Employee Leave
This page serves as a comprehensive resource for employees within the Rancho Santiago Community College District, detailing the various leave of absence protocols and operational procedures managed by the Human Resources department. It outlines the specific eligibility requirements, application processes, and documentation necessary for professional, personal, and medical leaves, ensuring that all staff members remain compliant with district policies and California education codes. By centralizing these resources, the district provides a transparent framework for managing time away from work while maintaining organizational continuity and supporting the well-being of its diverse workforce.
Visitors will find detailed information regarding the Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), and specific bereavement or industrial accident leave guidelines tailored to different employee classifications. The site acts as a functional guide for navigating complex administrative steps, offering downloadable forms and contact information for HR representatives who specialize in leave operations. Whether an employee is planning for a long-term sabbatical or addressing an unexpected life event, this portal ensures that the necessary legal and procedural protections are clearly communicated and accessible to everyone throughout the college district's various campuses and administrative offices.
Taking a Medical Leave of Absence
The District recognizes that employees may experience medical or family circumstances that require time away from work. Employees may be eligible for protected leave under the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), which provide job-protected leave for certain qualifying medical and family-related reasons.
FMLA and CFRA allow eligible employees to take time away from work for specific qualifying circumstances while maintaining job protection and, in many cases, continuation of benefits. Eligibility for these protections is determined based on factors such as length of service, hours worked, and the nature of the qualifying event.
Medical Leave Laws (FMLA / CFRA)
The Family and Medical Leave Act (FMLA) is a federal law and the California Family Rights Act (CFRA) is a state law that provide eligible employees with up to 12 workweeks of job-protected leave within a 12-month period for certain qualifying family and medical reasons.
FMLA and CFRA generally allow employees to take leave for:
- Their own serious health condition that prevents them from performing essential job duties
- Caring for a qualifying family member with a serious health condition
- Bonding with a new child following birth, adoption, or foster placement
- Military related circumstances (caregiver leave)
When a leave qualifies under both laws, FMLA and CFRA typically run concurrently. Human Resources will review each leave request and determine whether the leave qualifies under one or both laws.
Eligibility Requirements for FMLA/CFRA
Employees may be eligible for leave under FMLA and/or CFRA if they meet the following requirements:
- Have been employed by the District for at least 12 months
- Have worked at least 1,250 hours during the 12 months immediately preceding the start of leave
Human Resources will review each request to determine eligibility and notify the employee if their leave qualifies under FMLA and/or CFRA.
FMLA and CFRA leave are unpaid leaves of absence. While on leave, employees earned accruals (sick and vacation) will be applied to their leave in accordance with applicable collective bargaining agreements.
Employees who need to request a medical leave of absence should follow the steps outlined below.
Step 1: Notify Your Supervisor
Employees should notify their supervisor as soon as possible when they become aware of a need for time off related to a medical or qualifying family circumstance.
Step 2: Contact Human Resources
Employees should contact Human Resources to initiate the leave request process. HR will provide the necessary forms and explain the required documentation.
Step 3: Submit Medical Certification
If the leave request is related to a serious health condition, a medical certification from a healthcare provider is required.
Step 4: HR Review and Leave Designation
Human Resources will review the documentation and notify the employee whether the leave qualifies under FMLA, CFRA, both laws, or another leave provision.
Step 5: Maintain Communication During Leave
Employees are required to provide updates regarding their leave status and anticipated return-to-work date.
Step 6: Return to Work
Employees are required to provide a work release or return to work note from their healthcare provider prior to returning to work.
Forms and Resources
- Medical Leave Request Form
- Medical Certification Form
- Guide to Requesting Leave
Pregnancy Disability Leave (PDL)
Pregnancy Disability Leave (PDL) is a California law that provides job-protected leave to employees who are disabled due to pregnancy, childbirth, or a related medical condition.
Employees who are medically disabled due to pregnancy may take up to four months (approximately 17⅓ weeks) of leave per pregnancy.
PDL may be taken:
- As a continuous leave, or
- Intermittently or on a reduced schedule when medically necessary.
Examples of pregnancy-related conditions that may qualify for PDL include:
- Severe morning sickness
- Prenatal or postnatal medical appointments
- Pregnancy complications
- Recovery following childbirth
Unlike FMLA or CFRA, PDL does not have a length-of-service or hours-worked requirement. Employees are eligible if they are disabled by pregnancy, childbirth, or a related medical condition and provide medical certification supporting the leave.
