INTERMITTENT / REDUCED SCHEDULE LEAVES FAQS
1. What are Intermittent and Reduced Schedule Leaves?
Intermittent leave involves taking separate periods of time off, while reduced schedule leave refers to being away for part of a day or week. In contrast, continuous leave (more common) means being away from work for a single, uninterrupted period.
2. Can I take intermittent/reduced schedule leave?
You must be FMLA and/or CFRA eligible (see #14 for FMLA/CFRA FAQs).
Prior to the start of your leave, you:
- have at least 12 months of service (employed by the District),
- have worked at least 1,250 hours in the last 12 months, and
- have not exhausted FMLA and/or CFRA within the last 12 months
3. What reasons can I take intermittent/reduced schedule leave if I am FMLA/CFRA eligible?
Only intermittent leave is allowed for:
- Child bonding/placement (i.e., reduced schedule leave not allowed) - must be taken for a minimum of two weeks, except for up to two occasions that may be shorter
Both intermittent and reduced schedule leave are allowed for:
- Qualifying exigencies
Both intermittent and reduced schedule leave are allowed when medically necessary for the following:
- Your own serious health condition (Medical)
- To care for your family member with a serious health condition
- Pregnancy disability
Note: When leave is needed for planned medical treatment (for you or your family member), you must make a reasonable effort to schedule treatment so as not to unduly disrupt the District’s operation. Also, your health care provider must support (certify) your intermittent/reduced leave schedule.
4. How much and how long can I take intermittent/reduced schedule leave if I am FMLA/CFRA eligible?
Within a 12-month period from your leave start date:
- Intermittent: Up to 60 work days. Note: Military caregiver leave - up to 130 days.
- Reduced schedule: The general rule is to multiple the number of hours you work per day by 60 days. If you work 8 hours per day for 5 days per week, the maximum amount of intermittent / reduced leave is 480 hours.
- See #15 for some sample scenarios.
5. Am I paid by the District during intermittent/reduced schedule leave? FMLA and CFRA are unpaid leaves. However, depending on your job class, you may or may not be required to use your earned/accrued sick pay. Certificated (CSF), Administrator (ADM), and Paraeducator (PAR) staff must first use their earned and accrued sick pay before they can receive extended sick leave pay depending on the reason. Extended sick leave is applicable to medical, pregnancy, and child bonding; it is not applicable for leave to care for a seriously ill family member. Civil Service Classified are generally not eligible for extended sick leave. Civil Service Classified may elect other paid time off (vacation, comp time) in lieu of sick pay or choose not to receive any pay. For more details, see pages 2 to 3 of FMLA_CFRA FAQs which includes Table 1: Summary of Leave Pay (General Guide).
Paraeducators and Civil Service Classified: You may be eligible for California State Disability Insurance (SDI) for pregnancy and medical and/or Paid Family Leave (PFL) for child bonding, care of a seriously ill family member, or qualifying exigency. It is the California Employment Development Department (EDD) that determines your eligibility for SDI or PFL (not the District). For more details, including integrating leave pay with SDI or PFL, see pages 2 to 3 of FMLA_CFRA FAQs which includes Table 1: Summary of Leave Pay (General Guide).
6. How can I confirm if I am eligible for FMLA/CFRA intermittent/reduced schedule leave?
If you think you are eligible but not sure, contact the Leaves Team (see #13). A team member will let you know if you meet the eligibility requirements (see #2).
7. The Leaves Team confirmed my eligibility to take intermittent/reduced schedule leave. How do I apply?
Submit your leave request in Empower 30 days in advance or as soon as practicable (here's how). Submit the required documents with your leave request or within 15 days.
8. The Leaves Team approved my intermittent/reduced schedule leave. What happens next?
The Leaves Team will send you and your supervisor a Notice of Intermittent Leave Approved with the following information included:
- The start date and end date (i.e., period of intermittent/reduced schedule leave)
- Your intermittent/reduced schedule which shows the maximum number of hours per day away from work and/or the maximum number of days per week (or per month) away from work
- Timekeeping instructions (it is essential for you and your supervisor to follow them)
9. What if I exhausted my FMLA/CFRA entitlement, but I still need intermittent/reduced schedule leave?
The Leaves Team cannot approve the extension. You should return to your regular work schedule at the end of your leave. See also #10 and #11.
10. What if I am not FMLA/CFRA eligible, but I need intermittent/reduced schedule leave due to my own health condition (medical)?
The Leaves Team cannot approve your leave or extension beyond the maximum allowed (see #4). You may submit time-off requests for regular absences to your supervisor (e.g., sick).
