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MPS Home ➤ District ➤ Personnel Office ➤ Leave of Absences

Leave of Absences

MPS Leaves of Absences Options

All LOAs require Board Approval

Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of paid/unpaid, job-protected leave to eligible employees for the following reasons: • for incapacity due to pregnancy, prenatal medical care or child birth; • to care for the employee’s child after birth, or placement for adoption or foster care; • to care for the employee’s spouse, son, daughter or parent, who has a serious health condition; or • for a serious health condition that makes the employee unable to perform the employee’s job.

Eligibility Requirements Employees are eligible if they have worked for a covered employer for at least 12 months, have worked at least 1,250 hours of service in the previous 12 months*, and if at least 50 employees are employed by the employer within 75 miles.

When applying for a Family Medical Leave of Absence you must follow the following steps:

  1. Complete the Request for Leave of Absence Form. You must have your Physician complete the "Certification of Health Care Provider Form." All requests and documents must be submitted (30) days in advance of the requested leave date unless an unforeseen emergency occurs.

  2. Return both documents to the Personnel Department so that it can be presented for appropriate District personnel and Board Approval/disapproval. All Leave requests MUST be board approved prior to your requested Leave of Absence begin date.

  3. If you need to change or extend Leave you must complete the Request for Change of Approved Leave of Absence Form as well as a Certification of Health Care Provider Form supporting your request at least 10 DAYS prior to the end leave date.

  4. You will be required to present a fitness-for-duty certificate before returning to work, and the certification must address your ability to perform the essential functions of your position.  An essential function job description will be provided to you upon approval of your FMLA leave.  If such a certification is not received on time, your return to work may be delayed until the certification is provided.

  5. Your health benefits will be maintained during your leave period under the same conditions as if you continued to work.  You will be responsible for paying your portion of your health insurance premiums at the beginning of each month while on FMLA leave.  If you do not return to work after the leave expires, the Board is entitled to recover health insurance costs paid while you were on FMLA.  The Board's right to recover premiums would not apply if you fail to return to work due to (1) continuation, onset or recurrence of a serious health condition that would entitle you to FMLA leave; (2) the continuation, recurrence, or onset of a covered service member's serious injury or illness which would entitle you to FMLA leave; or (3) circumstances beyond your control.  You have the right to reinstatement to the same position, or an equivalent position in terms of pay, benefits and terms and conditions of employment, upon your return from FMLA.

NJ Family Medical Leave of Absence

The employee who wants to take leave must have worked for that employer for one year and must have worked at least 1,000 hours, including paid overtime hours, during the 12 months immediately prior to taking the leave and and work at a site with at least 50 employees nationwide.

The New Jersey Family Leave Act permits leave to be taken for:

  • The care of a newly born or adopted child, as long as leave begins within one year of the date the child is born to or placed with the employee; or

  • The care of a parent, child under 18, spouse, or civil union partner who has a serious health condition requiring in-patient care, continuing medical treatment or medical supervision. The Family Leave Act considers parents to be: in-laws, step-parents, foster parents, adoptive parents or others having a parent-child relationship with an employee.

Each eligible employee may take up to 12 weeks of continuous leave during a given 24-month period. When caring for a family member with a serious health condition, an employee may take leave that is not continuous, for example, an intermittent leave or a reduced work schedule. Sometimes an employer’s approval is necessary for this type of arrangement if the leave is taken in connection with the birth or adoption of a child.

When applying for a NJ Family Leave of Absence you must follow the following steps:

  1. Complete the Request for Leave of Absence Form and submit any supporting documentation with request. All requests and documents must be submitted (30) days in advance of the requested leave date unless an unforeseen emergency occurs.

  2. Return documents to the Personnel Department so that it can be presented for the appropriate District’s personnel and Board Approval/disapproval. All Leave requests MUST be board approved prior to your requested Leave of Absence begin date.

  3. If you need to change or extend Leave you must complete the "Request for Change of Approved Leave of Absence Form" as well as a doctor’s note supporting your request at least 10 DAYS  prior to the end leave date.

  4. When you return to work you must report to the Personnel Department prior to reporting to work to complete the "Return from Leave of Absence Form" and present clearance from the treating Physician if applicable.

  5. Your health benefits will be maintained during your leave period under the same conditions as if you continued to work.  You will be responsible for paying your portion of your health insurance premiums at the beginning of each month while on NJFLA leave. You have the right to reinstatement to the same position, or an equivalent position in terms of pay, benefits and terms and conditions of employment, upon your return from NJFLA.

Please note the following:

  • If you are eligible for leave for reasons provided under the FMLA and NJFLA, then the time taken shall be concurrent and be applied to both laws.

  • If you fail to return to work after the expiration of either FMLA and/or NJFLA leave, then you are expected to give adequate notice of same as required by the terms and conditions of your employment agreement.

  • If you are eligible for New Jersey's Family Leave Insurance Program ("NJFLI"), the NJFLI benefits must be taken concurrently with leave taken pursuant to FMLA and/or NJFLA.  NJFLI is not leave entitlement only a monetary benefit.

Updated: 5/23/2017