FMLA During Pregnancy Disability
If an employee meets FMLA eligibility requirements, FMLA may run concurrently with PDL during the time the employee is disabled due to pregnancy. This means the time used for pregnancy disability may count toward the employee’s 12 weeks of FMLA leave.
CFRA for Baby Bonding
Once the employee is no longer disabled due to pregnancy, they may be eligible for CFRA leave for baby bonding, provided they meet CFRA eligibility requirements. CFRA provides up to 12 workweeks of job-protected leave for bonding with a newborn child. This leave must be taken within 12 months of the child’s birth.
Employees who need leave due to pregnancy-related disability should:
- Notify their supervisor as soon as practicable.
- Contact Human Resources to initiate the leave request process.
- Provide medical certification from their healthcare provider supporting the need for leave.
Forms and Resources
Parental Leave (Baby Bonding)
Employees may be eligible for time away from work to bond with and care for a new child following birth, adoption, or foster placement. Parental leave, commonly referred to as baby bonding leave, provides eligible employees with job-protected time to support their growing families during this important transition.
Parental leave is provided under the California Family Rights Act (CFRA) and allows eligible employees to take time away from work while maintaining job protection.
Employees who are expecting a child or planning for adoption or foster placement are encouraged to contact Human Resources for guidance regarding available leave options and the steps required to request leave.
Employees may take parental leave for the purpose of:
- Bonding with a newborn child
- Bonding with a child placed through adoption
- Bonding with a child placed through foster care
Parental leave is intended to support time for bonding and must generally be taken within 12 months of the child’s birth or placement.
Employees may be eligible for parental leave under CFRA if they:
- Have been employed by the District for at least 12 months, and
- Have worked at least 1,250 hours during the 12 months immediately prior to the start of leave
Human Resources will review each request and confirm whether the employee meets eligibility requirements.
Eligible employees may take up to 12 workweeks of job-protected leave in a 12-month period for parental bonding under CFRA.
Parental leave may be taken as a continuous leave of absence, or intermittently (in 2 week increments).
Parental leave may be used in combination with other leave laws, depending on the circumstances:
- Pregnancy Disability Leave (PDL): Employees who are disabled due to pregnancy may first take PDL. Once the employee is no longer disabled, they may be eligible for CFRA parental bonding leave.
- FMLA: If eligible, FMLA may run concurrently with certain portions of leave, depending on the reason for leave and timing.
Human Resources will review each situation and provide employees with information on how their leave entitlements apply.
Parental leave under CFRA is generally unpaid. Employees may be eligible to use available paid leave balances, such as vacation or other applicable leave, in accordance with District policies or collective bargaining agreements.
Employees who wish to request parental leave should:
- Notify their supervisor as early as possible
- Contact Human Resources to initiate the leave request process
- Submit any required documentation related to the birth or placement of a child
Human Resources will review the request and provide written confirmation regarding eligibility, duration, and next steps.
Contact Human Resources
Employees who have questions about parental leave or need assistance with a request are encouraged to contact:
Anthony Taraborrelli, Senior Human Resources Analyst
Reproductive Loss Leave
California law provides employees with job-protected leave following a reproductive loss event. This leave allows employees time away from work to recover and address personal matters following the loss.
Employees who experience a reproductive loss event may be eligible for reproductive loss leave in accordance with California law.
A reproductive loss event may include:
- Miscarriage
- Stillbirth
- Failed adoption
- Failed surrogacy
- Unsuccessful assisted reproduction
Eligible employees may take up to five (5) days of leave per reproductive loss event.
Leave must generally be taken within three months of the event and does not need to be taken consecutively.
If an employee experiences more than one reproductive loss event in a 12-month period, the total leave available may be subject to limits established under California law.
Employees will recieve up to five (5) days of paid leave for reproductive loss leave.
Employees who need to request reproductive loss leave should notify their supervisor or contact Human Resources as soon as practicable so that HR can provide guidance regarding the request process.
The District recognizes that reproductive loss is a deeply personal matter. Information related to reproductive loss leave will be handled with care and maintained in accordance with applicable confidentiality requirements.
Contact Human Resources
Employees who have questions about victims leave or who need assistance with a request are encouraged to contact our Human Resources team members listed below:
Anthony Taraborrelli
Taraborrelli_anthony@rsccd.edu
Jaymee Hunt