Maternity/Paternity, Medical, Workers' Compensation Leave of Absence (FMLA)
Maternity/Paternity, Medical or Worker’s Compensation leaves may fall under the provisions of the Family and Medical Leave Act of 1993 or FMLA. The Human Resources department determines whether an employee is eligible for FMLA. Under the provisions of the FMLA law (paid or unpaid leaves), the District is required to maintain your health benefits under the same conditions as if you continued to work for a period not to exceed 12 weeks from your date of leave.

Employees that may be going out on leave any time throughout the year should schedule an appointment with the Employee Benefits and Payroll Departments.  This way we can help you understand what happens with your pay, sick time, health insurance coverage, how long benefits last while on Family Medical Leave Act (FMLA) or other leave, short-term disability, etc.  Appointments can be made by calling 772-219-1200 ext. 30206.   

Employees are required to take sick leave prior to using FMLA. Maintaining a “paid status” extends the time that Martin County Schools will continue to pay your individual insurance benefits. Following the employer-paid benefit period, your insurance benefits will end, but may be continued under COBRA.

Please note that for employees under workers' compensation, District-paid insurance will continue for a maximum of six (6) consecutive months. At that time, the employee may elect COBRA. Please see the COBRA section for more information.

If you are not receiving a paycheck, you are still required to pay for the coverage(s) you normally would have through your payroll deduction. All insurance premiums are paid directly to the Employee Benefits office.

The Employee Benefits office will mail a written notice to you specifically detailing how long your benefits will be paid and outlining any monies due for employee and/or dependent insurance premiums. (See Leave of Absence rates below)

Professional or Personal Leave of Absence
During a professional or personal leave of absence, your benefits are not paid by the District. Benefits will end at the end of the month following the effective date of your leave of absence. Please see the COBRA section for more information on continuing your benefits.

Other Questions
All questions regarding processing a leave of absence should be referred to the Human Resources Department. Please refer to your collective bargaining agreement (union contract) and/or employee handbook for more information.

Questions regarding the sick leave bank should be referred to the Human Resources Department. Questions regarding Short or Long Term Disability Insurance should be referred to the Employee Benefits office.

Returning to Work
Employees returning from an unpaid leave of absence (after expiration of FMLA) will have a waiting period for benefits (standard waiting period). If you return to work before FMLA expires, your insurance benefits are continuous. All employees returning from a leave of absence should contact Employee Benefits.

Leave of Absence Rates (7/1/09 - 6/30/10)
Payroll deductions have been converted to monthly amounts. Employees are responsible for any missed payroll deductions

DURING 12-WEEK FMLA TIME PERIOD (FULL TIME EMPLOYEES)

DURING 12-WEEK FMLA TIME PERIOD (PART TIME EMPLOYEES)

AFTER 12-WEEK FMLA TIME PERIOD - See COBRA section for all Rates.

Employee Benefits Center

Employee Benefits Booklet 2009-2010
is in PDF format.
Click on picture below to download Acrobat.