Leaves of Absence
To request a leave of absence, complete an Application for Leave, submit it to the CISD Leave Office at HRLeaves@conroeisd.net (or fax to 936-709-7950), and notify your supervisor of your need for leave. Please submit any required certification/documentation with the application, and be aware that certification/documentation must be submitted to the CISD Leave Office no later than 15 calendar days after the date the application is received. The application and certification forms are available below.
Any employee who is absent five (5) or more consecutive workdays due to personal or family illness is required to apply for leave and submit medical certification from a qualified health care provider, defined as a doctor of medicine or osteopathy who is authorized to practice medicine or surgery (as appropriate) by the State in which the doctor practices.
When the leave is foreseeable, the application and any required certification/documentation should be submitted at least 30 calendar days in advance; otherwise, the application should be submitted as soon as possible once the need for leave is known.
For inquiries about leave, please send an email to HRLeaves@conroeisd.net or call 936-709-7823.
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period, defined as July 1 – June 30, for the following reasons:
- The birth of a child or placement of a child for adoption or foster care;
- To bond with a child (leave must be taken within 1 year of the child’s birth or placement);
- To care for the employee’s spouse, son or daughter, or parent, who has a qualifying serious health condition;
- For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job; and
- For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.
An eligible employee who is a covered service member’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the service member with a serious injury or illness.
To be eligible for Family and Medical Leave Act (FMLA) leave, you must have been employee by Conroe ISD:
- For at least 12 months. The 12 months need not be consecutive; and
- Worked at least 1,250 hours during the 12 months immediately preceding the start of leave.
FMLA leave runs concurrently with any applicable paid leave and compensatory time, and it may be taken intermittently for the same condition, so long as the employee provides the District with supporting documentation from the treating physician. The District does not permit the use of intermittent or reduced schedule leave for the care of a newborn child or for the adoption or placement of a child with the employee.
A full-time employee who does not qualify for FMLA leave may take up to six weeks of unpaid leave in a 12-month period, defined as July 1 – June 30, for absences related to:
- The birth of a child and to care for the newborn child;
- The adoption or foster care placement of a child;
- Caring for a spouse, child, or parent with a serious health condition; and
- The employee’s serious health condition that makes the employee unable to perform essential job functions.
Non-FMLA leave runs concurrently with any applicable paid leave and compensatory time, and it may be taken intermittently for the same condition, so long as the employee provides the District with supporting documentation from the treating physician.
Any full-time employee whose position requires certification from the State Board for Educator Certification (SBEC) is eligible for temporary disability leave. The purpose of temporary disability leave is to provide job protection to eligible full-time employees who cannot work for an extended period of time because of a mental or physical disability of a temporary nature. Temporary disability leave must be taken as a continuous block of time. It may not be taken intermittently or on a reduced schedule. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability.
An employee’s notification of need for extended absence due to the employee’s own medical condition shall be accepted as a request for temporary disability leave. The request must be accompanied by a physician’s statement confirming the employee’s inability to work and estimating a probable date of return. If temporary disability leave is approved, it is unpaid and the maximum length of leave is 180 calendar days.
If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the Board of Trustees. The employee may protest the action and present additional evidence of fitness to work.
When an employee is ready to return to work from temporary disability leave, the Superintendent or designee should be notified at least 30 calendar days in advance. The return-to-work notice must be accompanied by a physician’s statement confirming that the employee is able to resume regular duties. Certified employees returning from leave will be reinstated to the school to which they were previously assigned if an appropriate position is available. If an appropriate position is not available, the employee may be assigned to another campus, subject to the approval of the campus principal. If a position is not available before the end of the school year, the employee will be reinstated to a position at the original campus at the beginning of the following school year.
Temporary disability leave runs concurrently with any applicable paid leave, compensatory time, FMLA leave, and non-FMLA leave.
Extended sick leave was available to eligible employees through the 2022-2023 school year. Beginning with the 2023-2024 school year, the District no longer provides extended sick leave.
An employee who has exhausted all personal paid leave, and who has been approved for leave because of a serious health condition or to care for an immediate family member who has a serious health condition, may request the establishment of a sick leave pool, to which District employees may donate local leave or state personal leave for use by the eligible employee. A serious health condition is defined as an illness, injury, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a health care provider.
The following procedures apply to the creation and administration of sick leave pools:
- Requests must be electronically submitted through the Donate Leave Days site by using the Donate Days app in the SSO.
- Certification of the serious health condition for which the sick leave pool is being requested must be on file with the CISD Leave Office.
- The establishment of a sick leave pool will only be considered for employees who have exhausted all personal paid leave, and who are on leave that has been approved by the CISD Leave Office for a serious health condition.
- The Human Resources Department will notify the employee and their principal/director of the approval or denial of the sick leave pool request.
