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Newton County Schools > Departments > Human Resources > Family Medical Leave Home About News Press Releases Scholars of the Week News on Infectious Diseases Administration Accountability Strategic Plan Budget SPLOST Test Reports AdvancED Accreditation Accolades School Improvement Plans Quality Assurance Process Annual Reports NCSS Non-Discrimination Policy District Improvement Plan Contact Us Central Office Department Service Center Directory School Directory School Webpages Calendars About Newton County Conducting Research in NCSS School Safety Board of Education Board Members District 1 District 2 District 3 District 4 District 5 Meetings Agendas Minutes & Videos Public Participation Legislative Priorities Mission Statement NCSS Policy Manual Departments Business & Administration Benefits SPLOST Budget Curriculum & Instruction Elementary Middle High Gifted English Language Learners CTAE Extra Curricular ASAP Federal Programs/Title I Homeless Program Human Resources Certification Contact HR Salary Schedules Student Teaching Substitutes and AESOP Info Transfer Process Family Medical Leave Employee Handbooks Facilities Procurement Public Relations Golden Pass Partners in Education Teacher of the Year Open Records Requests Educator Hall of Fame School Food Services Menus Special Education Student Services PBIS Project AWARE Superintendent's Office Technology & Media Services Technology Plan Teach for Tomorrow Conference VIEWPath & Safari Montage Instructional Technology Testing ACT ITBS AP SAT Georgia Milestones Assessments Transportation My Stop App Publications School Handbooks Strategic Plan Parents Make Difference (Elem) Parents Still Make Diff. 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Intermittent FMLA – Leave taken on separate occasions on an as-needed basis.  The pursuit conditions qualify for Family and Medical Leave: For incapacity due to pregnancy, prenatal superintendency or child lineage and to superintendency for the newborn child within the first 12 months without birth; Adoption or foster placement with the employee of a son or daughter and to superintendency for the newly placed child within the first 12 months without placement. When an employee is unable to work considering of his/her own serious health condition.* To superintendency for the employee’s spouse, parent or child with a serious health condition.** Military Family Leave Entitlements for Qualifying Exigencies – Eligible employees whose spouse, son, daughter or parent is on (or has been notified of an impending undeniability to) covered zippy duty in the Armed Forces. Qualifying exigencies may include peekaboo unrepealable military events, arranging for volitional childcare, addressing unrepealable financial and legal arrangements, peekaboo unrepealable counseling sessions, and peekaboo post-deployment reintegration briefings, among other things. FMLA moreover includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave during a single 12-month period to superintendency for the employee’s spouse, parent, son or daughter or next of kin who is covered service member with a serious injury or illness incurred in the line of duty on zippy duty that may render the service member medically unfit to perform the duties of his or her office, grade, rank or rating. A covered service member is: (1) a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary powerlessness retired list, for a serious injury or illness*; or (2) a veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first stage the eligible employee takes FMLA leave to superintendency for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.*      *Serious Health Condition: Any period of incapacity or treatment unfluctuating with inpatient superintendency (an overnight stay) in a hospital, hospice, or residential medical superintendency facility; or A period of incapacity lasting  increasingly than five timetable days that moreover involves a visit to a health superintendency provider and a regimen of standing treatment; or Any period of incapacity due to a pregnancy or prenatal care; or Any period of incapacity that is permanent or long-term due to a condition for which treatment may not be constructive (stroke, terminal diseases, etc.); or Any period of incapacity or treatment for a chronic serious health condition; or Any absences to receive multiple treatments for, by, or on referral from a health superintendency provider for a condition that would likely result in incapacity for five or increasingly days if left untreated (chemotherapy, physical therapy, dialysis).   **NOTE: In-laws, grandparents, siblings and other extended family members are NOT covered by FMLA.   WHEN DO I NEED TO REQUEST FMLA?  If you meet one of the same qualifications, you may wield for FMLA leave. A 30-day notice of pending leave is required when the leave is foreseeable.    WHAT ARE THE STEPS TO BE TAKEN? Discuss the leave with your principal or local supervisor.  The department / school protocol concerning reporting out must unchangingly be followed.Well-constructedthe Request for Family / Medical Leave form and submit to the proper leave clerk, supervisor or other scheduled individual.  Have your HealthSuperintendencyProvider well-constructed the medical certification form that you receive; either electronically or nonflexible copy.  The medical certification form must be completed and returned within fifteen (15) timetable days without you have received it.  Failure to submit all proper FMLA documentation (including supporting documentation such as medical certification) as required could result in withholding of FMLA-protected leave and possible disciplinary action.  Excessive absences (consecutive and/or cumulative) not covered by FMLA can result in an attendance/performance issue and possible disciplinary action.    HOW MUCH LEAVE CAN BE TAKEN?  Under FMLA, the maximum is 12 weeks (60 full work days) in a 12-month period.  The 12 weeks in a 12-month period will be measured from the first stage FMLA leave is used.  If the FMLA leave is for a serious health condition, the dates provided by the health superintendency provider will be used to legitimatize leave.  