Maternity

Applying for Maternity Leave

LEAVE REQUEST CONTACTS

  • Aranka Holmes – Coordinator for Public Records, Workers' Comp, Employee Accomodations – Processes initial leave request
    [email protected]
    253-583-5083
  • Cherie Broeker – Payroll Specialist, Lead – Processes leave relating to pay/benefits
    [email protected]
    253-583-5124

WHAT ARE EMPLOYEE LEAVE RIGHTS?

  • FMLA – Family & Medical Leave Act – Federal Rights

    The Family & Medical Leave Act (FMLA) provides eligible employees up to 12 workweeks of unpaid leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave. Employees are also entitled to return to their same or an equivalent job at the end of their FMLA leave.

    In order to be eligible to take leave under the FMLA, an employee must:

    • Work for a covered employer;
    • Have worked 1,250 hours during the 12 months prior to the start of leave (Paid leave and unpaid leave, including FMLA leave, are not included); and
    • Have worked for the employer for 12 months.

    FMLA leave can be paid leave or unpaid leave. In either case, the District will continue its contribution for employee’s benefits for up to 12 weeks. If employee already pays part of own premiums through payroll deduction, employee’s share of the monthly premiums will have to continue as well. If employee’s leave is paid, this will be deducted from employee’s paycheck. Employee will receive a letter with payment instructions. After 12 weeks, employee’s benefits could continue through COBRA. Information will be mailed to employee when he/she becomes eligible for COBRA, and then employee can make elections and pay premiums directly to COBRA.

  • Washington Paid Family & Medical Leave (administered through the Employment Security Department) is for times when something major keeps an employee away from work. Paid sick days can be used for less serious or short-term health conditions that keep employee from working, typically for less than a week.

    With Washington Paid Family & Medical Leave (administered through the Employment Security Department), unless employee welcomed a new child into his/her family, there is a “waiting week” before employee can begin receiving benefit payment. The “waiting week” is the first week an employee is approved to file a weekly claim and employee will not be paid for that week (this does not apply to leave to bond with a new child). Claim weeks always start on Sunday and end the following Saturday. If employee’s qualifying event occurs after Sunday in the first week employee needs to take leave, the waiting week may be less than a week. During this time, employee may use paid time off from employer, including paid vacation or sick days, without impact on Paid Family & Medical Leave benefits. If the first week of paid family or medical leave happens before employee receives the approval letter and are able to begin filing weekly claims, that first week still counts as employee’s waiting week.

IS WASHINGTON PAID FAMILY & MEDICAL LEAVE THE SAME AS FMLA?

These programs are different. See attached comparison table

The Family & Medical Leave Act (FMLA) is a federal law that allows some employees to take unpaid leave for family and medical reasons. It only applies to people who work for businesses with 50 or more employees.

Paid Family & Medical Leave (administered through the Employment Security Department) is a new state insurance program in Washington that provides paid leave for people when they need to care for themselves or a family member after childbirth or a serious illness or injury, or for certain military-connected events. It applies to just about every business and employee in Washington.

  • Maternity Leave - The Pregnancy Disability period is job protected leave, regardless of whether the leave is paid or unpaid and regardless of whether or not employee is FMLA qualified or not. Clover Park School District does not provide paid leave for Maternity Leave beyond employee’s own accrued paid leave. Pregnancy Disability Leave is generally 6 to 8 weeks post-delivery. However, the actual disability period is defined by employee’s doctor and could include a bed rest pre-delivery period or a longer post delivery period if there are serious birth complications. During the Pregnancy Disability period, employee may use any available sick or personal/vacation leave accrued to cover her absences. The Pregnancy Disability period is counted in weeks, and nonwork days do The Pregnancy Disability period is defined by employee’s doctor as the period of time it will take to recover (heal) from delivery (and/or a period of time prior to delivery for bed rest) and that healing/recovery period is not extended because of holidays or school breaks (including summer breaks) .

WHAT IF EMPLOYEE NEEDS MORE TIME WITH BABY?

Bonding Leave - This provides time during the 12 months following birth (or placement by adoption) to care for employee’s new child. This leave is continuous and unpaid.

HOW MUCH NOTICE MUST AN EMPLOYEE GIVE TO THE EMPLOYER BEFORE TAKING LEAVING FOR THE BIRTH AND PLACEMENT OF A CHILD?

If birth or placement is foreseeable, an employee must give at least 30 days’ notice to an employer to take leave for the birth or placement of a child. However, if the birth or placement requires leave to begin in less than 30 days, an employee must provide notice as soon as possible.

WHEN SHOULD AN EMPLOYEE APPLY FOR A LEAVE OF ABSENCE?

  • The Payroll/Benefits team requests that an employee submit an Employee Leave Request Form 30 days prior to requested leave if employee will be off of work for more than 5 days, whether employee has paid leave or not.

HOW DOES AN EMPLOYEE APPLY FOR A MATERNITY LEAVE?

WHAT HAPPENS TO EMPLOYEE BENEFITS WHILE ON LEAVE?

The District contribution toward to the cost of the employee benefits will continue as long as the employee either is in a paid status, or as long as the employee’s leave is qualified as FMLA. Employee will be responsible for paying any premium that exceeds the District contribution for employee’s benefits. Premium is due on the first day of each month, and if employee’s paycheck is not sufficient to cover the cost or if employee is on an unpaid leave, employee must pay this premium via check directly to Payroll. Make check payable to HCA for the exact amount.

WHAT HAPPENS IF EMPLOYEE DOES NOT HAVE ANY SICK LEAVE, PERSONAL LEAVE OR VACATION LEAVE?

  • Long Disability Salary Replacement Insurance - Employees who are covered by District benefits are also covered by Long Term Disability Salary Replacement Insurance. If an employee’s health leave will extend beyond 90 calendar days, contact Benefits at 253-583-5124 for information on how to apply for Long Term Disability Salary Replacement Insurance. Employee can apply for this benefit through “SEBB My Account” online.
  • For information on Washington Paid Family & Medical Leave, select here.

WHAT ABOUT EMPLOYEE’S JOB; HOW LONG IS MY POSITION PROTECTED?

  • An employee’s right to return to his/her position (or similar) is protected for the period of time covered by FMLA.

HOW CAN EMPLOYEE APPLY FOR AND RECEIVE SHARED/DONATED LEAVE FROM CO-WORKERS?

  • Shared Leave If an employee is disabled because of a pregnancy-related medical condition or miscarriage, employee can request shared leave donations from co-workers, submit request form to the Payroll/Benefits team. Complete the Request for Shared Leave Form in order for the request to be considered for approval. If approved, the District will put employee’s leave share request in the Newsbrief.