Family Leave

1. Notify Your Supervisor and Human Resources

As soon as the need for medical leave is known, the employee should:

• Notify their immediate supervisor of the anticipated absence, and

• Contact Kelly Eagan in Human Resources to request information about leave options and required documentation.

Early notice helps the District plan coverage and ensures the employee receives accurate guidance on available protections.

2. Submit a Medical Leave Request

Employees will be asked to complete a medical leave request form which may include:

• Anticipated start and end dates of the leave (if known)

• Whether the leave is continuous or intermittent

3. Provide Medical Certification

A medical certification completed by a licensed healthcare provider is typically required. This certification:

• Confirms the need for medical leave

• Verifies the expected duration and any work limitations

• Does not require disclosure of diagnosis details

4. Coordinate Use of Available Paid Leave

Depending on bargaining unit agreements and eligibility, employees may be required or allowed to use:

• Sick leave

• Extended sick leave / differential pay

• Vacation or personal leave (if applicable)

HR will explain how paid and unpaid leave will run concurrently with protected leave.

5. Receive Written Confirmation from HR

Once documentation is reviewed, HR will issue a written notice via the Leave Request form confirming:

• Approval status of the leave

• Applicable leave laws and job-protection status

• Expectations during leave (updates, benefits, return-to-work requirements)

6. Stay in Communication During Leave

Employees are expected to:

• Notify HR of any changes to return dates

• Provide updated medical documentation if extensions are needed

• Respond to reasonable check-ins regarding benefits or return-to-work planning

7. Return-to-Work Clearance

Before returning, employees may be required to submit a fitness-for-duty or return-to-work certification, particularly if:

• The leave was for the employee’s own medical condition

• Work restrictions or accommodations are needed

HR will coordinate the return with the supervisor and discuss any required accommodations.

If you think you might need to request a leave of absence, please Kelly Eagan in Human Resources. 

We will schedule a consultation with you to examine your eligibility and help you apply for and schedule the appropriate leave for your situation.

Eligibility for longer term leave is limited to only certain circumstances which are defined in the language of the two laws under which WCSD employees have leave rights: The FEDERAL Family Medical Leave Act (FMLA) 

Under the Family Medical Leave Act (FMLA), if you have more than 12 months of service with WCSD and have worked at least 1,250 hours in the 12 month period before the date you want to begin your unpaid, job-protected leave for specified family and medical reasons such as;

• Employee’s own illness

• Illness of a spouse, parent or child

• Pregnancy Disability Leave and recovery from birth

• Military Leave

The California Family Rights Act (CFRA)

Under the California Family Rights Act (CFRA) if you have more than 12 months of service with WCSD before the date you want to begin your leave, you may have a right to take unpaid, job-protected leave (CFRA leave). This leave may be up to 12 workweeks in a 12-month period for the birth, adoption, or foster care placement of your child. CFRA also protects your right to care for a sibling, grandparent, grandchild and parent in laws with serious health conditions.