The Washington County School District board on April 14, 2025, approved Policy 1331, a paid parental and postpartum leave policy that provides eligible employees three weeks of paid postpartum recovery and three weeks of paid parental leave.

The policy was presented by Tamara, a district staff member, who told the board the change follows direction from state legislators that local education agencies must adopt such a policy effective July 1, 2025. Tamara said, “This policy allows for 3 weeks of paid time off for postpartum recovery, and 3 weeks of paid parental leave.”

Board member Staley moved to approve the policy; Member Cox seconded the motion, which carried on a voice vote.

Why it matters: the policy codifies paid time off for birth, adoption and surrogacy and aligns local practice with federal protections and other laws. Tamara told the board the policy is intended to run concurrently with FMLA when employees are eligible and that the district will use the same doctor documentation it uses for other medical leaves. She said the policy also works with the Pregnant Workers Fairness Act and the district’s nursing‑mothers policy (13‑34).

Key details presented and clarified in board discussion:
- Postpartum leave begins on the day the baby is born or the following day and is available when a birth occurs at 20 weeks’ gestation or later.
- Eligible employees include certified teachers at 0.5 FTE or greater and classified employees contracted for 30 hours or more (essentially anyone who accrues sick time). Time off is prorated by FTE.
- Parental leave applies to the birthing parent or the other parent and is available for adoption and surrogacy as well.
- The paid postpartum benefit and the paid parental benefit are each three weeks; they do not multiply for multiple births (for example, twins do not automatically double the paid weeks). Tamara said employees may also use FMLA, sick leave, short‑term disability or donated leave where available to extend time away.
- The policy uses a rolling 12‑month period consistent with FMLA for limiting repeated usage of the paid benefit.
- Noncontracted days that fall within an employee’s leave (for example a holiday) are not added on to the paid leave period.

The board did not receive any public comment on the policy during the meeting. The motion to approve Policy 1331 was made by board member Staley and seconded by board member Cox; the vote was recorded verbally as “aye” with no opposed members voiced on the record.

The board packet notes the policy will require routine doctor documentation for return‑to‑work clearance, mirroring existing medical leave procedures.