FAQ – MATERNITY LEAVE FOR CERTIFICATED EMPLOYEES
The information included is meant to answer basic questions. To get the best response for your individual maternity leave you need to work with Payroll and Personnel to schedule an appointment as every leave is different based on type of birth, amount of time off, available sick leave and percentage of contract employed. Specific/individual salary and/or benefit questions will be addressed at the meeting.
How to request maternity leave? You submit a letter to Jerry Jorgensen, Assistant Superintendent-Personnel Services, requesting maternity leave based on your anticipated due date and include a note from your doctor reflecting the due date. The letter should also include how much total time off you’d like to take both paid and non-paid.
How is the amount of time off determined? The Roseville City School District bases their allowed paid time off on the State’s guidelines. You can take up to four weeks before the anticipated due date and from six to eight weeks (dependent on the type of birth) after the date of birth. You are not required to take a set amount of time pre-birth it is only post-birth where it is set based on the type of birth.
How do you get paid for maternity time? You start using sick leave from the first day out. If you have enough sick leave to cover all of your allowed maternity time off there will be no difference in pay. If you use all of your sick leave before the time is complete and you're on a minimum 40% contract you will be eligible for income protection through the District provider which entitles you to 75% of your income. Income protection does not start until the seventh (7) day out and is paid through the six to eight weeks post-birth as set by the type of birth.
Do you get/need to apply for State disability? No, with the exception of any coverage you purchased on your own, all disability you’re entitled to is handled through the District. The District has its own company/provider which makes sure, for those working a minimum 40% contract, you get 75% of your income for allowed maternity time (see previous question for definition of time).
How will the time off affect your paychecks? This question will be answered during your meeting with Payroll and Personnel. Since each leave is different based on the amount of sick leave available (type of birth, any additional days taken non-paid, how the pay dock is spread out) it is not possible to give a ‘general’ response.
What happens to your pay if you take additional time after the maternity leave? Once your allowed maternity leave is complete any additional time off would be non-paid. The pay you are entitled to for the remainder of the year would be decreased by one (1) day’s pay for every non-paid work/service day you elect to extend your leave.
Will the unpaid time affect moving up on the salary schedule for the next year? To gain a service year for salary movement you need to be in a paid status for at least 75% of the year.
How to arrange for a sub? You need to work with your site administrator and Sub Services to determine what subs are available and if the sub you choose has the appropriate credential to cover the whole assignment.
How to add your baby to your benefits? If you elect to add your new born to your benefits you need to notify Payroll within 30 days of birth or you’ll be required to wait until open enrollment.
OTHER THINGS TO KNOW:
If an employee has even one day, or less, of non-paid time it will affect STRS credit for the year.
FMLA (Family Medical Leave Act/CFRA (California Family Recovery Act) – who is eligible and what it actually means. Employees with one year of full-time service in a probationary or permanent status during the previous one year period and who are currently employed full time by RCSD are eligible for FMLA/CFRA. If you’re eligible FMLA will be automatically initiated on your first day out on maternity leave and runs for a maximum of 12 weeks; CFRA (same eligibility requirements as FMLA) begins immediately after FMLA if you continue to take time off and runs for a maximum of 12 weeks. Both FMLA/CFRA cover the cost above/over the District's paid portion of benefits but is still considered NON-PAID time off.