Protected Time Off

If you have to miss work due to a qualifying situation, requesting protected time off through one of the laws below provides you with options to protect your job and benefits and to replace a portion of your normal wages.

Am I Eligible?

You may qualify for any or all of the protections below. If you’re not sure, fill out a request anyway and HR will help you to understand your options.

Oregon Family Leave Act (OFLA)

Worked for employer for at least 180 days;
Have worked an average of at least 25 hours per week for 180 days immediately preceding the leave (excluding parental leave).

Family and Medical Leave Act (FMLA)

Worked for employer for at least 12 months;
Have at least 1,250 hours of service for the employer during the 12 month period immediately preceding the leave.

Paid Leave Oregon (PFML)

Current employee of Springfield Public Schools;
Have earned a least $1,000 from any Oregon employer within the last 12 months.
This leave is administered through our equivalent plan provider The Standard. Learn more information on this leave.

Does My Situation Qualify?

Own serious health condition*
To care for someone with a serious health condition*
Parental Leave/Pregnancy Disability*
Taking custody or Placement of an Adopted or Foster Child*
Sick Child Leave*
Extended Bereavement*
Safe Leave* – Time off related to domestic violence, sexual assault, harassment, bias crimes, or stalking
Military Leave* / Military Family Leave*

*Certification including medical verification may be required; see HR for additional information

How to Request Protected Time Off (Continuous Leave of Absence or Intermittent Leave)

Step 1: Request Protected Time Off

Complete the Protected Leave Application
- Form: Protected Time Off Request.
- If you have any questions about information required for this form, please contact Human Resources 541-726-3203.
- When possible, please complete this form 30 days before you expect to start a protected leave for yourself or an eligible family member. If you are not able to give 30 days' notice, give us as much notice as possible. In case of an unforeseen situation, please give your supervisor or Human Resources verbal or written notice as soon as you can, or within 24-hours after starting a leave.
- Note that your first day of leave on your forms will be the first day that you missed work—even if you are filling out the form late.
- This is also the request form for “intermittent leave” which means that instead of continuous block of time, you are requesting protection for absences that occur periodically due to a chronic medical condition for you or a qualifying person.

Step 2: Health Care Provider Certification

Within 5 business days of receiving your Protected Time Off Request, the Leaves Team will send you a Notice of Eligibility by email with additional information and instructions, including the health care provider certification, if applicable.
The Healthcare Provider Certification is typically due within 15 days of requesting time off, or 15 days before your first absence. There are two versions of this form, and the version that you will complete depends on whether or not you decide to apply for Paid Leave Oregon (PFML).

Step 3: Application Review and Leave Determination

FMLA/OFLA: Within 5 business days of receiving completed paperwork, HR will send you and your supervisor a Notice of Determination – which explains whether or not your request has been approved, or whether we need additional information. This notice will also state requirements for Returning to Work (RTW) (see Step 5).
Paid Leave Oregon (PFML): Our equivalent plan provider will determine eligibility for your Paid Leave Oregon claim. Any determination will come directly from The Standard.

Step 4: Begin Leave

You’re now on leave! Read carefully your Notice of Eligibility and Notice of Determination forms, which include your rights and responsibilities while on leave. You may be required to check in periodically with HR and/or your supervisor. You are not authorized to perform any work while on leave, which includes checking your district email. Please make sure we have a personal email address on file so that we may email you important documents regarding your leave.
Paid Leave Oregon: Follow any specific instructions you receive from The Standard.
In an ideal world, your paperwork is complete before your leave of absence. As mentioned above in Step 1, sometimes the need for protected time off is unexpected and paperwork began after your first missed day from work. In some cases you may have even returned to work already while you work to complete your claim. Don’t worry if Step 4 is out of order, but work to complete your forms as soon as possible to avoid a denial.

Step 5: Return to Work

If your leave was due to your own serious health condition, before you will be authorized to return to work, you will likely need to have your healthcare provider provide the SPS Leaves Team with a Return To Work (RTW) Release. Please refer to your Notice of Determination for instructions, and contact HR if you have questions about the required doctor’s note.
A helpful format for your RTW Release from your healthcare provider includes the following:
- “(Name of employee) is released to return to work without restrictions on (date)”
  OR
- “(Name of employee) is released to return to work on (date) with the following restrictions: (describe restrictions). These restrictions end on (date)” OR “Next appointment is on (date).”
After your medical leave has ended, if you are not fully released to return to regular work, SPS will review your work restrictions to see if we are able to provide work for you within those restrictions. This may require additional follow-up with your doctor.
RTW Releases are NOT required for claims related to parental leave, or for caring for a family member.
Paid Leave Oregon: Follow any specific instructions you receive from The Standard.