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Personal Medical Leave without Pay: The Director may grant a medical leave of absence without pay to an employee who, because of a serious health condition, is unable to perform the functions of his or her job.
- An employee must exhaust all available sick leave, including available leave from the sick leave bank, before taking leave without pay.
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Licensure:
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The Director may require a licensure from the employee's health care provider, stating:
- The date on which the health condition began,
- The probable duration of the condition,
- The appropriate medical facts within the health care provider's knowledge regarding the condition,
- A statement that the employee is unable to perform specific fuctions.
- If the Director has reason to doubt the validity of the licensure provided by the employee's health care provider, he or she may require, at the School Committee's expense, a second opinion. The employee must obtain the opinion of the Director's designated health care provider concerning the information in b., above. The health care provider giving the second opinion may not be a person regularly employed by the School Committee.
- If the second opinion conflicts with the first, the Director may require, at the School Committee's expense, a third opinion. The health care provider shall provide a report concerning the information in b., above. The provider shall be final and binding on the School Committee and the employee.
- The Director may require an employee on medical leave without pay to provide relic ensures at reasonable intervals.
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If the necessity for leave is foreseeable based on planned medical treatment, the employee:
- Shall make a reasonable effort to schedule the treatment so as not to disrupt unduly the operations of the School System, subject to the approval of the employee's health care provider.
- Shall give the employee's supervisor at least 30 days' notice, before the date the leave is to begin, of the employee's intention to take personal medical leave without pay, except that if the date of treatment requires the leave to begin in less than thirty days, the employee shall provide such notice as practicable.
- Failure to provide notice as mandated by c. above shall result in the denial of leave until the required notice period has passed.
- The employee may take intermittent leave or take leave on a reduced leave schedule when medically necessary.
- Before the employee may resume work, the employee must present his or her supervisor with written licensure from the employee's health care provider that the employee is able to resume work.
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Family Medical Leave without Pay: The Director may grant a medical leave of absence without pay to an employee who needs the time off to care for the employee's spouse, child or parent, if the spouse, child or parent has a serious health condition.
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Licensure:
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The Director may require a licensure from the health care provider for the spouse, child, or parent, as the case may be, stating:
- The date on which the health condition began,
- The probable duration of the condition,
- The appropriate medical facts within the health care provider's knowledge regarding the condition,
- A statement that the employee is needed to care for the spouse, child, or parents, as the case may be, and an estimate of the amount of time that such employee is needed to care for the spouse, child, or parent.
- If the Director has reason to doubt the validity of the licensure provided by the employee's health care provider, he or she may require, at the School Committee’s expense, a second opinion. The employee must obtain the opinion of the Director's designated health care provider concerning the information in b., above. The health care provider giving the second opinion may not be a person regularly employed by the School Committee.
- If the second opinion conflicts with the first, the Director may require, at the School Committee’s expense, a third opinion. The health care provider shall provide a report concerning the information in b., above. The provider shall be final and binding on the School Committee and the employee.
- The Director may require an employee on medical leave without pay to provide relic ensures at reasonable intervals.
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If the necessity for leave is foreseeable based on planned medical treatment, the employee:
- Shall make a reasonable effort to schedule the treatments so as not to disrupt unduly the operations of the School System, subject to the approval of the health care provider for the spouse, child, or parent of the employee, as the case may be, and
- Shall give the employee's supervisor at least 30 days notice, before the date the leave is to begin, of the employee's intention to take family medical leave without pay, except that if the date of the treatment requires the leave to begin in less than thirty days, the employee shall provide such notice as practicable.
- Failure to provide notice as mandated by b. above shall result in the denial of leave until the required notice period has passed.
- The employee may take intermittent leave or take leave on a reduced leave schedule when medically necessary.
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Parental Leave without Pay: An employee may take parental leave without pay within one year of the birth of the child in order to care for that child. An employee may take parental leave without pay within one year of the placement of a child with the employee for adoption or foster care.
- When the need for parental leave without pay is foreseeable based on expected birth or placement, the employee shall give his or her supervisor at least 30 days' notice before the date the leave is to begin. If the date of the birth or replacement requires leave to begin in less than thirty days, the employee shall provide such notice as is practicable.
- Failure to provide notice as mandated by a. above shall result in the denial of leave until the required notice period has passed.
- An employee taking parental leave without pay may not take intermittent leave or work on a reduced leave schedule without the express consent of the Director in writing.