• Frequently Asked Questions

  • Q. I am currently on a leave of absence and not due to return to work until late April or May, do school closures affect me?

    A. If you are currently on a previously approved paid or unpaid leave, there is no change to your status. You are not expected to return from leave early due to these circumstances. If you plan to return early, or to extend your leave, please work with your HR Specialist.


  • Q. Has the government expanded any leave rights, or made any new provisions based on the coronavirus/COVID-19?

    A. Effective April 1, 2020, the recently signed HR 6201 bill, named the Families First Coronavirus Response Act (FFCRA), will provide for Emergency Paid Sick Leave, as well as some expansions of the Family Medical Leave Act. At this time, these expansions are only in effect through December 31, 2020. Specifically, the bill provides the following relief for those directly affected by the coronavirus:

    Emergency Paid Sick Leave

    80 hours of sick leave for full time employees (to be prorated for part time employees), not to exceed $510/day, for a total of $5,110
      ○ This leave may be used prior to any accrued sick leave.
      ○ This leave may be used under the following circumstances:
         ■ Employee tested positive for COVID-19
         ■ Employee is medically quarantined
         ■ Employee is self-quarantined due to potential exposure (with or without symptoms)
         ■ Employee is experiencing symptoms and seeking a medical diagnosis
      ○ Emergency sick leave does not carryover, and will only be awarded if one of the conditions above is met
      ○ This leave is available immediately, regardless of how long an individual has been employed
      ○ Medical verification will be required under any of these circumstances

    80 hours of sick leave at ⅔ pay for full time employees, not to exceed $200/day, for a total of $2,000
      ○ This leave may be used prior to any accrued sick/personal necessity leave
      ○ This leave applies under the following circumstances:
         ■ Employee is medically vulnerable (including persons over 65)
         ■ Employee is caring for COVID-19 positive immediate family member
         ■ Employee is on childcare leave due to child’s school closure

    Emergency Family and Medical Leave Act (FMLA) Expansion

    ● FMLA expansion affects staff members who are unable to work, or work remotely, because their minor child’s school or childcare is closed or unavailable.
      ○ Child must be under 18 years of age
      ○ School/Daycare closure or unavailability must be due to a COVID-19 related public health emergency
      ○ Staff are eligible if they have been employed for at least 30 days
      ○ The leave entitles employees to:
         ■ Up to 12 workweeks of leave (assuming they have not already exhausted FMLA leave rights)
         ■ First 10 days are unpaid, unless the employee substitutes other paid leave, including vacation or sick leave
         ■ Remainder of the leave is paid at not less that ⅔ pay, which shall not exceed $200/day and $10,000 total


  • Q. I have tested positive for COVID-19. What leaves are available to me?

    A. If you have tested positive for COVID-19, regardless of whether or not you are showing symptoms, you may use:
    ● Emergency Paid Sick Leave/HR 6201 as described above
    ● current sick leave balance
    ● accrued excess sick leave
    ● differential leave
       ○ for certificated- 5 months of differential pay, beginning after sick leave is exhausted
       ○ for classified - up to 100 days of 50% pays, runs concurrently with sick leave
    ● vacation leave (classified employees only)

    **Please note that medical verification (doctor’s note) will be required for these leaves. FMLA/CFRA leave rights will run concurrently.**


  • Q. I have been medically quarantined by a health care provider for possible exposure. What leaves are available to me?

    A. If you are medically quarantined (on a doctor’s orders) regardless of whether or not you are showing symptoms, you may use:
    ● Emergency Paid Sick Leave/HR 6201 as described above
    ● current sick leave balance
    ● accrued excess sick leave
    ● differential leave
      ○ for certificated- 5 months of differential pay, beginning after sick leave is exhausted
      ○ for classified - up to 100 days of 50% pays, runs concurrently with sick leave
    ● vacation leave (classified employees only)

    **Please note that medical verification (doctor’s note) will be required for these leaves. FMLA/CFRA rights will run concurrently.**


  • Q. I have been ordered to self-quarantine by a healthcare provider. What leaves are available to me?

