Leaves of Absence and Health Benefits Continuation

Employees who are approved for unpaid leaves of absence that qualify for continuation of health benefits under the Family and Medical Leave Act (FMLA) or the New Jersey Family Leave Act (NJFLA) are responsible for maintaining their share of health benefit contributions throughout the duration of the approved leave period. 

If an employee is eligible for both FMLA and NJFLA, both leaves will run concurrently with each others.

12-Month Period under the Family and Medical Leave Act

Eligible employees may utilize up to twelve (12) workweeks of leave under the Family and Medical Leave Act (FMLA) within a defined twelve-month period, or 'leave year,' for the following qualifying reasons: 

• the birth or placement of a child; 

• to care for a family member with a serious health condition; 

• to address the employee’s own serious health condition; or 

• for qualifying exigencies related to a family member’s covered military deployment.

The Paramus Public Schools apply a 'rolling' twelve-month period, measured backward from the date the employee used any FMLA leave, to determine FMLA eligibility and leave availability.

Continuation of Health Benefits

Employees who are on qualifying unpaid leave are required to make timely arrangements with the Human Resources Department to remit payment for their share of health insurance premiums. Failure to remit payment as directed may result in the suspension or termination of health benefits coverage during the leave period.

Employees are strongly encouraged to contact the Human Resources Department prior to the commencement of leave to obtain detailed instructions regarding the payment process and to ensure uninterrupted continuation of coverage.

Extended Leave Notification

Any leave of absence extending beyond ten (10) working days must be reported to the Office of Human Resources for further guidance, documentation requirements, and review of benefits eligibility.

Return to Work Documentation

Employees who are absent from work for more than three (3) consecutive workdays due to illness, injury, or medical treatment are required to submit a physician’s note upon returning to duty.

The documentation must clearly state:

• Whether the employee is medically cleared to return to work without restrictions.

• Any medical restrictions or limitations that may affect the performance of essential job duties.
  
  

Failure to submit the required medical documentation may delay the employee’s reinstatement or result in the need for a fitness-for-duty evaluation prior to resuming work responsibilities.

Use of Paid Leave During FMLA 

While on approved Family and Medical Leave Act (FMLA) leave, employees have the option to utilize any accrued sick time in accordance with District policies and applicable collective bargaining agreements. 

The use of accrued paid leave does not extend the duration of the FMLA leave entitlement. Employees are encouraged to consult with the Human Resources Department to coordinate the use of accrued time during their FMLA leave.

Securing a Substitute

In the event that an employee requires substitute coverage while absent, it is the responsibility of that employee to submit an absence notification and request a substitute through the the Absence Management System. This includes absences for illness, professional development, vacation, emergency, and personal days. Absences must be entered as far in advance as possible,  unless there is an emergency. The system will not accepts absence request less than 30 minutes before the start of a shift, so therefore the employee is required to notify their direct supervisor.