Twin Rivers - Medical Leaves and Accommodations

Medical Leaves and Accommodations

Leave Types

PREGNACY DISABILITY LEAVE (PDL)

PDL is a California law granting leave to employees disabled by pregnancy, childbirth, or a related medical condition as determined by a healthcare provider. The length of PDL is determined by your attending physician, usually 6 weeks after the birth of the baby. Complications or Cesarean deliveries may necessitate longer leaves. Employees need not meet any eligibility criteria. Employees receive pay using their own sick leave, extended sick leave, or vacation, if applicable. PDL and FMLA run concurrently, not consecutively.

FAMILY AND MEDICAL LEAVE ACT (FMLA)

FMLA is a federal law. Eligible employees may take up to a total of 12 workweeks of continuous or intermittent leave during any 12-month period. FMLA may be used to take leave for the serious health condition of the employee, child, parent, or spouse. Leave may be taken for up to 26 workweeks when used to care for a family member who is a military servicemember/veteran and has suffered a serious illness or injury in the line of active duty.

FMLA is available to employees with at least 12 months of employment with Twin Rivers and have worked at least 1,250 hours in the 12-month period immediately preceding commencement of leave.

Employees receive pay using their own sick leave, extended sick leave, or vacation, if applicable. Extended Sick Leave does not pay for leave taken to care for a family member.

NOTE: Employees who do not qualify for FMLA, may still take a medical leave of absence.

CALIFORNIA FAMILY RIGHTS ACT (CFRA) MEDICAL LEAVE

CFRA medical leave is a California law that mirrors FMLA, but includes leave to care for a child of any age, spouse, domestic partner, parent, sibling, parent-in-law, grandparent, or grandchild with a serious health condition.

CFRA is available to employees with at least 12 months of employment with Twin Rivers and have worked at least 1,250 hours in the 12-month period immediately preceding commencement of leave.

Employees receive pay using their own sick leave, extended sick leave, or vacation, if applicable. Extended Sick Leave does not pay for leave taken to care for a family member.

NOTE: Employees who do not qualify for CFRA, may still take a medical leave of absence.

CALIFORNIA FAMILY RIGHTS ACT (CFRA) PARENTAL LEAVE

CFRA Parental Leave grants up to 12 workweeks of child-bonding leave. Leave must conclude by the child’s first birthday or the first anniversary of the placement for adoption or foster care. Leave must be taken in blocks of at least two weeks duration, except on two occasions, unless your supervisor agrees to a different schedule.

CFRA is available to employees with at least 12 months of employment with Twin Rivers with no minimum hours worked.

Employees receive pay using their own sick leave, extended sick leave, or vacation, if applicable.

MEDICAL LEAVE OF ABSENCE

Medical leave of absence is the term used for employees who do not qualify for or have exhausted PDL, FMLA, and/or CFRA leaves. Medical leave may be taken for the employee, or an immediate family as defined in the applicable collective bargaining agreement. The length of a medical leave of absence is determined by a healthcare provider and the availability of an employee’s paid or unpaid leave.

Employees receive pay using their own sick leave, extended sick leave, or vacation, if applicable. Extended Sick Leave does not pay for leave taken to care for a family member.

Requesting Leave

Communicate your need for leave to your immediate supervisor.
Submit your leave request to LeaveXpert at www.leavexpert.com/selfservice if you already have an account with LeaveXpert and know the dates of your leave. If you don't have an account with LeaveXpert, click here for instructions on how to set up your LeaveXpert account.
or
Submit an email to disability@trusd.net if you have questions or need additional information regarding a leave.
Submit medical certification: a medical note or Healthcare Certification Form (see Medical Certification tab).
Complete an Employee Affidavit of Relationship Form if leave is for a family member.
Record your absence in Red Rover using “illness” as the absence reason.
Provide updated medical certification whenever there are changes to the dates of your leave.
Provide a return to work medical clearance prior to returning to work.

Medical Certification

Medical certification should be submitted within 15 days of your request for leave. Acceptable certification may be a note or form completed by a healthcare provider.

Medical Note
Must include: letterhead, date written, name of professional providing treatment, beginning/ending dates of leave, or dates and restrictions for modified duty. (Medical conditions or diagnosis should not be included.)

Certification From Healthcare Provider Form
To be completed by a healthcare provider. We will accept the form used by your provider or one of the following:

Paid Leave Options

Leaves of absence may be at full pay, partial pay, or unpaid. Employees receiving paid leave must use their own sick leave, extended sick leave, or vacation, if applicable.

If you have exhausted your sick leave, you may use Extended Sick Leave for your own illness.

Extended Sick Leave pays at 50% of your regular pay for Classified employees for up to 100 days per school year.
Extended Sick Leave pays at the substitute differential rate for Certificated employees for up to 100 days per illness or injury.
Extended Sick Leave does not pay for leave taken to care for a family member.

Employees who are part of a collective bargaining agreement may contact their union representative regarding Catastrophic Leave.

Contact your disability carrier if you have purchased a supplemental disability policy with:

AFLAC - (877) 442-3522
American Fidelity Assurance - (800) 662-1113
Standard - (800) 522-0406

NOTE: Twin Rivers employees do not pay into State Disability Insurance (SDI), and may not qualify for Paid Family Leave (PFL) through EDD.

Return to Work

Before returning to work, please provide a release to return to work note from the doctor if the leave is for your own health condition. You may return with or without modified duty restrictions. When returning from a leave as a caregiver for a family member, please provide a 2-day notice to Human Resources and your supervisor.

Accommodations

In accordance with federal and state requirements, employees may submit a request for reasonable accommodation(s) to perform essential functions of their job by submitting a note with medical restrictions from their doctor. Once received, a member of the Disability Management team will contact the employee to begin the Interactive Process to determine if a reasonable accommodation(s) can be provided.

Workers' Compensation

Employees who are injured while working must immediately report the incident to their supervisor, and then to Schools Insurance Authority (SIA) at 1-877-742-3467. Leave may be needed if placed off work by their treating workers’ compensation physician or to attend medical appointments related to their claim. It is the employee’s responsibility to enter these absences in Red Rover as “illness”.

Medical certification is required for all absences. Employees must request a work status report for each appointment attended, and send a copy to disability@trusd.net. Employees may have their sick leave credited back using Industrial Accident Leave, if the claim is approved by SIA. Absences without medical certification from a workers’ compensation medical provider will not receive a credit.

Employee Instructions When Injured On The Job