- The maximum number of donated days an employee may receive, up to 30 per leave year (July 1-June 30), is determined by the medical certification completed by the health care provider.
- The names of employees who have open sick leave pools will appear in the âDonate Daysâ section of the Districtâs weekly newsletter, and the employeeâs campus/department may share the open sick leave pool status with its staff. Only the fact that the employee meets the eligibility criteria for a sick leave pool will be published along with the steps for District employees to make donations. Employees who do not want their name listed in the District newsletter or shared with campus/department staff should specify this choice on the sick leave pool request form.
- Only active District employees may donate local and state leave, in full day increments, to any open sick leave pool by using the Donate Days app in the SSO. Days must be donated prior to a donorâs last day worked.
- Donated days cannot be used retroactively for absences already posted for attendance.
- Donated days can only be used for absences on account of the serious health condition(s) for which the sick leave pool was approved.
- A sick leave pool will close when the employee no longer requires leave for the reason requested, or the employee exhausts all donated days.
- Donated days do not carry over from one leave year to the next. The leave year is July 1-June 30.
- Any unused donated days are returned to the exact donor, unless the donor is no longer employed by Conroe ISD.
- All decisions regarding the establishment or implementation of a sick leave pool may be appealed in accordance with DGBA(LOCAL).
Employees on an approved unpaid leave of absence, including Family and Medical Leave, must make premium payments for their medical and/or supplemental insurance when they cannot be payroll deducted. Payments totaling the amount normally deducted from each paycheck are due each pay date, which is the 1st and 15th of each month, unless this date falls on a weekend or holiday and the pay date becomes the previous workday. If a payment is more than 30 days late, benefits may be terminated the last day of the month of the 30-day grace period.
Employees can view their detailed arrears balance in the Employee Access Center (EAC) by selecting the Insurance Deduction Arrears link from the navigation menu on the left side of the screen. The District accepts payments by check, money order, and credit card, but cannot accept more than the amount due at the time payment is received. For the most current information, view the arrears balance in the EAC.
To pay by credit card, go to MySchoolBucks and submit the required payment information. There is a fee of 4.95% of the payment amount to use this payment option.
To pay by check or money order, make it payable to Conroe ISD and mail it to:
Payroll Department – Employee Insurance
3205 West Davis Street
Conroe, TX 77304
Any premiums the District pays on an employee’s behalf to maintain medical and supplemental insurance prior to termination, if applicable, is considered an advance of future wages payable and will be deducted from the first paycheck(s) issued following the return from leave.
The information in this section will help you to report a work-related injury and seek any necessary medical treatment. The Conroe ISD Leave Office can help answer any questions about what is required of you when you are hurt at work and how to receive medical treatment. You may also contact your adjuster at the TASB Risk Management Fund (the Fund) for any questions about treatment for a work-related injury. The Fund is Conroe ISD’s workers’ compensation coverage provider and they work with Conroe ISD to ensure you receive timely and appropriate health care. The goal is to return you to work as soon as it is safe to do so.
For inquiries about workers’ compensation, please contact the Conroe ISD Leave Office by sending an email to HRWorkersComp@conroeisd.net or calling 936-709-7841.
If you are injured while on the job:
- Tell your supervisor immediately, even if you do not require or intend to seek medical treatment.
- Complete the Conroe ISD Workers’ Compensation packet provided by your campus/department.
- Return completed forms immediately to the workers’ compensation coordinator for your campus/department.
- Follow the guidelines below for seeking medical treatment from an Alliance provider.
- After receiving any medical treatment, submit the Texas Workers’ Compensation Work Status Report (DWC73) completed by your treating provider to the Conroe ISD Leave Office (HRWorkersComp@conroeisd.net or fax to 936-709-7950) and the workers’ compensation coordinator for your campus/department. The form must be sent no later than the next business day. Do not return to work prior to submitting your DWC73 to the Conroe ISD Leave Office and your campus/department workers’ compensation coordinator.
- Notify the Conroe ISD Leave Office immediately if any of the following occurs:
- You lose any time from work because of the work-related injury
- Restrictions for returning to work are listed on the DWC73
- You are released to return to work without any restrictions on the DWC73
Note: An injury report must be filed once an employee reports, or a campus/department becomes aware, of any on-the-job injury or illness. Group health insurance does not cover medical treatment for compensable workers’ compensation injuries and illnesses.
If you are hurt at work and it is a life threatening emergency, you should go to the nearest emergency room. If you are injured at work after normal business hours or while working outside your service area, you should go to the nearest care facility. After you receive emergency care, you may need ongoing care. You will need to select a treating doctor from the Alliance provider list. This list is available online at www.pswca.org or you may call 1-866-997-7922 or contact the CISD Leave Office for a list. The doctor you choose will oversee the care you receive for your work related injury. Except for emergency care you must obtain all health care and specialist referrals through your treating doctor.
