Our District Mission Statement

We believe in the potential of our students, the ability of our teachers and administrators, and the support of our parents and community.

Every Child. Every Day.

 

The Human Resources Department works toward hiring dedicated staff members who are passionate, contribute to a diverse and changing world and understand the importance of delivering quality education to our students. Our focus remains on the children of our district, and as such, we seek teachers, administrators and support staff who best meet the requirements for fulfilling this vision.

Affirmative Action in our District

Affirmative Action, as described by The American Heritage Dictionary, is a policy or a program, that seeks to redress past discrimination through active measures to ensure equal opportunity, as in education and employment.

Human Resources Department and the District Administrative Team, serve to promote and further the District's commitment to diversity and equal opportunity for employment.  We foster and support an environment that is inclusive, respectful, and free from discrimination and harassment.

Complaint of Alleged Sexual Harassment -
Student:Student Incident Interview Form

Discrimination Complaint Form

Harassment - Policy Statement

Principal/Designee Bullying Report Form

Join Our Team!

Reasonable Accommodation Medical Authorization Form

Employee 504 Plans - Information and Process

Welcome to the Manville School District's Leave of Absence Resource Page

This page provides important information regarding employee leave options, requirements, and resources available to Manville School District employees. Information included on this page addresses various types of leave, including the Family and Medical Leave Act (FMLA), the New Jersey Family Leave Act (NJFLA), the New Jersey Security and Financial Empowerment (NJ SAFE) Act, and other applicable federal, state, and contractual leave provisions.

Employees are encouraged to contact Human Resources with questions regarding eligibility, required documentation, and the leave process.

PLEASE NOTE:  Leave provisions may change based on updates to federal or state law, Board policy, and collective bargaining agreements. Human Resources will assist employees in determining the leave options applicable to their individual circumstances.

Employee Leave of Absence Options and Request Process

Employees may be eligible for various types of leaves of absence as provided by federal law, New Jersey law, Board policy, and, where applicable, the provisions of an applicable collective bargaining agreement. Leaves may be paid or unpaid depending on whether the employee has earned, accrued paid time off with the District in addition to the type of leave requested. Certain leaves may also qualify for job protection under the federal Family and Medical Leave Act (FMLA) and/or the New Jersey Family Leave Act (NJFLA), and eligible employees may qualify for wage replacement benefits if the employee has Disability Insurance or can apply for Family Leave Insurance (FLI), which is administered through the State of New Jersey.

All requests for Leaves of Absence should be submitted as far in advance as possible to allow for Board consideration before the anticipated start date, whenever the need for leave is foreseeable. Requests for leave protected under applicable federal or state law will be administered in accordance with applicable legal requirements.

Employees requesting a leave of absence should follow the procedures outlined below:

1. The employee must submit a request for proposed Leave of Absence by letter or email, along with any supporting documentation.  The request must be sent by letter or email to the Superintendent of Schools and Audra Burns in Human Resources, with copies to the Building Principal/Department Supervisor, Leidy Torres, Payroll/Benefits Coordinator, and Jen Sanders, Administrative Assistant to the Superintendent's office. 
2. The request should include: (a) Name, (b) Position/Job Title, (c) Location, (d) Type of leave being requested (e.g. maternity, medical, etc.), (e) Start date of the leave and expected date of return, and (f) indicate any accrued paid time off days to be utilized (See Example letter).
3. If the leave is due to your own serious health condition or that of a covered family member, please provide Human Resources with the appropriate Certification of Health Care Provider Form, which must be completed by the treating health care provider and returned within the required timeframe.  For leave requests that do not require medical certification under applicable law, Human Resources may accept a doctor's note, as appropriate. Documentation should include the date the employee was evaluated, the anticipated duration of the absence or leave period, the expected return-to-work date, and any work restrictions or limitations that may affect the employee's ability to perform their job duties. Medical documentation should not include unnecessary medical information.
4. When the need for leave is foreseeable, employees should submit their request at least 30 days in advance, or as soon as practicable if 30 days' notice is not possible. Employees are encouraged to provide as much advance notice as possible to assist the District in planning for coverage.
5. Requests for contractual leaves of absence will be submitted to the Board of Education for consideration in accordance with Board policy and applicable collective bargaining agreements. Requests for leave protected under the FMLA, NJFLA, or other applicable law will be administered in accordance with legal requirements and will not be delayed pending Board action.
6. If an employee needs to extend or modify an approved leave, the employee must notify Human Resources as soon as practicable. When the extension is due to a medical condition, updated medical certification may be required.

