ACE Members,
We are working with the District to address federal government processing delays for DACA renewals and updated EADs. Both ACE and FHDA CCD are sensitive to the hardship that is outside the control of employees. Both ACE and FHDA CCD have written supportive letters on behalf of employees for expedited processing. ACE and FHDA CCD have mutual interest in retaining affected employees.
Currently to retain job positions, Human Resources is requesting that members submit a request for an unpaid leave of absence per 10.11. This leave cannot exceed one year.
10.11.2 Rights of Worker Upon Return from Leave
A worker returning to duty after an approved leave of absence without pay shall be returned to the same assignment held prior to the leave, providing the worker has met the conditions under which the leave was granted. If the assignment no longer exists, the District shall place the returning worker in another position as soon as one is available for which they are qualified and shall endeavor to place them in a position in the same salary range as the one held at the time the leave was granted. Time spent on unpaid leave of absence does not count toward seniority, salary increments, personal necessity leave credit, sick leave credit or vacation credit. Each month during which the worker is not in paid status will not count toward the anniversary date and will advance it by one month.
We’ll continue to explore what can be done within the limitations of federal compliance. Reach out to us if you have questions:
- Please call.
- Please text.
- Please email.
(In that order)
In Service,
Scott Olsen (he/him) | ACE President
https://acefhda.org | scott.olsen@acefhda.org
650-949-7789 | M-F 8:30am-5:00pm