Attendance matters for students, and it also matters for staff.
The District’s Attendance Policy adopted by the Board of Education on July 13, 2004 states that the Board expects “Employees to maintain regular attendance and avoid absenteeism”. At the same time “Illness leaves are provided to ease the financial burden on employees who are unavoidably required to be absent from duty due to legitimate illness, injury or personal necessity”.
This page contains helpful materials such as information regarding absence and/or leave types that may authorize you to be absent from work, links to payroll forms used for requesting time off of work, summary information by Collective Bargaining Agreement regarding Personal Necessity, Kin Care, and Bereavement, as well as, practical tools and resources to assist you with planning and managing situations that require your personal attention during assigned hours of service.
Please select an option below for more information, from Notification and Absence Certification to Formal Leave of Absence.
- Notification and Absence Certification
Employees should always comply with the usual and customary call-in and reporting procedures in accordance with their work location and Collective Bargaining Agreement (CBA) whenever they need to be away from work during assigned hours of service. Specific notification and leave information contained in the Collective Bargaining Agreement contracts can be found on the Labor Relations website.
In addition to or as a part of notification, they must complete and submit a Certification and/or Request of Absence Form for approval whenever they need to be away from work during assigned hours of service. Completed and approved certification forms are required prior to the time reporting of all leaves and absences.
Use the Certification and/or Request of Absence for Illness (Form No. 60.Ill) when an employee is absent and requesting to use full and/or half pay illness, including Personal Necessity and Kin Care for:
- Your Own Personal Illness/Injury/Disability/Medical Appointment/Accident
- Your Occupational Illness/Injury or Act of Violence
- Your Pregnancy-related Illness/Disability
- Parental Leave (Birth of a child/Newly Adopted/New foster care)
- Illness/Injury/Disability/Accident of Your Family Member
Use the Certification and/or Request of Absence for Non-Illness (Form No. 60.NON-Ill) when an employee is absent and requesting to use vacation, Personal Necessity and/or District paid benefited time for:
- Accident or Imminent Danger to Your Person or Property (see rule)
- Accident to Family Member’s Property (see rule)
- Auto failure (up to 2 hours) if care used for work on that day (see rule)
- Registration or Final Exam in Higher Education (see rule)
- Religious Holiday of Your Faith
- Court Appearance
- Bereavement (see rule)
- Conference Approved by District
- Jury Duty
- Other Absences
More information regarding Certification and/or Request of Absence Forms, including District Certification of Absence Forms policy bulletin BUL-6307.5 can be found on the Payroll Administration website.
- Leaves and Absences
An event of any length of time that authorizes an employee to be absent from active service with a right to return to active service unless service would have been otherwise terminated is referred to as an absence or a leave. Absence and/or leave types that may authorize an employee to be absent during assigned hours of service include, but are not limited to:
- Personal Necessity
- Kin Care
- Protected Leaves and Absences
- Formal Leave of Absence
Leaves can be granted to probationary or permanent employees for specific purposes and periods of time as defined in the Collective Bargaining Agreement (CBA) representing the employee's job classification. Collective Bargaining Agreement (CBA) contracts can be found on the Labor Relations website.
If a Classified Employee in a job classification is not represented by a CBA, the specified purposes and periods of time for leave that can be granted to probationary and permanent employees is defined in the Personnel Commission (PC) Rules
Depending on the job classification, an employee may earn vacation for active service. More information regarding vacation accrual and usage can be found in Collective Bargaining Agreements (CBA) or the Personnel Commission (PC) Rules, if the employee is a Classified Employee exempt from collective bargaining representation. Collective Bargaining Agreement (CBA) contracts can be found on the Labor Relations website. Please note that only those job classifications represented by contracts that include vacation will contain vacation information.
