Employees should notify their supervisor immediately of any possibility of an absence that would affect their employment and/or personal paid leave.  These possibilities include short and long-term illnesses, hospitalization, dependent or family illness, adoption of a child, to care for an employee’s newborn child after birth, developmental leave and sabbatical leave.

Upon notification to the supervisor, the employee and/or supervisor should notify their location Human Resources office of the impacting leave.  A discussion should occur where the employee presents all issues of their pending absence including the beginning date of the leave and the approximate ending date of leave.

All discussions between Human Resources or District Human Resources and the employee are confidential and will only be discussed with the employee, the employee’s supervisor, and if appropriate, the second level supervisor, insurance carriers and retirement agencies.

The employee should notify the location Human Resources offices immediately if:

When an employee returns to work, the supervisor and the Human Resources office should be notified prior to their return.  The employee must provide any required documentation upon the first day of their return to the supervisor and location Human Resources office.

The Human Resources office will ensure the integration of leave and benefits by:

The Human Resources office will be responsive to employee’s leave request by:

If the employee does not return to work because they are not “fit for duty” due to disability and/or voluntary or involuntary termination, the location Human Resources will: