Maternity/Family Leave Overview
Maternity leave and Utilization of Accrued Sick Leave:
for maternity leave should be filed as soon as possible. Female
employees shall be entitled to utilize a maximum of twenty (20) accrued
sick days in connection with absence due to pregnancy immediately prior to childbirth and shall further be entitled to use a maximum of twenty (20) sick days for absence due to childbirth immediately
following same. All payments are calculated1/200th based on a
twenty-day month. Employees must have sick days accrued in order to be
paid. A non-tenured teacher shall only be entitled to a leave up to the
expiration of her contract.
leave may be extended for unanticipated disability related to
childbirth. An extension of disability leave is subject to a
physician’s certificate and review.
sick leave days are subtracted from an employee’s balance only when
employees are out on days which teachers are required to work. For
example, if an employee is on leave September 1 and school begins
September 4, paid sick leave is not taken for September 1, 2 and 3.
to utilize accrued sick beyond the presumptive period of disability (20
days before, 20 days after) leave as set forth above shall be subject
to the right of the Board of Education to require certification from the
employee’s physician that in his or her opinion such leave is required
for reasons of health. In the event the Board disagrees with the
employee’s physician’s report, it shall have the right to have a Board
physician examine the employee and report his or her opinion concerning
the entitlement to leave. If a dispute arises between the report of the
employee’s physician and the report of the Board’s physician, the
opinion of a third physician mutually agreeable to the other two may be
if the calculations for the due date are different from the actual
birth, adjustments will be made to account for the discrepancy. Since
the maximum allowed application of sick days prior to the birth is
twenty (20), and because that date can only be estimated, if the
employee is paid for more than the twenty (20) days, there will be a per
diem pay deduction for each day absent beyond 20. The employee is
still entitled to apply 20 sick days to the paid leave following the
birth. Days may not be transferred back and forth between the time
prior to and following the birth. These sick days will not be counted
as part of your family leave entitlement of twelve weeks.
The entitlement to utilize sick leave days for maternity purposes shall be exclusive and limited as outlined above.
Disability Certification Report
receipt of the application for maternity leave of absence, the Office
of Human Resources will provide you with a Disability Certification
Report that you must sign. We will then submit the form to your
attending physician to verify the period of disability and return to
Family Leave Option
district will comply with all relevant statutes covering family leave.
The family leave entitlement is twelve calendar weeks and is calculated
separate from your disability leave. During that time, you are entitled
to continue existing health benefits, through the Board, provided you
pay the required employee portion for dependent coverage. At the end of
the twelve week family leave, you will be given the option to continue
health benefits through COBRA at your own expense.
- Should an
employee be discharged or resign during or after the family leave
(unless said failure to return is due to the continuation, recurrence,
or onset of a serious health condition that would entitle the employee
to leave), she shall be responsible for reimbursing the district for the
cost of health benefits provided during the period of family leave
counting the twelve calendar weeks, the days are counted up to the end
of the contract date (June 30) and begin again at the commencement of
the contract year (September 1). Hence, the days in July and August are
not counted as part of your twelve weeks of family leave. This again
assumes return to the district at some mutually agreed upon date.
Health Coverage for Dependents
is your obligation to notify the business office immediately in the
event you desire a change from single coverage to family coverage. If
you have single dental coverage, you must contact the business office to
complete an application to add dependents.
Return from Leave Obligation
you were not enrolled in the district’s health and / or dental plan or
were enrolled via COBRA, you must contact Brian Bulger (973-664-2297) to
complete a new enrollment form.
Child Rearing Leave
may apply for a child rearing leave without pay in the case of birth or
placement of a child for adoption. Approval for a child rearing leave
may be made to become effective immediately upon the end of the
should be submitted in writing to the Superintendent through the
employee’s supervisor. Requests should be submitted as early as
possible. Requests should identify an effective date and return date.
For non-tenured teachers, a child rearing leave will be granted up until the expiration of said teacher’s contract.
employees shall be granted child care leave without pay for the
remainder of the contract year in which the birth occurs, or in the case
of adoption, de facto custody is obtained, or sooner if necessary to
fulfill requirements of the adoption.
- Tenured employees shall
be granted child care leave without pay for the full academic year
immediately following the year of the birth of adoption of the
employee’s child provided the employee gives written notice to the board
of the request prior to April 15 of the year of the birth or adoption,
or within 30 days of the birth or adoption if it occurs after April
- In order to promote continuity of instruction, return
from child rearing leave should be scheduled at the start of a new
school year or the beginning of the second semester.
rearing leaves as provided for in paragraphs 1 and 2 are included within
the rights provided by the New Jersey and Federal Family leave Acts and
may not be used to extend the time allowed.