You cannot request spare time unless ordered by your health superintendency provider.  However, for the lineage of a child, you may request spare time for the superintendency of your child during his/her first year. In addition, time off due to a Workers’ Compensation injury or illness will be counted as FMLA time if the injury or illness moreover qualifies as FMLA leave. An employee can wield and be tried for FMLA due to multiple reasons; however, the combination for all reasons cannot exceed 12 weeks per FMLA 12 month period. (The special FMLA Leave entitlement to superintendency for a covered military service member is an exception.) If both spouses are employees of the School District and request leave for the birth, placement of a child by adoption or for foster care, or to superintendency for a parent with a serious health condition, they only will be entitled to a maximum combined total leave (12) weeks in any 12-month entitlement period.  If either spouse (or both) uses a portion of the total 12-week entitlement for one such purposes, each is still entitled to the difference between the value he or she has taken individually and the 12-week entitlement for FMLA leave for other FMLA purposes during any 12-month entitlement period.   DO I TAKE PAID LEAVE OR UNPAID LEAVE?  The employee is required to use all paid leave, (sick/personal and/or vacation) misogynist to him/her. The misogynist paid leave runs meantime with FMLA leave and is “substituted” for any unpaid FMLA leave. At the time paid leave is exhausted, Leave Without Pay (LWOP) will be entered.  Please alimony in mind the cut off dates for payroll.  For each day (or partial day) that you do not have paid leave, your pay will be reduced by your daily or hourly rate of pay.  Please contact the Business Office for guidance. DO MY BENEFITS CONTINUE UNDER FMLA LEAVE?  When you are receiving a paycheck with sufficient funds, goody deductions continue.  When paid leave is worn-out and the funds are not sufficient, you are required to pay for your benefits to stave loss of coverage.    Please contact the Business Office for guidance.  Note:  Failure to remit timely premiums may result in loss of coverage. WHAT IF I NEED TO EXTEND MY FMLA?  If the period of leave needs to be extended vastitude the original tried period (within the 12-week FMLA maximum), the employee should notify their principal/supervisor as soon as possible and well-constructed a new Request for Family / Medical Leave form which must be submitted prior to the last day of tried (original) leave.  Employees should uncontrived the request to the Human Resource Department for approval.  WHAT IF MY DISABILITY LASTS BEYOND THE MAXIMUM FMLA LEAVE PERIOD?  If you are not worldly-wise to return to work prior to or on the first scheduled day immediately pursuit the maximum tried FMLA 12-week leave period and the reason is due to your (the employee’s) serious health condition, you may qualify for Extended Medical Leave (EML).   With the towardly medical documentation (updated Certification of HealthSuperintendencyProvider), EML will enable you to protract your benefits.   Contact the Business Office (770-784-4910) for increasingly details.  Note:  Failure to remit timely premiums may result in loss of coverage and possible termination of tried leave. WHAT DO I NEED TO DO TO RETURN FROM FMLA?  If the leave was due to a serious health condition of the employee a completed Fitness for Duty Certification form from the treating health superintendency provider addressing release to return to work must be submitted to the Human Resources Department and/or the principal/supervisor.  The employee’s return to work is dependent upon receipt of this documentation.  This must be washed-up prior to or on the first day of return to work.  The employee must unchangingly coordinate/confirm return to work (in advance) with their principal/supervisor. Upon receipt of the FMLA request and completed medical certification, a notification letter will be mailed to the employee from the Human Resources Department regarding their leave status. NOTE: To stave pay discrepancies, please ensure the towardly leave forms are completed and submitted to your leave entry designee at your work location as soon as possible.  Upon return to work, the employee should notify their work location leave entry designee as well as the Human Resources Department of their return to work date.  This can be washed-up by email (preferably), telephone or note sent via school mail to the Human Resources Department. All FMLA related forms can be obtained from the Newton County School System website; (see below) or upon request from your work location or the Human Resources Department. If you have any questions regarding FMLA, please contact the Human Resources Department at 770-787-1330. FORMS: NCSS Family/Medical Leave Information Sheet STEP 1--Employee Request for FMLA Form (printable form) or STEP 1--Employee Request for FMLA Form (fillable form) FMLA Employee Rights and Responsibilities   Search News Infinite Campus  Canvas Bus Route/Sch. Zone My Stop   My Payments Plus Menus  Calendars Free/Red. Meal App. Employee Web Mail Student Web Mail About Newton County Schools Business & Administration Benefits SPLOST Budget Curriculum & Instruction Elementary Middle High Gifted English Language Learners CTAE Extra Curricular ASAP Federal Programs/Title I Homeless Program Human Resources Certification Contact HR Salary Schedules Student Teaching Substitutes and AESOP Info Transfer Process Family Medical Leave Employee Handbooks Facilities Procurement Public Relations Golden Pass Partners in Education Teacher of the Year Open Records Requests Educator Hall of Fame School Food Services Menus Special Education Student Services PBIS Project AWARE Superintendent's Office Technology & Media Services Technology Plan Teach for Tomorrow Conference VIEWPath & Safari Montage Instructional Technology Testing ACT ITBS AP SAT Georgia Milestones Assessments Transportation My Stop App Newton County School System P.O. Box 1469 2109 Newton Drive NE Covington, GA 30014 Phone: 770-787-1330 Email: info@newton.k12.ga.us Copyright (c) 2011, Newton County School System. All Rights Reserved. Login Web diamond by AtlantaSky.