FAMILIES FIRST CORONAVIRUS RESPONSE ACT (FFCRA)
The Federally-mandated Families First Coronavirus Response Act (FFCRA) provided employees up to 80 hours of paid sick leave for specified reasons related to COVID-19. That federal law expired on December 31, 2020.
Unity School District will extend a modified version of the current Family First Coronavirus Response Act (FFCRA), as authorized by federal law. The District will offer the COVID Leave (Emergency Paid Sick Leave) January 4, 2021 through March 31, 2021. Any balances remaining from the federally mandated provision will be carried forward through March 31, 2021. For example, if an employee used 2 days of FFCRA leave, they will have a balance of 8 days beginning January 4, 2021.
Employees may qualify for COVID Leave (Emergency Paid Sick Leave) for the following reasons, with proper documentation*:
Employees exhibiting COVID-19 symptoms (as deemed by the District’s exclusion criteria) and seeking a medical diagnosis.
Employees who test positive for COVID-19 with an FDA authorized diagnostic test (PCR test) and are required to quarantine per the local health department.
Employees identified as a close contact and required to quarantine.
The employee is caring for their child who is subject to a quarantine order.
Not Covered Under the COVID Leave (Emergency Paid Sick Leave):
Caring for a child due to school/daycare COVID-19 related closure.
Employees that are capable of performing their job duties virtually may be given this option in lieu of using sick days or using FFCRA leave.
Unity School District recognizes that not all jobs may be performed virtually, meaning some employees may not have the opportunity to work virtually.
Each request for remote work is considered individually.
The District will determine whether remote work is permitted.
An employee working remotely will not be eligible for or required to use leave. They may be eligible if a portion of their work assignment is not able to be completed remotely.
This is an extension of the deadline to use the benefit (modified) until March 31, 2021, not adding additional days to the benefit if already used.
The District may require the employee to furnish a certificate of illness signed by a licensed physician, nurse practitioner or county health department employee and/or official COVID test results. Such certificates or results should include a statement releasing the employee to return to work and a statement whether any limitations or 1/12/21 Page 2 of 2 restrictions are placed upon the work which may be performed. A request form must be completed by the employee and returned to the District Office.
Once these days are exhausted then accrued sick leave shall be used. If sick leave is not available, these days shall be unpaid.
The smallest increments allowed for COVID leave shall be a half day.
Any unused paid COVID leave under this extended benefit shall not carry over and all unused paid COVID leave under this extended benefit shall not be vested to the employee.
Abuse of such leave is subject to disciplinary action up to and including termination.
Substitute employees or those scheduled to work less than 20 hours per week do not qualify for this leave extension.
The District Administrator is authorized to, at their discretion, to make individual adjustments to this policy based upon extenuating circumstances.
The Board has the right to discontinue, revoke, or modify this benefit at any time. This extension expires on March 31, 2021.
THE FAMILY MEDICAL LEAVE ACT
The FMLA entitles eligible employees of covered employers to take job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. The purpose of the leave is to help employees balance their personal and professional lives, without the fear of losing their professional position. Eligible employees are entitled to:
Twelve work weeks of leave in a calendar year for:
Birth/Adoption/Pre-Adoptive Foster Care
Employee’s Own Serious Health Condition (may require medical certification)
To Care for Family Member (including domestic partner or domestic partner’s parent), Military Service member, or Veteran with a Serious Health Condition* (may require medical certification)
For a Qualifying Exigency due to military deployment to a foreign country of a spouse, son, daughter, or parent in the regular or reserve armed forces (certification may be required)
FAQs about Family Medical Leave
Unity School District's Family Medical Leave Request Form (to be completed by employee)
Doctor's Certification - Employee (to be completed by a certified physician) Doctor's Certification - Family Member (to be completed by a certified physician)
All FMLA documents must be turned into the District Office in order for the FMLA request to be processed. Any questions or concerns regarding FMLA should be directed to the District Office.
ALL ABOUT LICENSING
All teachers must be highly qualified and/or hold an appropriate Wisconsin licensure in order to serve as a certified staff member at the Unity School District. Questions about licensing, including how to obtain a substitute licensure or emergency license, can be answered by clicking HERE. Questions about certification programs and professional development can be answered at the District Office or by contacting one of the building principals.
REQUIRED BY THE DEPARTMENT OF PUBLIC INSTRUCTION
It is required by law that all Unity employees view the Mandatory Reporting of Child Abuse and Neglect video which can be accessed by utilizing the link below. The video is 16 minutes in length. After watching the video, all employees must turn in the completion certificate to the District Office to document the viewing.
Additionally, all employees must have access to an extensive amount of suicide prevention resources. Educating staff about suicide is required by law and is an ongoing focus at the Unity School District. Please explore the link below in order to develop an in-depth understanding of the topic.
Required of every school employee. Training frequency: within the first six months of employment, then every five years.