CONTRACT F.A.Q. (Frequently Asked Questions)

Having a Baby?  Here Are Some Answers To Frequently Asked Questions.
How much sick time can I use when my baby is born?
You can use up to six weeks of paid sick leave from the time you have your baby.  (Note that if you give birth in the summer or over a holiday break, you may not be able to take as much sick leave as you would if you had your baby during the school year.)  If there is a medical issue with you or your child that prevents you from working at the conclusion of your six weeks of leave, you may be able to extend your sick leave with appropriate documentation from your physician.

What about Family and Medical Leave (FMLA)?
Federal law allows you to take up to twelve weeks of unpaid leave upon the birth of a child.  Our contract stipulates that the six weeks of paid sick leave described above is included in that twelve weeks under FMLA.  Therefore, if you choose to be absent beyond your six weeks of sick leave, you can take up to an additional six weeks of unpaid leave under FMLA, for a cumulative total of twelve weeks.  Under FMLA, you would be able to continue your insurance benefits at no additional premium cost for the balance of those twelve weeks.   

I’m interested in taking leave for the rest of the year.  Can I do that?
The contract allows you to take unpaid child care leave for the balance of the school year, after using your six weeks of sick leave and/or FMLA Leave.  If your baby is born during the second semester, you could take the rest of the year in which the baby is born and the next full year off as unpaid child care leave.  Just be sure that you make your request in writing to the Director of Human Resources by May 15.  You could continue your insurance benefits during that time under COBRA by paying the full premium.

If my baby is born in September, could I just plan to go back to school at the beginning of second semester?
No.  Beyond the twelve weeks of FMLA, you may take unpaid child care leave only for the balance of a year.  Returning at semesters or other natural breaks is not an option.

Will my baby automatically be enrolled in our insurance plan when he or she is born?
No.  It is very important to enroll your child in your insurance plan within 31 days of the child’s birth.  (This is true whether you are on the Worthington Schools insurance plan or on another plan sponsored by your spouse’s employer.)  If you fail to do so, your child will be uninsured after that first month.

When do I need to notify the administration that I plan to be absent for the birth of my child?
You should notify the Human Resources office as soon as possible, but no later than 30 days prior to the expected effective date of your leave.  The sooner you inform the administration of your plans, the sooner a suitable substitute may be identified for you.

Do the contract provisions  related to child care leave apply to the adoption of a child?
Yes.

For further details, please see Article 40.4 (Sick Leave), and Article 41 (Unpaid Leaves) of the Master Agreement.  Please contact Pete Scully if you have any questions.