District Clerk/Records Access Officer

Amityville - Human Resources

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Union Free School District

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Human Resources

Human Resources

Please apply online via OLAS or by clicking on the link for the position for which you would like to apply.

Amityville School District

150 Park Avenue

Amityville, NY 1170

Employment Opportunities - Available Positions Position Location Deadline Permanent Substitute Teachers Secondary Level Accepted Continuously Permanent Substitute Teachers Elementary Level Accepted Continuously Substitute School Nurses Districtwide Accepted Continuously Substitute Special Education 1:1 Aides Districtwide Accepted Continuously Substitute Teachers (Non-Certified) Districtwide Accepted Continuously Substitute Teaching Assistants Districtwide Accepted Continuously Substitute Clerical Districtwide Accepted Continuously School Monitors Districtwide Accepted Continuously Substitute Custodial Worker Districtwide Accepted Continuously Assistant Superintendent for Finance & Operations Administration Building 6/22/2026 District Clerk/Records Access Officer Administration Building 6/12/2026

Contracts

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• Amityville Administrators Association

AMITY AAA CBA 14-18

AMITY AAA Doctoral 3A-1

• Amityville Clerical Educational Staff

AMITY ACES CBA 21-26

• Amityville Security Association

AMITY ASA CBA 18-21

AMITY ASA CBA 21-25

AMITY ASA MOA FEB 2022

• Amityville Teachers Association

AMITY ATA CBA 23-29

AMITY ATA CBA 20-23

AMITY ATA 3A-2

AMITY ATA 3A-3

• CSEA

AMITY CSEA CBA 19-23

• CSEA II

AMITY CSEA II CBA 19-25

• NYS Nurses Association

AMITY Nurses CBA 23-28

FMLA Information, Instructions, and Forms

Family and Medical Leave Act (FMLA) - What You Need To Know

Pursuant to the Family and Medical Leave Act (FMLA), employers with over 50 employees must give up to 12 weeks of unpaid leave to said employees. The U.S. Department of Labor's Wage and Hour Division administers this act, which includes a few other requirements that you should know.

Qualifying Circumstances

The FMLA applies to a variety of personal circumstances, including the birth or adoption of a child or a serious illness of an immediate family member. It protects an employee suffering from a serious health condition who is consequently unable to perform normal job duties. The act also applies to military service members' spouses, children, parents, or next of kin if the service member is seriously injured or ill. During an FMLA leave, the employee must follow an employer's normal call-in procedures.

FMLA Leave Qualifications

Employees should notify the employer of a leave 30 days in advance. When the leave is unforeseen, the employee should notify his or her employer as soon as possible to give the employer time to determine if the leave qualifies as FMLA, which the employer should do within five business days of a notice. Military caregivers who receive an invitational travel order (ITO) or invitational travel authorization (ITA) may take immediate FMLA leave for the duration of the ITO or ITA. Aside from that, the timing requirements for all FMLA leave are the same.

An employer must ensure that employees are aware of their right to an FMLA leave and discuss the qualifications of one, as well as the obligations and expectation of FMLA leave, to an employee who has requested leave. To qualify for FMLA leave:

• FMLA must cover the employer
• The company must employ at least 50 people within 75 miles of the workplace
• During the 12 months prior to the leave, the employee must have worked at least 1,250 hours, which does not included paid leave, like vacation days or sick leave
• Employee must have worked at least 12 months for the employer, though it does not need to be consecutive. Generally, however, only employees who have worked for employers for seven years qualify for FMLA, unless military obligations or a collective agreement broke the service

Leave may be taken intermittently for chunks of time rather than all at once, including less hours a week for medical purposes. However, in the case of adoption or a new born, leave may only be taken intermittently at the employer's digression.

Paid and Unpaid Leave

Under FMLA, employees are not entitled to pay during a leave. It only requires employers to provide unpaid, job-protected time off for specific medical, personal, and family reasons. However, an employee must follow the employer's normal rules for FMLA and, if required, use paid vacation and sick days during his or her leave.

Adoption/Newborn Leave

An employee must return within 12-months of a child birth or adoption. Intermittent leave is left to the employer's digression. However, if the child has a serious medical condition, the employer may allow the employee to take intermittent FMLA beyond the normal 12 month limitation. Fathers and mothers have equal FMLA rights for a newborn, women for medical reasons and men to care for their wife with these new medical conditions.

Chronic Health Condition Leave

An employer may request medical certification every 30 days with a few exceptions. If an employee's original leave was less than 30 days and an extension is requested, the employer can request medical certification before the general 30 days. If the employee's leave is expected to exceed 30 days, the employer may not request a medical certification until the originally allotted time has passed. For every six months the employee is absent, the employer can request a medical certification. After a year, the employer may request a new medical certification, which two or three people may examine to confirm the FMLA's legitimacy.

