CABFA-AP: Extended Leave: Health Restoration Leave for Administrative Staff

An administrator may apply for unpaid health restoration leave when the employee has used applicable paid and Family Medical Leave Act (FMLA) leave (for those employees FMLA eligible). Leaves under this policy may be granted for a period of time consistent with the medical doctor's statement but not to exceed twelve (12) months less all paid and FMLA leave used.

BENEFITS

During the period of illness, the district portion of employment benefits (medical, dental, vision, and long-term disability insurance) will continue until all sick leave has been used or 60 workdays have passed (whichever is longer). When making this calculation, the district shall use the date of the illness/disability onset as the start date. The onset date shall be certified by a healthcare provider of the employee’s or district’s choice. After this period, the professional staff member will be offered dental, vision and health insurance benefits through COBRA at their expense. The district shall pay group term life insurance benefits until the waiver of premium eligibility period.

EXTENSION

The administration may, upon an employee’s request and with proper medical certification, extend health restoration leave for period of time not to exceed one (1) year. Such extension, if granted, shall be upon the same conditions as the original leave.

RETURN TO DUTY

At the conclusion of the leave of absence, a statement must be submitted from a healthcare provider showing that the health of the administrator concerned is such that they are able to return to their position with reasonable accommodations, if applicable.

Provided that written notice of intent to return is submitted, administrators on extended healthcare leave will be assured of a position in the school system at the conclusion of the leave, but reassignment to the same school or administrative area is not guaranteed. Administrative staff granted health restoration leave are still subject to the reduction-in-force policy. Failure to submit the written notice of intent to return in accordance with regulations shall be deemed to be a voluntary resignation and waiver of the right to re-employment.

Adopted: 05/08/79

Reviewed:

Revised: 04/22/85, 03/13/89

12/14/92, 04/10/95

06/29/98, 10/26/98

09/14/09, 02/02/16