    A. If you have been ordered to self-quarantined (on a doctor’s orders) regardless of whether or not you are showing symptoms, you may use:
    ● Emergency Paid Sick Leave/HR 6201 as described above
    ● current sick leave balance
    ● accrued excess sick leave
    ● differential leave
      ○ for certificated- 5 months of differential pay, beginning after sick leave is exhausted
      ○ for classified - up to 100 days of 50% pays, runs concurrently with sick leave
    ● vacation leave (classified employees only)

    **Please note that medical verification (doctor’s note) will be required for these leaves. FMLA/CFRA rights will run concurrently.**


  • Q. I am considered medically vulnerable, or am over age 65. What leaves are available to me?

    A. If you are medically vulnerable, or are over age 65, you may use:
    ● Emergency Paid Sick Leave/HR 6201 as described above
    ● If you are unable to perform one on more essential job duties safely, you may be entitled to use:
      ○ accrued sick leave
      ○ accrued excess sick leave
      ○ differential leave
         ■ for certificated- 5 months of differential pay, beginning after sick leave is exhausted
         ■ for classified - up to 100 days of 50% pays, runs concurrently with sick leave
    ● vacation leave (classified employees only)

    **Please note that medical verification (doctor’s note) will be required for these leaves.**


  • Q. I am caring for an immediate family member who has tested positive for COVID-19. What leaves are available to me?

    A. If you are caring for an immediate family member who has tested positive for COVID-19, you may use:
    ● Emergency Paid Sick Leave/HR 6201 as described above
      ○ 80 hours at ⅔ salary, up to $200/day
    ● current sick leave balance
    ● accrued excess sick leave
    ● vacation leave (classified employees only)
    ● unpaid FMLA leave (regular eligibility requirements apply)

    **Please note that medical verification (doctor’s note) will be required for these leaves. FMLA/CFRA rights will run concurrently.**


  • Q. My child’s school/daycare has closed due to a state or local order related to COVID-19. What leaves are available to me?

    A. If you must provide care for your school aged child due to school/daycare closures, you may use:
    ● Emergency Paid Sick Leave/HR 6201 as described above
      ○ 80 hours at ⅔ salary, up to $200/day
    ● Kin care leave (up to ½ of accrued and available sick leave)
    ● Expanded FMLA HR 6201 as described above
      ○ first 10 days unpaid unless substituted with another leave
      ○ ⅔ employees average wages for remaining 10 weeks, not to exceed $200/day or $10,000 total
    ● vacation leave (classified employees only)


  • Q. How do I know what positions are open for application?

    A. Carmel Unified School District uses EdJoin (Statewide Job Posting System) to advertise all vacant positions which are open to all applicants. Both certificated and classified positions are posted regularly on www.edjoin.org/carmelunified

    (All In-House positions are sent out to the staff members who are eligible)


  • Q. How do I become a teacher?

    A. You must contact the California Commission on Teacher Credentialing for information at www.ctc.ca.gov


  • Q. How do I become a substitute?

    A. Both Certificated and Classified Substitutes must complete the employment process through the Human Resource Office. The following must be completed and on file in order to be placed on the active substitute call list:

    • Payroll paperwork (provided in the employment packet)
    • Fingerprinting (processed through the Monterey County Office of Education Substitute Consortium at substitutes expense)
    • TB clearance (Adult Tuberculosis (TB) Risk Assessment Questionnaire)

    To apply for a Substitute Teaching Permit, you must contact the California Commission on Teacher Credentialing for information at www.ctc.ca.gov


  • Q. How can I become an Instructional Aide

    A. Carmel Unified School District uses EdJoin Statewide Job Posting System to advertise all vacant positions which are open to all applicants. Both certificated and classified positions are posted regularly on www.edjoin.org.


  • Q. When are units due for Certificated employee's salary advancement?

    A. All courses must be approved in advance of the first class or activity. Transcripts relating to pre-approved coursework have been filed in the Human Resources office prior to September 20th of the year which the higher salary is to be granted.


  • Q. How many days do employees receive for jury duty?

    A. Certificated unit members shall receive his/her rate of pay for any day of jury duty which occurs on a normal work day. Unit member shall endorse and present to the District any warrants which represent payments for jury duty.


  • Q. I'm new to California. How do I apply for a California Teaching Credential?

    A. You must contact the California Commission on Teacher Credentialing for information at www.ctc.ca.gov

Last Modified on April 1, 2020