Employee Services

• GF (Exhibit) - Public Complaints

• FNG (Exhibit) -  Student and Parent Complaint_Grievances

• DGBA (Exhibit) - Employee Complaints_Grievances

Sharyland ISD is an equal opportunity employer offering a public education program that does not discriminate based on age, race, color, creed, religion, disability, gender, ethnic or national origin, or against any other legally protected group. Discrimination against individuals with disabilities is prohibited; we make every reasonable effort to accommodate individuals with unique abilities. 

Sex discrimination, including sexual harassment, is prohibited under Title IX. The prohibition against discrimination extends to employment. All questions about our Title IX may be submitted to the District’s Title IX coordinator. 

District Policy

FFH Student Welfare: Freedom from Discrimination, Harassment, and Retaliation

DIA Employee Welfare: Freedom from Discrimination, Harassment, and Retaliation

Program Oversight

Sharyland ISD Title IX coordinator:  Azucena Garza, Chief Human Resources Officer

ADA coordinator for employees: Angela Uribe-Montes,  Benefits & Leave Specialist

ADA coordinator and 504 coordinator for students: Dr. Vanessa Leal, Director of Special Education

Safety & Security: Jorge L. Gonzalez, Director of Safety

Sharyland ISD’s Title IX Coordinator participated in training provided by Eichelbaum, Wardell, Hansen, Powell, & Munoz, P.C.  Materials from this conference, in compliance with Section 106.45(b)(10)(i)(D) of the regulations, can be found here:  2025 Texas Title IX Administrator Conference.

Catastrophic Illness or Injury Sick Leave Bank Program

Sharyland Independent School District (Sharyland ISD)

The Catastrophic Illness or Injury Sick Leave Bank Program allows eligible employees to donate local sick leave to assist members who experience a qualifying catastrophic illness or injury.

Eligibility and Enrollment

• Participation is open to full-time employees eligible for membership in the Texas Teacher Retirement System (TRS).

• Employees may enroll by voluntarily donating three (3) days of available local sick leave, which vests at the time of donation.

• Open enrollment for current employees is July 1 through August 31 each school year.

• The effective date of enrollment is the date the leave is deducted from the employee’s local leave bank.

• New employees hired during or after the enrollment period have 14 business days from their hire date to enroll.

Enrollment is completed using the Catastrophic Illness or Injury Sick Leave Bank Program form. Once enrolled, membership continues while employed with Sharyland ISD unless the employee submits a written request to cancel membership to the Office of Human Resources.

• If membership is canceled, all contributed days become property of the bank.

• Employees who later wish to rejoin must do so during the enrollment period and donate the required number of days.

• Membership ends upon an employee’s termination from the district.

Eligibility to Receive Sick Leave Bank Days

To receive days from the bank, an employee must:

1. Be an enrolled member who donated three (3) days at enrollment;

2. Have exhausted all accumulated state and local sick leave; and

3. Have a catastrophic illness or injury as defined by DEC (LOCAL).

Use of Sick Leave Bank Days

• Sick leave bank days may only be used for the employee’s own personal illness or injury.

• Days may not be used to care for a family member and cannot be transferred to another employee.

• An eligible employee may apply for up to 50 days per school year or contract year.

• Days are granted only for workdays and not for holidays, vacation days, or other non-paid days.

• If an employee returns to work and later experiences the same or a different illness, additional days may be requested, not to exceed the annual 50-day limit.

Definition of a Catastrophic Illness or Injury

A catastrophic illness or injury is a severe condition or combination of conditions that significantly affects the employee’s mental or physical health and typically requires inpatient hospitalization or is expected to result in disability or death.

The following are not considered catastrophic illnesses for purposes of this program:

• Elective surgery

• Normal pregnancy

• Bonding leave

• Adoption or foster placement of a child

Application Process

• Requests must be submitted in writing to the Office of Human Resources.

• A medical certification from a healthcare provider, as defined by FMLA, must accompany the request.

• Medical recertification is required every 25 business days if additional days are requested.

• The district reserves the right to require a second medical opinion at the district’s expense.

If the employee is unable to submit the request, a family member or the employee’s supervisor may do so on the employee’s behalf.

Review and Appeals

• The authorized Human Resources Administrator will review requests and issue a decision within 10 working days of receipt.

• If a request is denied, the employee may file a Level Two appeal in accordance with DGBA (LOCAL).

