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?
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
do you get paid for
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
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
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
If you elect to add your newborn 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.