For teachers in a non-union, private, California school who are on a school year contract (they work 190 odd days):
1.Does mentioning the start date & end date of the school year change the at-will nature of the job even though a paragraph in the agreement describes the at-will nature of the job?
2.a.If they went on FMLA, owing to non-work related injury, in the prior school year and have not worked a single day during the current school year, is the current agreement still valid (the school chose not to terminate them at the end of 12 week FMLA/CFRA)?
2.b. Would the fact that they were or were not paid some sick pay that was carried forward from last school year change the answer to 2.a
3. How do school breaks affect CFRA and FMLA? I have heard that breaks of five days or more do not count towards FMLA. What about CFRA if the school is closed for day five days or say two days of the week?
3.b How is the work week calculated for employees working @ less than 100%. Would the work week for a .6 FTE be 3 work days long?
4.a For CFRA (bonding) that runs after pregnancy disability has ended, can the school force the employee to take 12 weeks in minimum 2 week duration?
4.b What must be the minimum gap between the various two week periods? The CA Fair Housing and Employment Commision site states that they “Basic minimum leave duration is two weeks for CFRA-only baby bonding leave. But, employer must grant a request for leave of less than two weeks’ duration on any two occasions.”
4.c What if the employee has sick leave available & misses work owing to sick baby multiple times, after the two occasions of <2weeks of planned CFRA leave?
I am not confident so please let me know if any parts of any questions do not make sense. Also, thoughts on any related matters will be greatly appreciated