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Human Resources

Maternity Leave FAQs



Maternity Leave Procedures & Q & A’s for the Employee

Send a letter to Gerard Morin, Director of Human Resources, no later than 30 days in advance of your need to take the Family Medical Leave, stating the following:

1) Estimated Delivery Date
2) Amount of time requested
3) Expected return date

You will receive a response to your letter following your request.

If you have any questions, please contact Mary Hildebrandt in the Human Resources Department at 246-4600.



Maternity Leave (Q & A’s)

Q: Is it necessary that I apply for the Family Medical Leave?

A: Yes.

Q: Do I have to file for a Family Medical Leave even if I do not receive medical insurance from Southgate?

A: Yes. Whether you subscribe to our insurance plan or not, you must apply for the FMLA and all required paperwork must be complete. Maintaining the employee’s health coverage is only one aspect of the FMLA, restoring you to your original or equivalent position with equivalent pay, benefits, and other employment terms are other essential issues.

Q: How much time is allowed for a Maternity Leave?

A: Six weeks is allowed for a maternity leave, eight weeks if you undergo a C-section (we must have documentation from your physician). You may request additional time without pay, and it may be granted upon the discretion of the superintendent.  You may be eligible for up to twelve weeks FLMA leave (see below).

Q: When does my six-week leave begin?

A: Your six-week maternity leave begins the day you deliver your baby.

Q: What if I deliver my baby during the summer recess period?

A: If you deliver your baby during the summer recess period, any compensation you may be entitled to does not begin until the first staff duty day for the upcoming school year. For example, if you deliver two weeks before the first staff duty day, you will be compensated at your regular contract per diem for a maximum of four weeks, (not to exceed six weeks from date of delivery) or when accumulated illness days have been exhausted.

Q: What is the Family and Medical Leave Act (FMLA)

A: The Family and Medical Leave Act (FMLA) covers employees who have worked at least 12 months and 1,250 hours in the previous year to be eligible for a 12-weeks’ leave during any 12-month period for one or more of the following situations:
• For incapacity due to pregnancy, prenatal medical care or childbirth;
• To care for the employee’s child after birth, or placement for adoption or foster care;
• To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition;
• For a serious health condition that makes the employee unable to perform the employee’s job; or
• Military Family Leave Entitlements

FMLA provides for the following guidelines regarding employee leaves:
• Employee must be able to return to the same job or a job of equivalent status or pay.
• Health benefits must be continued during the leave.
• Employees can be required to use all paid-up vacation and personal leave before taking unpaid   leave.
• Employees are required to give 30-day notice, where practical.

Q: Wouldn’t I get 12 weeks pay under the FMLA?

A: No. The FMLA allows for 12 weeks of health benefits and secures your position. It has NOTHING to do with pay.

Q: How much FML time can I take? You can take up to 12 weeks in any twelve- month period (exclusive of time within a normal school recess period). The FMLA must be requested 30 days in advance of your absence.

Q: Are my insurance benefits active while I am on maternity leave?

A: As long as you are currently enrolled in the health plan and your Doctor has completed the Family Medical Leave Act Form and you have submitted it to the Human Resources Department.

Q: Is it necessary for me to send a letter to HR requesting a leave?

A: Yes. It is imperative. The HR department needs to know what your plans are. You are also contractually obligated to inform us. We need to know the details, such as: when you expect to deliver, what your intentions are regarding the FMLA, when you plan to return, etc. Further, we must arrange for a certified substitute teacher upon your absence.

Q: What do I do when I’m ready to return?

A: You MUST submit a note to the HR Department from your Physician stating that you are able to return to work PRIOR to returning.

Q: Am I to obtain my own substitute?

A: No, but you may make a recommendation to your building administrator. Your building administrator will then notify the HR Department to see if that substitute is certified in the area in which you are teaching.

Q: What if I don’t have enough sick days to cover a six-week leave?

A: The only alternative you have is to contact your union to request days from the sick bank. Sick days are given upon the Union’s discretion.

Q: What if I have to be absent PRIOR to delivery?

A: If you have a statement from your physician stating that you are unable to work prior to delivery, your leave will commence at that time. You will still be granted a six-week leave beginning with the date of delivery. Remember that you will be paid at your regular contract, per diem, until accumulated illness days have been exhausted, during your physician verified medical leave.

Q: Who do I notify when my baby is born?

A: Please call the Human Resources Department as soon as you are able. At that time you will also be transferred to the Business Office to add your new baby to your insurance.

Q: Who should I contact with further questions?

A: Call Gerard Morin in the Human Resources Department at 246-4600 and he will help you, or direct you to the appropriate staff member to assist you.


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