Maternity Leave / Child Bonding Leave

Employees may be eligible for maternity leave and child bonding leave in accordance with federal law, New Jersey law, Board policy, and the provisions of the applicable collective bargaining agreement.

An employee who is unable to perform their job duties due to pregnancy, childbirth, or a related medical condition may be eligible for pregnancy-related disability leave.

The length of pregnancy-related disability leave is determined by the employee's health care provider and must be supported by appropriate medical documentation. The period of disability may vary depending on the employee's individual medical circumstances, including recovery from childbirth.

Employees should submit the appropriate medical certification documentation to Human Resources as required (instructions above).

If the employee is eligible, pregnancy-related disability leave may also qualify as protected leave under the federal Family and Medical Leave Act (FMLA).

Following the period of pregnancy-related disability leave, eligible employees may request leave for the purpose of bonding with a newborn child.

Child bonding leave may be available under the New Jersey Family Leave Act (NJFLA) and any applicable provisions of the employee's collective bargaining agreement.  Eligible employees may receive partial wage replacement benefits through New Jersey Family Leave Insurance (FLI) while bonding with a newborn child. FLI benefits are administered through the State of New Jersey and require a separate application by the employee.

Employees should contact Human Resources to coordinate the use of child bonding leave and applicable benefits.

Employees may use available accrued sick leave during an approved leave of absence in accordance with Board policy, collective bargaining agreements, and applicable law.

During periods of unpaid leave, the District does not make pension contributions on behalf of the employee. Employees should contact Payroll/Pension Coordinator, Leidy Torres, regarding retirement system questions, including any options that may be available through the applicable retirement system.

Employees enrolled in District health benefits should contact Human Resources regarding continuation of benefits and any required employee contributions during an approved leave of absence.

Family Medical Leave Act (FMLA)

What is FMLA?  The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to twelve (12) weeks of unpaid, job-protected leave during a designated 12-month period for qualifying family and medical reasons. During approved FMLA leave, the District will continue group health insurance coverage under the same terms and conditions as if the employee were actively working. Employees remain responsible for any required employee contributions toward health benefit premiums.

FMLA leave may be used for the following qualifying reasons:

• The birth and care of a newborn child;
• The placement of a child with the employee for adoption or foster care;
• To care for a spouse, child, or parent with a serious health condition; or
• The employee's own serious health condition that prevents the employee from performing the essential functions of their position.

FMLA also provides eligible employees with certain military family leave entitlements, including:

• Qualifying Exigency Leave for certain needs related to a family member's military deployment; and
• Military Caregiver Leave to care for a covered service member or veteran with a serious injury or illness.

To be eligible for FMLA leave, an employee must:

• Have worked for the District for at least twelve (12) months;
• Have worked at least 1,250 hours during the twelve (12) months immediately preceding the start of leave; and
• Work at a location where the District employs fifteen (15) or more employees within seventy-five (75) miles.

Eligible employees may take FMLA leave intermittently or on a reduced schedule when medically necessary or when otherwise permitted under applicable FMLA regulations.

Employees should provide Human Resources with as much advance notice as possible when requesting FMLA leave. When the need for leave is foreseeable, employees should provide at least thirty (30) days' notice when practicable.

Human Resources will provide the appropriate FMLA forms and information regarding required documentation. A Certification of Health Care Provider form may be required when leave is requested due to the employee's own serious health condition or the serious health condition of a covered family member.

The District may request a second or third medical opinion regarding a medical certification, at the District's expense, when permitted under FMLA regulations. The District may also request periodic recertification of a serious health condition as permitted by law.

For additional information regarding FMLA, please visit the United States Department of Labor website or contact Human Resources.

New Jersey Family Leave Act (NJFLA)

What is NJFLA?  The New Jersey Family Leave Act (NJFLA) provides eligible employees with up to twelve (12) weeks of job-protected family leave during any twenty-four (24)-month period for certain qualifying family reasons.

NJFLA leave may be used for:

• The birth of a child;
• The adoption of a child;
• The placement of a child into foster care;
• The care of a family member with a serious health condition; or
• Certain qualifying circumstances related to a public health emergency, when applicable.

Employee Eligibility

To be eligible for leave under the New Jersey Family Leave Act (NJFLA), an employee must:

• Have worked for the District for at least three (3) months; and
• Have worked at least two hundred fifty (250) hours during the twelve (12)-month period immediately preceding the start of leave.

Eligible employees may take up to twelve (12) weeks of job-protected leave during any twenty-four (24)-month period for qualifying reasons under the NJFLA.

