Employee's FMLA Frequently asked questions

CCSD will implement a new evaluation system by 2015 – 16 at the earliest, and the details will evolve as we learn how to best support our teachers and school leaders in this process. We may not have all the answers yet, but we will keep this space updated as we have more information. If you have a question not covered here, please send it to greatteaching@ccsd.net.

Employee's FMLA Frequently asked questions

Where is the Human Resources building located?

The Human Resources Office is located at 2832 East Flamingo Road, Las Vegas, Nevada 89121. Please note that this building is located on the south side of Flamingo with the buildings that end in an odd number address.

What are your hours of operations?

Monday through Friday, 7:00 am to 5:00 pm. Our offices are closed on Federal and State Holidays. Office visits are only by appointment.

What is FMLA?

In compliance with federal law, the Clark County School District provides Family and Medical Leave Act (FMLA) for eligible employees. The Family and Medical Leave Act permits an employee to take up to 12 weeks of job-protected leave for a serious health condition and certain military-related events for self, and/or a ‘qualifying’ family member (leave for a family member related injury/illness may be up to 26 work weeks in a single12 month period).

What requirements must be met for an employee to qualify for FMLA (Self or Family)?

To be eligible for FMLA, the applicant must have been employed for at least twelve (12) months and have worked 1250 hours during the twelve (12) months immediately preceding the request for FMLA. Qualifying events may include an employee’s own serious health condition or immediate family members, maternity/paternity/adoption, exigency, and to care for an injured service member.

Is FMLA leave paid or unpaid?

By law, FMLA is unpaid; however, District Regulations require concurrent use of available and applicable paid leave while accessing FMLA. Therefore, upon depletion of all available leave, FMLA would become unpaid.

How much time is granted to obtain supporting documentation from my health care provider?

FMLA provides fifteen (15) calendar days to provide supporting documentation. Extension may be permitted in extenuating circumstances.

What is required to return to duty from FMLA or a LOA?

FMLA entitles eligible employees to take up to a total of twelve (12) work weeks (60 work days) per rolling twelve-(12) month period.

How much leave may an employee be granted under FMLA?

If an employee does not qualify for FMLA, he/she may be eligible for maternity/paternity leave of up to six (6) weeks surrounding a natural birth and eight (8) weeks surrounding a C-Section.

How long can an employee be out on maternity/paternity leave?

If an employee does not qualify for FML, he/she may be eligible for maternity/paternity leave of up to six (6) weeks surrounding a natural birth and eight (8) weeks surrounding a C-Section.

What is intermittent FMLA?

Intermittent leave is leave taken on an occasional basis for medical appointments, treatments, and/or episodic flare ups for a chronic serious health condition or injury of the employee or family member.

What if the employee does not meet the requirements for FMLA?

The employee may access available and applicable leave or apply for a leave of absence.

Can an employee use sick leave and not apply for FMLA?

Sequential use of sick leave and FMLA is considered leave-stacking. The District requires concurrent use of available and applicable paid leave when on FMLA.

Will FMLA protect employees’ personal leave days?

The District will consider FMLA leave when determining eligibility for attendance bonuses. FMLA will not protect personal leave days.

What medical certification is needed to support medical leave of absence?

Health care provider must provide incapacitating medical condition, duration, and treatment plan.

How does LOA affect my benefits?

Contact Benefits Department for more information at 799-5418.

Is my position protected under FMLA/LOA?

Employees returning from FMLA will be restored to the same position, or assigned to a similar position with equivalent benefits. Employees returning from LOA shall be reinstated in accordance with CCSD Regulations and NRS 388G.610.