Kent City Community Schools
Administrative Guidelines
 

1630.01A - FAMILY LEAVE

The following guidelines are the appropriate portions of Section 104 of the Family and Medical Leave Act.

A district and a private elementary or secondary school shall not be in violation of the Individuals with Disabilities Education Act (20 U.S.C. 1400 et. seq.), Section 504 of the Rehabilitation Act of 1973 (29 U.S.C. 794), or title VI of the Civil Rights Act of 1964 (42 U.S.C. 2000d et seq.), solely as a result of an eligible employee of such district exercising the rights of such employee under this title.

 

(b)

INTERMITTENT LEAVE OR LEAVE ON A REDUCED SCHEDULE FOR INSTRUCTIONAL EMPLOYEES

 
 

(1)

IN GENERAL - Subject to paragraph (2), in any case in which an eligible employee employed principally in an instructional capacity by any such district requests leave under subparagraph (C) and (D) of Policy 1630.01 that is foreseeable based on planned medical treatment and the employee would be on leave for greater than twenty percent (20%) of the total number of working days in the period during which the leave would extend, the district may require that such employee elect either --

 
 

(A)

to take leave for periods of a particular duration, not to exceed the duration of the planned medical treatment; or

 
 

(B)

to transfer temporarily to an available alternative position offered by the employer for which the employee is qualified, and that--

 
 

(i)

has equivalent pay and benefits; and

 
 

(ii)

better accommodates recurring periods of leave than the regular employment position of the employee.

 

(2)

APPLICATION - The elections described in subparagraphs (A) and (B) of paragraph (1) shall apply only with respect to an eligible employee who complies with Policy 1630.01.

 
 

(c)

RULES APPLICABLE TO PERIODS NEAR THE CONCLUSION OF AN ACADEMIC TERM

 
 

The following rules shall apply with respect to periods of leave near the conclusion of an academic term in the case of any eligible employee employed principally in an instructional capacity by any such district:

 
 

(1)

LEAVE MORE THAN FIVE (5) WEEKS PRIOR TO END OF TERM

 
 

If the eligible employee begins leave under Policy 1630.01 more than five (5) weeks prior to the end of the academic term, the district may require the employee to continue taking leave until the end of such term, if --

 
 

(A)

the leave is of at least three (3) weeks duration; and

 
 

(B)

the return to employment would occur during the three  (3) week period before the end of such term.

 
 

(2)

LEAVE LESS THAN FIVE (5) WEEKS PRIOR TO END OF TERM

 
 

If the eligible employee begins leave under subparagraph (A), (B), or (C) of Policy 1630.01 during the period that commences five (5) weeks prior to the end of the academic term, the district may require the employee to continue taking leave until the end of such term, if --

 
 

(A)

the leave is of greater than two (2) weeks duration; and

 
 

(B)

the return to employment would occur during the two (2) week period before the end of such term.

 

(3)

LEAVE LESS THAN THREE (3) WEEKS PRIOR TO END OF TERM

 
 

If the eligible employee begins leave under subparagraph (A), (B), or (C) of Policy 1630.01 during the period that commences three (3) weeks prior to the end of the academic term and the duration of the leave is greater than five (5) working days, the district may require the employee to continue to take leave until the end of such term.

 
 

(d)

RESTORATION TO EQUIVALENT EMPLOYMENT POSITION

 
 

For purposes of determinations under section 104(a)(1)(B) (relating to the restoration of an eligible employee to an equivalent position), in the case of a district or a private elementary or secondary school, such determination shall be made on the basis of established school board policies and practices, private school policies and practices, and collective bargaining agreements.

 
 

(e)

REDUCTION OF THE AMOUNT OF LIABILITY

   
 

If a district or a private elementary or secondary school that has violated this title proves to the satisfaction of the court that the district or department had reasonable grounds for believing that the underlying act or omission was not a violation of this title, such court may, in the discretion of the court, reduce the amount of the liability provided for under section 107(a)(1)(A) to the amount and interest determined under clauses (i) and (ii), respectively, of such section.

If an instructional staff member requests to return to teaching before the end of an academic semester, but the District requires the teacher to remain on leave until the next academic semester, that additional leave time will not count against the staff member's twelve (12) week FMLA allotment.