Leaves

Did you know AISD offers different types of leave benefits?

We understand that employees need to take extended periods of time off for medical or personal reasons.

That’s why AISD offers different leaves of absence to help employees deal with situations which require extended periods of time off from work. Eligible employees can apply for leave benefits if they need to take more than three days off for one of the following reasons:

  • Medical (for the employee or for an immediate family member)
    • Intermittent or Continuous
  • The birth, adoption, or placement of a child
  • Temporary Disability Leave
    • Educator Certified
    • Non-Certified
  • Military (other than reserves)

How do I know if I’m eligible for leave benefits?

To make AISD’s leave administration process more convenient and easy to understand the district has created this leave and retirement webpage to help answer preliminary questions regarding these topics. The benefits department has employees who will guide you through the leave application process, and if granted, track leave benefits. This webpage allows access to leave packets, instructions, and frequently asked questions. 

Employees should contact the AISD Benefits Department if they wish to apply for leave benefits. AISD’s Human Resources department also is still available to support employees who may have additional questions and can be reached at:

Arlington Independent School District
J.W. Counts Administration Building
Benefits Department
1203 W. Pioneer Parkway
Arlington, Texas 76013

Email: hrbenefits@aisd.net
Phone: (682) 867-7290
Fax: (682) 867-4651

LEAVE TYPE

ELIGIBILITY/REASON FOR LEAVE

DURATION

Family Medical Leave Act (FMLA)

 

  • Employees with a minimum of 12 months of service with the district, who have worked at least 1,250 hours in the 12-month period prior to first day of leave.
  • Employee’s serious health condition that makes him/her unable to perform one or more essential job functions (including pregnancy)
  • Care for newborn, adopted child, or a child placed for foster care
  • Care for the employee’s spouse, child, or parent with a serious health condition
  • Qualifying exigency (i.e. short-notice deployment, military events, and related activities)
  • Care for an injured, next-of-kin service member
  • Up to 12 weeks in a rolling 12 month period
  • Up to 26 weeks in a single 12 month period to care for an injured covered service member
  • Job protection at campus ends after 12 weeks or after 26 weeks for care of an injured service member
  • Can be taken as a continuous block of time or intermittently

Temporary Disability Leave – Contract Employees

  • Any full-time employee whose position requires educator certification who are not eligible for FMLA or who have exhausted FMLA shall be eligible for temporary disability leave (substitutes and temporary employees are not eligible)
  • Employee’s serious health condition (including pregnancy)
  • Must provide medical certification
  • Up to 180 calendar days
  • Runs concurrent with FMLA and other leaves as applicable in a 12 month period
  • Job protection with district ends at the end of temporary disability
  • Refer to the district’s leave policies regarding return to work assignments or reassignments.

Temporary Disability Leave – Non-Contract Employees

  • Non-certified employees who are not eligible for FMLA, or who have exhausted FMLA shall be eligible for temporary disability leave (substitutes and temporary employees are not eligible)
  • Employee’s serious health condition (including pregnancy)
  • Must provide medical certification
  • Up to 96 calendar days
  • Runs concurrent with FMLA and other leaves if applicable in a 12 month period
  • Job protection with the district ends at the end of extended disability
  • Refer to the district’s leave policies regarding return to work assignments or reassignments.

Military Leave

  • Active military duty in any branch of the United States or state military armed services during periods of wartime or authorized training or duty
  • Authorized military order is required.
  • Up to five years of combined absences for long-term military duty
  • Paid military leave is limited to 15 days each AISD fiscal year (July 1 - June 30)
  • Job protection ends when maximum leave is exhausted

Worker’s Compensation

  • All employees who suffer a work-related illness or who are injured on the job
  • Must inform supervisor or designee immediately
  • Must contact benefits department if absence exceeds five days
  • Up to 180 calendar days with proper medical certification
  • Runs concurrently with FMLA
  • Worker’s compensation benefits will continue until the employee is released by health-care provider or has reached the maximum medical improvement.

Assault Leave

  • All employees who are physically assaulted during the performance of regular duties are eligible
  • Shall not exceed two years from the date of assault
  • Runs concurrent with FMLA