The Family and Medical Leave Act (FMLA) of 1993 requires employers to grant eligible employees up to 12 weeks of job-protected leave during a 12-month period for any of the following reasons:

• for incapacity due to pregnancy, prenatal 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; or 

• for a serious health condition that makes the employee unable to perform his/her job. 

In addition, Military Family Leave entitlements are available to eligible employees.

Eligible employees are those who have been employed by the district for a cumulative total of 12 months and who have completed at least 1,250 hours of service in the 12-month period immediately prior to the time the leave is to commence.

Whenever an employee uses leave that is potentially FMLA-qualifying, the district will inquire further of the employee or the employee's spokesperson to ascertain whether the leave qualifies as FMLA leave. Whenever the district has acquired knowledge that the leave is being taken for an FMLA-required reason, Human Resources will (within five business days, absent extenuating circumstances), provide the employee the FMLA rights notice indicating that the time off work is counting against his/her family and medical leave entitlement.

At the employer's option, certain kinds of paid leaves may be substituted for unpaid leave. A husband and wife who work for the district and are eligible employees are permitted to take only a combined total of 12 weeks of FMLA leave during any rolling 12-month period under certain circumstances. Please see Administrative Regulation GBBD-R(1) for specific details regarding substituted leave and combined leave.

An employee should request FMLA leave when the need for such leave is foreseeable. In such instances, the request should be made at least 30 days prior to the time the leave is to commence. Otherwise, the employee must make the request as soon as practicable after the need for leave is known.

If you have any questions regarding Leaves of Absence or wish to request a Physician Certification form, contact leaves@mpsaz.org.

Part-time employees do not have the option for a leave of absence if they are not able to work, unless they qualify for a FMLA leave. However, there are some
options for part-time employees to be absent from their job under the following
guidelines.

• Absent for up to three weeks for a compelling reason that prevents them from doing their job, employee does not need to resign. 

• Absent for up to six weeks for medically related condition, employee does not need to resign. 

• Absent for seven to twelve weeks for any reason that is a FMLA qualifying condition, employee would have to resign their position. If they are able to return to work and the school site or department still has an available vacant position, then they may be rehired with no break in service.

• Part-time employees cannot be absent from their position for more than twelve weeks. 

These absence guidelines will also apply to contract employees who do not otherwise qualify for FMLA.

All medical information must be forwarded to leaves@mpsaz.org.

The Certification of Physician form is provided to you upon request only.  To request this form contact:

• Certificated HR Technician (480) 472-0402

• Classified HR Technician (480) 472-0427