If your health care provider indicates you need a reduced work schedule or you need a workplace accommodation, you should complete the Employee Request for Reasonable Accommodation Google form to start the ADA interactive process. Please note this process is managed by the Human Resources Disability & Compliance Team. Be prepared to have your health care provider complete forms as required by the Disability & Compliance Team. Review the Quick Guide and ADA Interactive Process and Reasonable Accommodation FAQs for more information. The Leaves Team will create and update your intermittent/reduced schedule leave in Empower if approved by the Disability & Compliance Team (including extensions).
11. What if I am not FMLA/CFRA eligible but I need intermittent or reduced schedule leave for other reasons not related to my own health condition (e.g., care of ill a family member).
The Leaves Team cannot approve your leave or extension beyond the maximum allowed (see #4). You may submit time-off requests for regular absences to your supervisor (e.g., sick, vacation, comp time).
12. What exceptions are there to take intermittent leave even though I am not FMLA and/or CFRA eligible?
Prior to the start of child bonding leave, Certificated, Administrator, and Paraeducator staff who have at least 12 months of service but do not meet the 1,250 service hours requirement are eligible for paid leave for up to 60 work days. Intermittent leave must be taken for a minimum of two weeks, except for up to two occasions that may be shorter (reduced schedule leave not allowed). This paid leave must be completed within one year of the date of birth/adoption (see #5 for leave pay). For more details, see Parental Leave.
13. How to contact the Leaves Team with your questions or submit your documents.
Submit a request through eis.sfusd.edu by completing the form. Under the question “How can we help?” select “I have a question related to my leave of absence (LOA)” from the dropdown menu. To upload a relevant document, click “Add File” in the Attachments field. Call (415) 241-6101 and ask for the Leaves Team.
14. Resources
Reduced Work Schedule/Intermittent Leave
Your employee rights under the Family Medical Leave Act (FMLA)
Additional Information for Civil Service Classified and Paraeducators:
Disability Insurance Provisions (California)
15. What are some FMLA/CFRA Intermittent Leave Scenarios?
Please note your situation may be different from the examples below.
Scenario 1: Paraeducator (non-birthing parent) bonding with their newborn child whose birth date is Sep 1, 2024. Intermittent leave taken within a 12-month period. The first day of FMLA/CFRA leave started Sep 3, 2024; the 12-month period ends Sep 2, 2025. Note: Child bonding leave must be completed by Aug 31, 2025 (within one year of birth).
| Start Date | End Date | Total FMLA/CFRA Leave Days |
| Sep 3, 2024 | Sep 20, 2024 | 14 |
| Oct 15, 2024 | Nov 1, 2024 | 14 |
| Dec 2, 2024 | Jan 17, 2025 | 25 |
| Mar 24, 2025 | Apr 9, 2025 | 7 |
| FMLA/CFRA intermittent leave exhausted on Apr 9, 2025 | 60 (Maximum) | |
Scenario 2: School clerk (non-birthing parent) with different FMLA/CFRA qualifying leave reasons, including bonding with their newborn whose birth date is Dec 2, 2024. Intermittent leave taken within a 12-month period. The first day of FMLA/CFRA leave started Sep 3, 2024; the 12-month period ends Sep 2, 2025.
| Leave Reason | Start Date | End Date | Total FMLA/CFRA Leave Days |
| Medical (Employee's Own Health) | Sep 3, 2024 | Sep 20, 2024 | 14 |
| Care for Seriously Family Member | Oct 15, 2024 | Oct 25, 2024 | 9 |
| Child Bonding Leave | Dec 2, 2024 | Jan 17, 2025 | 25 |
| Child Bonding Leave | Apr 7, 2025 | Apr 22, 2025 | 12 |
| FMLA/CFRA intermittent leave exhausted on Apr 22, 2025 | 60 (Maximum) | ||
Scenario 3: Custodian works year-round and is on medical leave. Reduced schedule leave taken within a 12-month period. The first day of FMLA/CFRA leave started Jul 8, 2024; the 12-month period ends Jul 7, 2025.
| Start Date | End Date | # Leave Hours/Day | # Service Days | Total FMLA/CFRA Leave Hours |
| Jul 8, 2024 | Aug 2, 2024 | 4 | 20 | 80 |
| Aug 3, 2024 | Aug 23, 2024 | 8 | 15 | 120 |
| Aug 24, 2024 | Sep 30, 2024 | 4 | 25 | 100 |
| Jan 6, 2025 | Feb 14, 2025 | 4 | 29 | 116 |
| Mar 31, 2025 | Apr 21, 2025 | 4 | 16 | 64 |
| FMLA/CFRA reduced schedule leave exhausted on Apr 21, 2025 | 480 (Maximum) | |||