Ongoing Contribution Requirements

• Members who use more than 25 days in a school or contract year must donate two additional days during the following school year to remain in the program.

• If the total days in the bank fall below:

  • Two days per participating member as of July 1, each member must contribute one additional day; or

  • One day per participating member, each member must contribute two additional days.

For questions or assistance, please contact:

Angela Uribe-Montes
Human Resources Benefits and Leave Specialist

The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of Sharyland Independent School District (Sharyland ISD) with job-protected, unpaid leave for qualifying family and medical reasons.

Eligible Reasons for FMLA Leave

Eligible employees may take up to 12 workweeks of FMLA leave in a 12-month period for:

• The birth, adoption, or foster placement of a child

• The employee’s own serious mental or physical health condition

• Caring for a spouse, child, or parent with a serious health condition

• Certain qualifying reasons related to the foreign deployment of a spouse, child, or parent who is a military servicemember

An eligible employee who is the spouse, child, parent, or next of kin of a covered servicemember with a serious injury or illness may take up to 26 workweeks of FMLA leave in a single 12-month period to care for the servicemember.

Use of FMLA Leave

• FMLA leave may be taken in a single block of time or, when medically necessary or otherwise permitted, intermittently or on a reduced work schedule.

• FMLA leave is unpaid; however, accrued paid leave may be used concurrently in accordance with district policy.

Employee Eligibility

You are eligible for FMLA leave if:

• You work for a covered employer

• You have worked for Sharyland ISD for at least 12 months

• You have worked at least 1,250 hours during the previous 12 months

• Sharyland ISD employs at least 50 employees within 75 miles of your work location

Local Procedures – Sharyland ISD

• The FMLA 12-month period runs from July 1 through June 30.

• FMLA leave runs concurrently with applicable accrued leave, including local and personal leave, temporary disability leave, compensatory time, assault leave, and work-related illness or injury leave.

• Spouses employed by Sharyland ISD are limited to a combined total of 12 weeks of FMLA for certain qualifying reasons (26 weeks for military caregiver leave).

• Intermittent leave is permitted when medically necessary or for qualifying exigencies, but not for bonding with a newborn or newly placed child.

• A fitness-for-duty certification is required before returning to work when leave is taken for the employee’s own serious health condition.

• Employees returning from FMLA leave will be reinstated to the same or an equivalent position.

Questions or Requests

Employees who need FMLA leave or have questions should contact Angela Uribe-Montes, Human Resources Benefits and Leave Specialist for assistance with eligibility, requirements, and limitations.

Reporting Work-Related Injuries and Illnesses

All work-related injuries or illnesses must be reported within 24 hours, even if medical treatment is not sought. Employees are required to report incidents to their immediate supervisor and the Human Resources Department to ensure timely documentation and support.

English

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What Is Workers’ Compensation

Workers’ Compensation is a state-regulated, no-fault insurance program that provides income and medical benefits to employees who sustain a work-related injury or illness. Benefits are provided regardless of fault.

Workers’ Compensation does not cover injuries that are:

• Intentional or self-inflicted

• The result of horseplay

• Caused by drug or alcohol intoxication

• Occurring during off-duty recreation, social, or sporting events

• The result of natural events (“acts of God”)

Workers’ Compensation Claims

If a claim is accepted, a TRISTAR Risk Management specialized adjuster will be assigned as your claim partner. The adjuster will contact you to explain the process, outline next steps, and gather any additional information needed to ensure you receive appropriate medical care and benefits.

For questions or assistance, please contact:

Angela Uribe-Montes
Human Resources Benefits and Leave Specialist

Sharyland ISD’s Employee Assistance Program (EAP), provided through LFG and The Hartford, offers confidential support to help employees maintain emotional well-being and a healthy work-life balance. The program includes:

• In-the-moment support available 24/7/365

• Counseling services for emotional concerns and work-life balance

• Financial resources and guidance

• Legal support services

• Health care navigation assistance

LFG

The Hartford

Check back each season for health and wellness flyers designed to support your well-being. Resources focus on physical health, emotional wellness, and work-life balance for every stage of the year.

Rise to Well Being FALL 26

Rise to Well Being Summer 26

rISE TO WELLBEING SPRING 2026

Rise to wellbeing winter 2025

Rise to well-being fall 2025