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Coffee County board considers narrowing sick-leave use, aligning FMLA and paid parental leave with GSBA guidance
Summary
Administrators proposed policy updates to limit the number of sick days usable at once to 60, align leave with FMLA and GSBA templates, add paid parental leave provisions, and replace a district sick bank with spouse-to-spouse transfers only.
District staff presented several proposed changes to employee leave policies at the Aug. 28 work session, including aligning district language with Georgia School Boards Association (GSBA) templates and limiting the number of accrued sick days an employee may use in a single leave episode.
Staff said the proposed change would permit employees to use up to 60 days of their banked sick leave toward an extended absence; employees would retain their full banked balance for retirement credit, but only 60 days would be available for use before short‑term or long‑term disability would be required. Staff said the 60‑day limit is intended to make Coffee County consistent with surrounding systems and to limit the classroom disruption and budget impact associated with very long substitute assignments.
Administrators also said they updated policies to incorporate paid parental leave, living organ donor leave, and military leave language to match GSBA recommendations and federal FMLA guidance. Staff reported coordination with benefits vendors to ensure short‑ and long‑term disability plans would align with the new policy and said vendors will provide in‑person sessions to explain options to employees.
District staff recommended eliminating the historical district-wide sick bank as it has been known and replacing it with the statutorily required spouse-to-spouse transfer option (a spouse may donate days to a spouse) and related Citibank administration. Staff said the prior sick-bank practice had created inconsistent local handling and that the new language would standardize access while moving determinations to medical professionals and insurer processes.
Board members asked whether staff could phase changes and provide time for employees to enroll in disability products; staff said they planned implementation timing to allow vendor outreach and education prior to formal adoption. The proposed policy changes were presented for board review and will sit for the required 30-day review before appearing for adoption.
