The District defines a LOA as an extended absence from work by an employee of more than five (5) consecutive workdays. An employee shall be placed on a LOA whether or not the employee has accumulated sick leave to cover the absence. The type of leave will depend upon the reason for the absence, eligibility and will be determined by the Leave Management Specialist in the Human Resources Department.

Any employee who works half time or more is eligible to apply for a LOA under the District’s leave policies. In order to be eligible to apply for a leave under:

FMLA

An employee must have worked for the District for at least 12 months and must have worked a minimum of 1,250 hours over the past 12 months, prior to the employee’s leave of absence start date

Temporary Disability Leave (TDL)

An employee must be a full-time employee whose position requires educator certification by the State Board for Educator Certification or by the District

Personal Illness Leave (PI)

An employee may be any paraprofessional, auxiliary, or professional whose position does not require educator certification by the State Board for Education Certification (SBEC) or by the District, or a permanent part-time employee whose position requires educator certification by the SBEC or by the District

North East ISD offers its employees a LOA for health or disability, pregnancy, adoption, military, parenting (nurture and care for a newborn), and professional development. The specifics of each type of leave are outlined in the District Policies under DEC(LOCAL) and DEC(LEGAL).

In addition to all other days of leave, a district employee who is physically assaulted during the performance of regular duties is entitled to the number of days of leave necessary to recuperate from physical injuries sustained as a result of the assault. The leave shall be paid in Coordination with Workers’ Compensation Benefits.  More information about Assault Leave can be found here:  Assault Leave - NEISD WC Admin Procedure.pdf.  For questions about Assault Leave please contact Anita Flores, Assistant Director of Risk Management WC at (210) 407-0314.

No. However, if you are hospitalized or you have developed serious complications and are under the care of a physician, please request a leave of absence through Employee Space.

An employee will need to submit a request for a LOA through Employee Space. Instructions on how to do so can be found on the LOA website under HR Services.

The length of time that an employee may be on a LOA is determined by the supporting documentation received.

The maximum length of time for each type of leave is outlined in the District Policies DEC(LOCAL) and DEC(LEGAL).

The type of leave requested determines the employee’s reinstatement rights. The specifics of each type of leave and the return from leave are outlined in District Policies DEC(LOCAL) and DEC(LEGAL).

Medical documentation must be provided for any leaves requested for maternity, your own serious health condition or the serious health condition of a family member (spouse, parent or child under the age of 18). The documentation will be in the form of a Medical Certification and should indicate the nature of the illness or injury, the expected prognosis, and the estimated length of time you are expected to be away from the workplace.

Log into Lawson Employee Self Service (ESS) to access your leave balances.

All employees need to request a LOA if they will need to be out for 5 or more consecutive days to protect his/her employment status with the District.

Yes. As outlined in DEC(LOCAL), paid leave runs concurrently with any LOA.

• Provide the appropriate supporting documentation for your request
• Report your leave of absence for each scheduled workday missed in Smart Find/Kronos
• Use all earned and available leave during your continuous leave of absence
• Furnish the Leave Management Specialist with periodic reports of your status and intent to return to work
• Notify the Leave Management Specialist of any changes in the circumstances of your leave (i.e anticipated begin or return to work date changes)
• Provide a completed Work Status Form and Return to Work Request Form to the Leave Management Specialist at least 5 days prior to returning to work
• Obtain clearance from Human Resources prior to returning to work

All leaves that are granted are non-paid leaves of absences.

However, if an employee has accumulated leave that he/she may use, the employee will receive a check until that leave is exhausted. Once the leave is exhausted, the employee will be in a leave without pay status.

For additional questions regarding your check while on a LOA, please contact Payroll at 210-407-0543.

Please contact Employee Benefits for an explanation of your insurance coverage while you are on a LOA.

No. You will automatically be placed on a leave of absence if you are expected to be absent for more than 5 days. A separate request for leave of absence is not needed.

At least 10 days prior to your anticipated return to work you must notify the Leave Management Specialist to facilitate your return by providing the following paperwork:

Return to Work Request Form

Work Status Form

In the event there are ANY work restrictions indicated on the Work Status Form, the file will be transitioned to the ADA Coordinator who will contact you regarding the next steps of the process. You may not return to work until first cleared through Human Resources.

Upon receipt of the return to work paperwork and the approval of any accommodations (if applicable), an employee will be returned to active status as outlined in DEC(LEGAL).  

You must notify the Leave Management Specialist by providing the completed Work Status Form outlining how much additional time will be needed.