School for Boys Faculty and Staff Handbook 2017-18

Headmaster’s discretion. Absences to testify as a witness in legal proceedings, either voluntarily or under subpoena, may be granted at full pay with the Headmaster’s approval.

FMLA/CFRA Leave Consistent with the requirements of the California Family Rights Act ("CFRA") and the federal Family Medical Leave Act ("FMLA"), employees who are employed at the School, have completed one year of employment with the School, and have worked at least 1250 hours in the year preceding the leave (inclusive of the time the employee has spent in military service during that period) will be eligible for unpaid leave in the following circumstances: Family care leave is available only to FMLA-eligible employees in order to care for a newborn, newly adopted or newly placed foster child, or to care for a child, parent, spouse or registered domestic partner with a serious health condition. The maximum amount of leave under this policy is 12 weeks in a 12-month period, offset by any family care, medical, military exigency, or military caregiver leave the employee has taken during that period. Leave to care for a newborn, newly adopted or newly placed foster child must be taken within 12 months of the birth or placement. When leave is taken for this reason, it must generally be taken in periods of at least two weeks. Where both spouses work for the School, they have one shared 12-week leave entitlement to care for a new child. Leave taken for pregnancy disability does not count toward the 12-week family care leave entitlement. Family care leave to care for the newborn begins for a new mother when she is no longer disabled and her pregnancy disability leave ends. 1. Family Care Leave

Leave to care for an ill family member may be taken intermittently depending on the opinion of the family member’s health care provider.

2. Medical Leave

Medical leave is available to employees who are unable to work due to a serious health condition, as certified by their health care provider. Generally, this type of leave is available only for medical conditions that result in a period of prolonged incapacity (more than three days), but is also available for chronic health conditions for which the employee is being medically supervised. All employees are eligible for this type of leave, but reinstatement rights vary depending on whether an employee is FMLA Eligible and on the reason for leave. The maximum amount of leave under this policy is generally 12 weeks in a 12-month period, offset by any family, military exigency, or military caregiver leave the employee has taken during that period. The leave may be taken intermittently or on a reduced work schedule, based on the health care provider’s recommendation. Where required by law, additional leave beyond the 12-week period is available.

2016-2017

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