Bloomington Public Schools - District #271

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Leave Process

Prior approval for leave is required anytime you are absent from work except for personal illness, dependent child illness (or other relative as allowed by state law) less than 5 days.

Short term leaves are now requested through Skyward and do not require a paper leave form. District approved leave typically includes child's school activity, graduation, bereavement and wedding and will require you to include a comment to provide more information before the leave can be approved.  District approved leave is at the discretion of the district and is not allowed for recreation, absence of personal choice or purposes that could be conducted outside the workday.  District approved leave may be paid or unpaid.  Login to your Skyward account and record the time indicating the reason.  Please allow at least three days for your supervisor and Human Resources to approve.  You will receive an email back once the time has been approved. 

For medical absences of more than 4 days, jury duty, year long leaves, etc:
  1. Print the leave request form below or use the fillable form:

  2. Complete and attach a doctor’s note if required or if submitting the on-line form send your doctor note directly to Human Resources..

  3. Give the form to your principal/supervisor to sign. Once approved the form will be forwarded to Human Resources for district approval.

  4. You will receive an email back once your leave request has been approved/denied. 

  5. Be sure to record the absence on Skyward and Aesop if you need a sub.  If you are a teacher and the leave is for more than 30 days, your long-call will be hired through Human Resources and you will indicate no sub needed. 

Effective August 1, 2014, the state law has been expanded to include care of relatives.  This means that you may use up to 160 hours of your available sick leave in a 12-month period for the illness or injury of your adult child, spouse, sibling, grandchild, parent, grandparent, step-parent, mother-in-law or father-in-law for reasonable periods of time as the employee's attendance may be necessary, on the same terms upon which the employee is able to use sick leave benefits for the employee's own illness.  

New in 2016: An employee may use sick leave as allowed under this section for safety leave.  Safety leave may be used for assistance to the employee or assistance to the relatives described above for the purpose of providing or receiving assistance because of sexual assault, domestic abuse or stalking.  

This time would be recorded as "sick relative" in Skyward.  A leave form will be required based on the same guidelines as for personal/dependent child illness.  Check out this FAQ for more information.

Jury Duty

Employees who are summoned for jury service will be paid their regular basic wages contingent upon remitting to the school district the compensation received for jury duty services.  On days when jurors are dismissed from duty at an early hour, you will be expected to return to work for the balance of your workday. 

If you are summoned for jury duty, please notify your supervisor immediately.  Complete a leave of absence request form and submit it to your supervisor with a copy of your jury summons.  You will receive a copy of your approved leave with reimbursement instructions once it has been approved by Human Resources.

Please be sure to record your absences in Skyward as jury duty.

Family and Medical Leave Act

Family Medical Leave Act (FMLA) became effective in 1993 and entitles eligible employees to take up to 12 weeks (60 days) of unpaid, job-protected leave in a 12 month period for specified family and medical reasons. 

Reasons for taking FMLA leave include:

  • your own serious health condition
  • to care for your child after birth, or placement for adoption or foster care
  • to care for your spouse, son, daughter, or parent who has a serious health condition
  • because of a qualifying exigency arising out of the fact that your spouse, son, daughter or parent is on active duty or call to active duty status in support of a contingency operation as a member of the National Guard or Reserves
  • because you are the spouse, son, daughter, parent or next of kin of a covered servicemember with a serious injury or illness.
For more information, check out the Employee Rights and Responsibilities publication by the U.S. Department of Labor.


Questions on leaves and FMLA leaves should be directed to Mary Gorman at mgorman@isd271.org.