Maternity Leave FAQ's
Q. Once I establish my return to work date, can that be extended?

A. We ask that you provide a solid return to work date just before starting your maternity leave. We understand that things may change while out on your leave, but an anticipated date for your return is helpful, so we may plan coverage in your absence. If at the time of your request to extend leave, you still have available FMLA or FLA days, we can extend your leave with notification to the Human Resources Leave and Accommodations Coordinator. Any extensions above and beyond the FMLA and FLA would require further HR review and approval. 

Q. When will I know if my paycheck stops or changes?

A. In general you can estimate a stop in pay, by calculating your available sick leave and the end of your anticipated Maternity/Parental Leave. We encourage employees to review their collective bargaining agreements for questions regarding the use of sick leave. Any adjustments or stop in pay will be sent to you in email, by your regional Generalist team. All notification of changes in pay will be communicated prior to the payroll of adjustment. You may also refer to our pay information page for further information regarding estimations in pay change while on leave.     

Q. Am I required to pay for my medical benefits, if I won't be needing them during my leave?

A. No, you are not required to continue any of your medical benefits, if they are not needed. Your return to work after leave, is considered a qualifying event for re-instatement of coverage. Please contact the benefits office to communicate your intent to continue coverage or allow it to lapse until you return to work. 

Q. What is cost of sub?

A. Cost of sub is an optional 2 days of leave that will be added during your pregnancy disability leave. This will only be applied if you do not have enough sick leave to see you through the pregnancy disability time. The 2 days of cost of sub is 2 days at your per diem rate. This 2 days is in addition to any paid maternity days as documented in your collective bargaining agreement. If we apply the cost of sub, you will see 2 days of pay added to your current paycheck. On the next paycheck you will see a deduction for the cost of sub (at current sub rate) for 2 days. 

Q. Can I attend professional development days or other school training days, while I am out on my leave?

A. You should not attend training or any other work related duties while in your recovery time. If you would like to attend a required training or other school/work related function, while in the bond with baby time, you may do so. In general, we leave this decision up to the employee and their supervisor.

Q. Can I return to work sooner than I originally anticipated?

A. Yes, as long as you are outside of your documented disability time and have a clearance to return to work by your doctor, a return to work is at your discretion. Please notify your supervisor and the Human Resources Leave and Accommodations Coordinator with the change in your anticipated return.

Q. Can I save my sick leave or personal leave and take my leave unpaid? 


A. During the disability time, we require that you use sick leave. If you wish to utilize further Parental Leave options beyond the disability and do not have sufficient leave accrual to use, this time would be considered unpaid. 

Q. If my Spouse or Partner also works for the District, can he/she take time off under FMLA?

A. If both parents wish to take time off work for a Parental Leave, both employees would share 1 12-week or 60-day FMLA/FLA entitlement. Please refer to the parental leave section for further information regarding other Parental Leave options.