The board reviewed a policy revision to bring the district's parental and postpartum recovery leave into compliance with state requirements. Director Dean told the board the state requires districts to provide leave at least comparable to what state employees receive: a minimum of three weeks (15 consecutive days) of paid parental or postpartum leave.

The change affects employees who accrue paid benefits — including some hourly employees the district classifies as benefit-eligible. Director Dean said an hourly paraeducator who works, for example, 19 hours per week would receive a prorated 15 consecutive days of paid leave if eligible. Birth parents continue to have the district’s standard arrangements (typically six weeks after birth, or eight weeks for cesarean delivery), and employees can supplement the statutory leave with accrued sick leave or FMLA where eligible.

Dean explained the policy introduces definitions for "parental leave eligible employee" and clarifies eligibility, proration and coordination with other leave (sick leave and FMLA). The board discussed adoption logistics and implementation details; Dean said HR and business offices will finalize procedures and communications before the policy returns for adoption.

Board members described the change as a benefit for employees and noted it will increase district leave costs; Dean said the adjustment is required by law and that administrators will work through implementation nuances (adoption vs. birth-parent vs. spouse/partner eligibility, and adoption phrasing). No vote was taken tonight (policy presented for review).