• Adoption Leave

  • Adoption Leave Details

    For all full-time employees:

    You may use your accrued local sick leave balance following placement, not to exceed 6 consecutive workweeks.  If approved by your supervisor, you may report additional absences as "state personal leave", subject to duration limitations in policy DEC(Local).

    Note: If you are required to stay home due to a secondary illness or injury of your child, your absence may be considered illness in the family instead of adoption. Please contact the benefits office for assistance.

    Additional leave available if you have worked for PISD more than 1 year:

    If you have worked at least 1,250 hours in the last 12 months (the Benefits department will determine this for you), then you may qualify for additional unpaid leave through Family Medical Leave (FML). If not, you will qualify only for the leave described in the previous section. FML cannot be used intermittently for adoption.

    FML will run concurrently with your accrued leave as described above. However, under FML, you may remain off work for the rest of your available FML time. This additional time off will be unpaid, unless you plan to use any remaining state personal leave.

Frequently Asked Questions

  • How do I request adoption leave?

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    Approximately 1 month before you need adoption leave (or as soon as possible when your leave begins), you must contact the Benefits Department – (469)752-8138 or benefits@pisd.edu. We will help you with the adoption leave process.
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  • What if both parents are PISD employees?

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    If both parents are employees and choose to take adoption leave, the maximum time off work for bonding is a combined total of 12 weeks. Please contact us for assistance in determining the dates of your leave.
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  • What papers do I need to turn in?

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    You will need to provide us a copy of the paperwork for the adoption or placement for adoption. The adoption leave packet will contain the additional forms you need to submit.
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  • How do I record my absences?

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    For the initial 6-week period, your absences must be recorded as “Adoption”. If you are eligible for extended leave under FML, those absences must be recorded as “Unpaid Leave”, unless you are using any remaining "State Personal Leave".
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  • For campus employees – What if I adopt during the summer?

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    Please contact the benefits office as soon as possible, so we can help you determine what leave time is available to you.
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  • May I do any work while on adoption leave?

    Posted by:

    No, you may not perform any job duties on campus or at home while on adoption leave, nor can your supervisor require you to. This might include grading papers, preparing lesson plans, supervising classes or athletic events, attending PDH training or parent/teacher conferences, and other job duties. When your leave is foreseeable, your campus may require you to make advance lesson plans or other preparations to be used during your absence.
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  • Is my adopted child automatically covered on the medical plan?

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    No. If you wish to cover your child on your PISD health plan, you must sign, date, and submit the Change Form to the PISD Benefits department within 31 days of the date of adoption or date of placement. Change Forms submitted after the enrollment window will be denied.
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  • If I do not receive a paycheck, what will happen to my health plan benefits?

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    If you do not receive a paycheck or if your paycheck is insufficient to make the premium deductions, you will receive an invoice for any premiums which are due. You will have 30 days in which to make payment. If payment is not received by the due date stated on the invoice, your health plan benefits will be cancelled. If your medical, dental, or vision benefits are cancelled while you are on FML, you may request to reinstate the coverage and resume premium payments when you return to work after your FML.
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  • What if I am on leave the maximum length of time and cannot or will not return to work?

    Posted by:

    At that time, the process for termination of employment must begin (see policy DEC(Local) Expiration of Available Leave), or you may choose to resign. You will be offered COBRA for any health plan benefits you have. If you are able to return to work in the future, you may apply for reemployment with the district at that time.
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