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5 pages in length. The circumstances under which schools take away certification from teachers out on disability leave can come under a handful of situation where the teacher has failed to live up to the acceptable level of certification standards. For example, under Mississippi Code a teacher who is found in "breach of contract or abandonment of employment" (Anonymous, 1972) can have his or her certification suspended for one school year. Moreover, a physical, emotional or mental disability that cause the teacher to be "unfit to perform the duties authorized by the license" (Anonymous, 1972) stands as yet another reason for certification denial. Perhaps an even greater influence in determining the circumstances upon which schools take away certification from teachers out on disability leave has to do with the Family and Medical Leave Act. Bibliography lists 6 sources.
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File: LM1_TLCDisLeave.rtf
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failed to live up to the acceptable level of certification standards. For example, under Mississippi Code a teacher who is found in "breach of contract or abandonment of employment"
(Anonymous, 1972) can have his or her certification suspended for one school year. Moreover, a physical, emotional or mental disability that cause the teacher to be "unfit to perform
the duties authorized by the license" (Anonymous, 1972) stands as yet another reason for certification denial. Perhaps an even greater influence in determining the circumstances upon which schools take
away certification from teachers out on disability leave has to do with the Family and Medical Leave Act. The Family and Medical Leave
Act provides up to 12 weeks of unpaid, job-protected leave during a twelve-month period for workers to cope with a family/self sickness/injury, elder-care, childbirth or adoption. Verespej (1993) clarifies
that employers are given the opportunity to determine the twelve-month period as long as it is consistently applied; e.g., calendar year, fiscal year, rolling year measured from the date the
leave is used or requested, or any other fixed twelve-month period (p. 71). Employees may take the twelve weeks consecutively or intermittently: A worker may take twenty three-day leaves
for treatments such as chemotherapy; however, covered employees may be required to use sick leave or paid vacation rather than the unpaid leave.
There are, of course, numerous rules and regulations associated with the act. For example, in order to be eligible for a FMLA leave, employees must work for companies with
fifty or more employees within a seventy-five-mile radius and must have been employed for one or more years and worked at least twenty-five hours a week. According to Chiras
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