<div dir="ltr"><div dir="auto">Our language stipulates <span class="gmail_default" style="font-family:tahoma,sans-serif;font-size:small">"for the benefit of continuing contract teachers who suffer illness or disability and who have exhausted their accumulated regular sick leave but are not yet eligible for disability insurance (we provide LTD to teachers)."</span></div><div dir="auto"><font face="tahoma, sans-serif"><span class="gmail_default" style="font-family:tahoma,sans-serif;font-size:small">I have had a teacher utilize the sick bank during the postpartum recovery phase- but not bonding. I did request medical documentation to prove it was needed for the recovery and not bonding time.</span></font></div><div dir="auto"><font face="tahoma, sans-serif"><br></font></div><div dir="auto"><font face="tahoma, sans-serif"><span class="gmail_default" style="font-family:tahoma,sans-serif;font-size:small">We have since implemented a parental leave bank that is funded through teacher donation of days.</span><br clear="all"></font><br clear="all"><div><div dir="ltr" class="gmail_signature" data-smartmail="gmail_signature">~Dawn<br><br>Dawn Blanchard<br>Director of Personnel and Finance<br>207-319-1950<br>Sent from mobile device</div></div></div></div><div><br></div><div><br><div class="gmail_quote"><div dir="ltr" class="gmail_attr">On Wed, Nov 12, 2025 at 10:46 AM Andrea Disch <<a href="mailto:adisch@msad11.org" target="_blank">adisch@msad11.org</a>> wrote:<br></div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div><p><font face="garamond, times new roman, serif" size="4">Dear Colleagues,</font></p>
<p><font face="garamond, times new roman, serif" size="4">I’m reaching out to ask whether any of your districts currently restrict staff members recovering from childbirth—who lack sufficient personal sick leave—from drawing time from an associated sick leave bank.</font></p>
<p><font face="garamond, times new roman, serif" size="4">Our current Collective Bargaining Agreement specifies that this is not permitted. However, we were previously advised by counsel that prohibiting employees from accessing the sick leave bank for postpartum recovery could constitute discrimination, prompting a change in past practice.</font></p>
<p><font face="garamond, times new roman, serif" size="4">I’d appreciate learning whether others are facing similar language in their agreements, and if so, how your districts are addressing it in practice.</font></p>
<p><font face="garamond, times new roman, serif" size="4">Thank you in advance for any insights you can share.</font></p>
<p><font face="garamond, times new roman, serif" size="4">Best,<br>
Andrea</font></p></div><div><div dir="ltr" class="gmail_signature"><div dir="ltr"><img src="https://ci3.googleusercontent.com/mail-sig/AIorK4y02vtQLN6pwWGVEguRSdTE-1TkYG-o9RHWWMnAGvXWOAnsY3fcBcye_4dEyhUUmM9bDDQNmmK_HZmX"><br></div></div></div></div>
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