Employees with a chronic health condition may continue to use FMLA for as long as the condition requires periodic treatments. An employer can require a medical certification to prove the condition but must allow the employee 15 days to obtain it. If, for some reason, the certification provides insufficient information, the employer must list the required information and give the employee seven days to provide it. If a certificate is not provided, FMLA may be delayed or denied. However, employees are not obligated to sign a medical release.

While an employer is entitled to a medical certificate, he or she is not entitled to the employee's medical records. Employers should request certification within five days of an employee's leave request. If the request comes suddenly, the employer should still request medical certification within five days. Employers have the right to contact a health care provider for important, required information on the medical certificate and nothing else; the employer must also comply with the Health Insurance Portability and Accountability Act privacy regulations.

An employer may request a fitness-for-duty certification from an employee before he or she returns to work as long as the employer informs the employee of the required information. If the FMLA leave is intermittent, the employer may request this certificate up to every 30 days. Failure to provide this certification may result in delayed or denied job restoration.

Serious health conditions qualified for FMLA are:

• Requiring overnight stay in a medical care facility, including hospitals
• Employee or family of employee is unable to work for three consecutive days due to ongoing medical treatment
• Pregnancy leave for medical appointments, morning sickness, or required and medically prescribed bed rest
• A chronic condition for employee or family member that incapacitates someone and requires treatment at least twice a year

Military Personel

FMAL covers regular armed forces with an active duty status and those called to covered active duty status. For those in the Armed Forces Reserve, components are covered for deployment with the Armed Forces under a Federal call to a foreign country or to active duty to support a contingency operation.

Caregiver Leave

Families of service members-including adopted, step, and foster children-of the regular armed forces can take military caregiver leave for up to 26 weeks in a 12 month period. However, a caregiver may only take 26 total weeks of FMLA leave. If he or she has another qualifying FMLA leave, only 26 weeks are allotted for the combined causes. If some of the 26 weeks go unused, they do not carry over into the next year. However, military caregiver leave is "per-service member, per injury", which means a caregiver can take 26 weeks within 12 months for each service member and injury he or she is a caregiver of.

A service member's "next of kin"- the closest blood relative aside from covered spouse, parent, son, or daughter-is as follows: blood relatives granted legal custody by a court or statuary provision, brothers and sisters, grandparents, aunts and uncles, first cousins, and those sharing the closest level of familial relationships. When a service member has multiple siblings, aunts and uncles, etc. each person is considered his or her next of kin.

Returning from Leave

When returning from block or intermittent leave, an employer must return the employee's job or an equivalent position. To qualify, a new but nearly identical position must:

• Maintain the same general work schedule or shifts at a geographically close worksite (commute time must not be lengthened)
• Requires same duties, level of skill, responsibilities, status, authority, effort, benefits, and pay
• Holds the same status

Key Takeaways

The FMLA is designed to protect worker rights when employees are at their most vulnerable. The Act establishes the important scenarios in which employers must provide space for workers to recover and restructure in the face of difficult transitions.

Despite the clear-cut guidelines in the Family and Medical Leave Act, there are still situations in which workers or employers may have questions about the law's provisions. The law is also subject to change.

To learn more about FLMA guidance, fact sheets, forms, and regulations, see the Wage and Hour Division's FMLA

• FMLA Request Instructions and Forms

FMLA Request Instructions

• Read "Family and Medical Leave Act (FMLA) - What Your Need to Know" information provided on this page and also provided as a printable PDF below. Contact the Human Resources Office if you have any questions prior to making your request or at any time during the request/approval process.
• Print, complete, sign, and return the Amityville UFSD FMLA Cover Page and Amityville UFSD Authorization for Release of Health Information Form to the Human Resources Department
• Within five business days, the Human Resources Department will review the employee's eligibility for FMLA leave and notify the employee of their eligibility using form WH-381. If eligible, the Human Resources Department will complete the District's section of the appropriate employee (WH-380E) or family (WH-380F) request form and provide it to the employee.
• The employee will have their medical professional complete the required medical section(s) of the form and return the signed form to the Human Resources Department by the required date.
• The Human Resources Department will review the request and may contact the employee and/or the medical professional for additional and/or clarifying infomration prior to rendering a decision.
• The Human Resources Department will use form WH-382 to notify the employee of their approval status.

FMLA Request Forms

Family and Medical Leave Act (FMLA) - What You Need to Know PDF (employee may print as needed)

Amityville UFSD FMLA Cover Page (required, employee completes)

Amityville UFSD Authorization for Release of Health Information Form (employee completes)

Amityville UFSD FMLA Health Care Provider Form-Employee (WH-380E)

Amityville UFSD FMLA Health Care Provider Form-Family (WH-380F)

Amityville UFSD FMLA Notice of Eligibiltiy Form (WH-381)

Amityville UFSD FMLA Designaton Notice (Approval) Form (WH-382)