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DISCRETIONARY LEAVE
DISCRETIONARY LEAVE
OVERVIEW
OVERVIEW
Discretionary leave is a leave of absence that may be requested by an employee for up to one year for illness, family demands, or other personal reasons. To be eligible, employees must have completed at least three consecutive successful years of employment, without a break in service, in the division. Employees on a performance improvement plan are not eligible for discretionary leave.
PROCEDURE & BEST PRACTICES
PROCEDURE & BEST PRACTICES
To apply for discretionary leave, employees must submit a letter of request, providing sufficient information substantiating the need for the leave, to HR.
Employees intending to return from discretionary leave must notify HR, in writing, of the intent to return no later than February 1 of the school year preceding the year of the return.
Employees returning from discretionary leave will not be guaranteed their former position, but will be placed in a vacancy for which they are licensed and/or qualified.
POLICY & LEGAL REFERENCES
POLICY & LEGAL REFERENCES
P4-08-018 - Discretionary Leave
P4-08-018-R - Guidelines For The Use Of Discretionary Leave
HR CONTACT
HR CONTACT
Andrew Mey, HR Specialist - High Schools
Amanda Fiel, HR Specialist - Middle Schools
Courtney Via, HR Specialist - Elementary Schools
Seza Aldrich, HR Specialist - Elementary Schools
Emily Massey, HR Specialist - Exceptional Education & Support Services
Angel Robinson, HR Specialist - Transportation, School Nutrition Services, SSOs, Technology
Wendy Reyes, HR Specialist - Facilities, Clerical, Alternative Ed Technicians
FMLA
FMLA
OVERVIEW
OVERVIEW
The Family & Medical Leave Act (FMLA) is a federal employment law which provides job protection to employees in the form of leave for medically related reasons to care for themselves or a qualifying family member.
PROCEDURE & BEST PRACTICES
PROCEDURE & BEST PRACTICES
An employee needing to take leave under the Family and Medica Leave Act should communicate with their supervisor concerning the need.
The supervisor will provide an FMLA Packet to the employee.
The employee must complete the information included in the packet and forward the appropriate documentation to HR.
HR will review the FMLA request and notify the employee and supervisor of leave approval/denial.
POLICY & LEGAL REFERENCES
POLICY & LEGAL REFERENCES
P4-08-016 - Family and Medical Leave
P4-08-016-R - Regulation Pertaining to Family and Medical Leave
P4-08-017-R - Regulation - Catastrophic Sick Leave
US Department of Labor - Family & Medical Leave Act
HELPFUL LINKS
HELPFUL LINKS
FMLA Employee Certification Form
FMLA Family Member Certification Form
HR CONTACT
HR CONTACT
Shannon Nappi, HR Specialist - ADA/FMLA & Leave Administration
MILITARY LEAVE
MILITARY LEAVE
OVERVIEW
OVERVIEW
Employees who are members of the state or federal military reserves are entitled to leaves of absence on days during which they are engaged in federally funded military duty. This includes training duty, or when called forth by the Governor in cases of state or national emergency.
PROCEDURE & BEST PRACTICES
PROCEDURE & BEST PRACTICES
An employee must notify their supervisor immediately upon receipt of official notice to report for duty, and make a request for military leave to HR.
A copy of the official orders must accompany the leave request.
HR will notify the employee upon approval of the leave request.
POLICY & LEGAL REFERENCES
POLICY & LEGAL REFERENCES
P4-08-003 - Military Leave & Benefits
USERRA - Uniformed Services Employment & Reemployment Rights Act
HR CONTACT
HR CONTACT
Andrew Mey, HR Specialist - High Schools
Amanda Fiel, HR Specialist - Middle Schools
Courtney Via, HR Specialist - Elementary Schools
Seza Aldrich, HR Specialist - Elementary Schools
Emily Massey, HR Specialist - Exceptional Education & Support Services
Angel Robinson, HR Specialist - Transportation, School Nutrition Services, SSOs, Technology
Wendy Reyes, HR Specialist - Facilities, Clerical, Alternative Ed Technicians
PARENTAL LEAVE
PARENTAL LEAVE
OVERVIEW
OVERVIEW
The Henrico County School Board recognizes the need for employees to balance family and work. In order to support the health and well-being of our employees, the School Board offers up to eight weeks of job-protected, paid parental leave to full-time and permanent part-time employees. This leave is to care for and bond with a newborn, newly adopted child, or a child placed into foster care with an employee.
PROCEDURE & BEST PRACTICES
PROCEDURE & BEST PRACTICES
POLICY & LEGAL REFERENCES
POLICY & LEGAL REFERENCES
P4-08-020 - Policy - Paid Parental Leave
P4-08-020-R - Regulation - Paid Parental Leave
HR CONTACT
HR CONTACT
Shannon Nappi, HR Specialist - ADA/FMLA & Leave Administration
PERSONAL LEAVE
PERSONAL LEAVE
OVERVIEW
OVERVIEW
Personal leave is intended to benefit employees in instances not covered by any other leave program.
PROCEDURE & BEST PRACTICES
PROCEDURE & BEST PRACTICES
Arrangements for personal leave should be made directly with the principal or supervisor at least three days in advance of the proposed absence.
Personal leave may be used in full-day or half-day units with the exception of Fridays when full-day use only shall be applicable.
POLICY & LEGAL REFERENCES
POLICY & LEGAL REFERENCES
P4-08-009 - Personal/Emergency
HR CONTACT
HR CONTACT
Andrew Mey, HR Specialist - High Schools
Amanda Fiel, HR Specialist - Middle Schools
Courtney Via, HR Specialist - Elementary Schools
Seza Aldrich, HR Specialist - Elementary Schools
Emily Massey, HR Specialist - Exceptional Education & Support Services
Angel Robinson, HR Specialist - Transportation, School Nutrition Services, SSOs, Technology
Wendy Reyes, HR Specialist - Facilities, Clerical, Alternative Ed Technicians
SICK LEAVE
SICK LEAVE
OVERVIEW
OVERVIEW
Sick leave may be used for an employee's personal illness and medical and dental appointments. Sick leave may also be used for illness of a member of an employee's immediate family in conjuction with Family and Medical Leave (FMLA).
PROCEDURE & BEST PRACTICES
PROCEDURE & BEST PRACTICES
Employees must submit all requests for sick leave to their immediate supervisor.
The supervisor may ask for a doctor's certification.
If there are concerning patterns of absence or attendance, the supervisor should contact the appropriate HR Specialist for guidance.
POLICY & LEGAL REFERENCES
POLICY & LEGAL REFERENCES
P4-08-001 - Sick Leave
R4-06-004 - Guidelines for Extended Absence due to Medical Condition
HR CONTACT
HR CONTACT
Shannon Nappi, HR Specialist - ADA/FMLA & Leave Administration
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