Emergency care does not need to be approved in advance. “Medical emergency” is defined in Texas laws. It is a medical condition that comes up suddenly with acute symptoms that are severe enough that a reasonable person would believe that you need immediate care or you would be harmed. That harm would include your health or bodily functions being in danger or a loss of function of any body organ or part.
Report your injury to your supervisor as soon as you can. Select a treating doctor from the Alliance provider list. This list is available online at www.pswca.org or you may call 1-866-997-7922 or contact the CISD Leave Office for a list.
If you are hurt at work and you live in the Alliance service area, you are required to choose a treating doctor from the provider list. This is required for you to receive coverage of health care costs for your work related injury.
A provider listing is available through the Alliance website at www.pswca.org or you may call 1-866-997-7922. A link to that site is also contained on the Fund’s website at www.tasbrmf.org. It identifies providers who are taking new patients.
If your treating doctor leaves the Alliance, then Alliance will tell you in writing. You will have the right to choose another treating doctor from the list of Alliance doctors. If your doctor leaves the Alliance and you have a life threatening or acute condition for which a disruption of care would be harmful to you, your doctor may request that you treat with him or her for an extra 90 days.
If you believe you live outside of the service area, you may request a service area review by calling your adjuster at the TASB Risk Management Fund. Visit www.tasbrmf.org or call 1-800-482-7276.
If you become dissatisfied with your first choice of a treating doctor, you can select an alternate treating doctor from the list of direct contract treating doctors in the service area where you live. The Fund will not deny a choice of an alternate treating doctor. Before you can change treating doctors a second time, you must obtain permission from your adjuster at the TASB Risk Management Fund. Visit www.tasbrmf.org or call 1-800-482-7276.
Referrals for health care services that you or your doctor request will be made available on a timely basis as required by your medical condition. Referrals will be made no later than 21 days after the request. Your doctor should refer you to another Alliance provider unless it becomes medically necessary to make a referral outside of the Alliance. You do not have to get a referral if you are in need of emergency care.
Alliance providers have agreed to seek payment from the Fund for your health care. They should not request payment from you. If you obtain health care from a doctor who is not in the Alliance without prior approval from your adjuster, you may have to pay for the cost of that care and your income benefits may be disputed. You may receive treatment from medical providers that are not contracted with the Alliance only if one of the following situations occurs:
- Emergencies: You should go to the nearest hospital or emergency care facility.
- You do not live within an Alliance service area.
- Your treating doctor refers you to a provider or facility outside of the Alliance. This referral must be approved by your adjuster.
Certain treatments or services prescribed by your doctor need to be approved in advance. Your doctor is required to request approval from the TASB Risk Management Fund before the specific treatment or service is provided. For example, you may need to stay more days in the hospital than what was first approved. If so, the added treatment must be approved in advance.
The following non-emergency healthcare treatment requests must be approved in advance:
- Inpatient hospital admissions
- Outpatient Surgical or ambulatory surgical services
- Spinal Surgery
- All non-exempted work hardening
- All non-exempted work conditioning
- Physical or occupational therapy except for the first six (6) visits if those six visits were done within the first 2 weeks immediately following date of injury or date of surgery
- Any investigational or experimental service
- All psychological testing and psychotherapy
- Repeat diagnostic studies greater than $350
- All durable medical equipment (DME) in excess of $500
- Chronic pain management and interdisciplinary pain rehabilitation
- Drugs not included in the TDI Division of Workers’ Compensation Formulary
- All narcotic medications dispensed greater than 60 days
- Any treatment or service that exceeds the Official Disability Guidelines
The number your doctor must call to request one of these treatments is 1-800-482-7276, ext. 6654. If a treatment or service request is denied, Alliance will tell you in writing. This written notice will have information about your right to request a reconsideration or appeal of the denied treatment. It will also tell you about your right to request review by an Independent Review Organization through the Texas Department of Insurance.
You have the right to file a complaint with the Alliance. You may do this if you are dissatisfied with any aspect of direct contract program operations. This includes a complaint about the program and/or your Alliance doctor. It may also be a general complaint about the Alliance. A complainant can notify the Alliance Grievance Coordinator of a complaint by phone, from the Alliance website www.pswca.org or in writing via mail or fax. Complaints should be forwarded to:
PSWCA (The Alliance)
Attention: Grievance Coordinator
P.O. Box 763
Austin, TX 78767-0763
A complaint must be filed with the program grievance coordinator no later than 90 days from the date the issue occurred. Texas law does not permit the Alliance to retaliate against you if you file a complaint against the program. Nor can the Alliance retaliate if you appeal the decision of the program. The law does not permit the Alliance to retaliate against your treating doctor if he or she files a complaint against the program or appeals the decision of the program on your behalf.