NJFLA has expanded the definition of “child” to include foster children and those children who have been conceived using a gestational carrier agreement.  The act now provides periods of leave for adoptions; placement of a child into foster care with the employee; childbirth, including childbirth under a valid agreement between an employee and a gestational carrier; and the serious health condition of the employee’s family member.

Significantly, the law expands the definition of “family member” to include parent-in-law, sibling, grandparent, and “any other individual related by blood to the employee and any other individual that the employee shows to have a close association with the employee, which is the equivalent of a family relationship.”

NJFLA bonding leave and family care leave may be available on a continuous or intermittent basis, depending on the circumstances and applicable legal requirements. Employees should consult with Human Resources regarding scheduling requirements and available leave options.

Please note that NJFLA is only for the care of others and does not cover an employee’s leave to attend to his or her own medical conditions. As discussed in the prior section, the FMLA continues to provide protected leave for an individual to care for his or her own medical conditions and is unchanged by amendments made to the NJFLA.

For additional information regarding NJFLA, employees may contact Human Resources or visit the New Jersey Department of Labor website.

NJ Family Leave Insurance Law (NJFLI or FLI)

What is Family Leave Insurance (FLI)?  New Jersey Family Leave Insurance (FLI) is a state program administered by the New Jersey Department of Labor and Workforce Development that provides eligible employees with partial wage replacement benefits while taking time away from work for certain qualifying family reasons.

FLI benefits are funded through employee payroll contributions and employees must apply directly through the State of New Jersey. The District does not approve or administer FLI benefit payments.

Eligible employees may receive Family Leave Insurance benefits for:

• Bonding with a newborn child during the first twelve (12) months following birth;
• Bonding with a child following adoption or foster placement;
• Caring for a family member with a serious health condition; or
• Certain circumstances related to domestic or sexual violence under the New Jersey SAFE Act.

The definitions of family member, child, and serious health condition generally align with the New Jersey Family Leave Act (NJFLA).

Eligible employees may receive FLI benefits for up to:

• Twelve (12) weeks for continuous leave; or
• Fifty-six (56) days (eight weeks) for intermittent leave.

Family Leave Insurance provides wage replacement benefits only and does not provide independent job protection.

Employees who are eligible for job-protected leave under the Family and Medical Leave Act (FMLA), New Jersey Family Leave Act (NJFLA), NJ SAFE Act, or other applicable laws may receive both job protection and FLI benefits when applicable.

When FLI benefits are used during a protected leave, the benefits may run concurrently with FMLA and/or NJFLA leave. Employees may use available accrued paid leave in accordance with District policies and applicable collective bargaining agreements.

Employees must apply directly with the State of New Jersey for Family Leave Insurance benefits. Employees should notify Human Resources as soon as possible when requesting a leave of absence so the District can assist with coordinating applicable leave benefits and job protection.

Employees may be required to provide supporting documentation, including certification from a health care provider when requesting benefits to care for a family member with a serious health condition.

For additional information or to apply for Family Leave Insurance benefits, visit the New Jersey Department of Labor and Workforce Development website or contact Human Resources.

Military Leave and Military Family Leave

Employees who are required to report for military service, military training, or other qualifying military obligations may be eligible for military leave in accordance with applicable federal and state laws, Board policy, and the provisions of any applicable collective bargaining agreement.

New Jersey law provides military leave protections under N.J.S.A. 38:23-1, N.J.S.A. 38:23-4, and N.J.S.A. 38A:4-4. Eligible employees may be entitled to leave for required military service, training, or other qualifying military obligations.

Employees should provide Human Resources with advance notice of military obligations whenever possible and submit appropriate documentation regarding the military service or training requirement.

In addition to New Jersey military leave protections, employees may have rights under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), which provides job protection and reemployment rights for eligible employees returning from qualifying military service.

Eligible employees may also qualify for military-related leave under the Family and Medical Leave Act (FMLA), including:

• Qualifying Exigency Leave for certain needs related to a covered family member's military deployment; and
• Military Caregiver Leave to care for a covered service member or veteran with a serious injury or illness.

Employees with questions regarding military leave should contact Human Resources for assistance.

REPORTING A WORK-RELATED INJURY

Employee Accident Form

Approved Workers Comp Providers for Injured Employees

District Policy- 8442 - Reporting Accidents

Workers Comp Rx

INTERIM Superintendent's Contract 2026-2027

MEA agreement july 1, 2024 - june 30, 2028

MEA Sidebar agreement - longevity & schedule a

MAA agreement july 1, 2024 - june 30, 2028

 

employee information change form

 

application for advancement on salary guide

 

 

 

HorizonbFIT

working advantage

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