- Personal Necessity
When the gravity of specified situations requires personal attention during assigned hours of service, an employee may be granted a paid personal necessity leave. Personal Necessity specifics are defined in your Collective Bargaining Agreement (CBA) or the Personnel Commission (PC) Rules and can be found here:
- Kin Care
Kin Care provides both pay and job-protection; which may entitle an employee to an absence or leave for the purposes of:
- Attending to the diagnosis, care, or treatment of an existing health condition of, or preventative care for a family member during assigned hours of service, including:
- Employee's child, including biological, adopted, or foster child, stepchild, or a child to whom you stand in loco parentis
- Employee or spouse’s or registered domestic partner’s parent, including biological, adoptive, foster parent, stepparent, or legal guardian, or a person who stood in loco parentis when you were a minor child.
- Employee's spouse or registered domestic partner.
- Employee's grandparent.
- Employee's grandchild.
- YEmployee's sibling.
- Obtaining or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order, or other injunctive relief during assigned hours of service, to help ensure the health, safety, or welfare of employee or employee's child who is a victim of domestic violence, sexual assault, or stalking.
Kin Care is deducted from full pay illness only and usage is limited to six (6) days per calendar year. Time taken under Kin Care can be less than a full working day and a physician’s statement is not required unless the absence is over five (5) consecutive days.
An employee may be entitled to a paid leave of absence from the District on account of the death of an immediate family member as defined in the employee's Collective Bargaining Agreement (CBA) or the Personnel Commission (PC) Rules.
Personal Necessity, Kin Care, and Bereavement are compensatory leaves of absence. Personal Necessity and Kin Care are deducted from and may not exceed the number of full-pay illness hours to which an employee is entitled. Personal Necessity shall not be granted to any employee in a job classification during a strike, demonstration or any work stoppage involving the Union represented by that job classification.
- Protected Leaves and Absences
When an employee or their loved one experiences a serious health condition that requires time off of work, or the employee is welcoming a newborn or child placed in the home through adoption or foster care and taking time off of work to bond, the employee may be eligible to have that time away during assigned hours of service job-protected. The Employee Protected Leaves and Absences Page on the Integrated Disability Management (IDM) website provides you with helpful materials and information, answers frequently asked questions, and gives you access to practical tools and resources to help you gain a better understanding of when and how job-protected laws, including Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), and Paid Parental Leave (PPL) apply.
- Formal Leave of Absence
Each Collective Bargaining Agreement (CBA) and/or the Personnel Commission (PC) Rules specify the types of absence and leave events available, the application requirements and maximum length of each absence and leave event, and the employee's responsibility for notifying their work location.
If an absence will be more than twenty (20) working days, a Classified Employee Leave Package (Form PC 5006) must be acknowledged by the immediate administrator and submitted to the Classified Employment Services Branch as follows:
- Personnel Commission Classified Employment Services Branch, PH: 213.241.6300, PO Box 513307, Los Angeles, CA 90051-1307
If the absence will be more than twenty (20) working days, a Certificated Request for Leave of Absence (Form HR-1065) must be acknowledged by the immediate administrator and submitted to the appropriate Certificated personnel office as follows:
- Human Resources Certificated Assignments & Support Services, PH: 213.241.5100, PO Box 3307 (Dept. S), Los Angeles, CA 90051
- Human Resources Administrative Assignments Unit, PH: 213.241.6365, PO Box 3307, Los Angeles, CA 90051
- DACE Personnel Unit, 333 S. Beaudry Ave, PH: 213.241.3150, 15th Floor, Los Angeles, CA 90017
- Early Childhood Education Unit, 333 S. Beaudry Ave, PH: 213.241.2404, 15th Floor, Los Angeles, CA 90017
If you are in one of the Divisions indicated below, please contact your Division Human Resources Administrator for additional information.
Facilities Services Division Employees (213-241-0312)
Food Services Division Employees (213-241-1554)
Information Technology Division (ITD) Employees (213-241-2687)
Procurement Services Division Employees (562-654-9422)
Transportation Services Division Employees (213-580-4413)