Yes! You can use AI to fill out WCBOE Request for Approved Leave of Absence
This form is the official document used by Wicomico County Board of Education (WCBOE) employees to request a leave of absence for a personal illness or serious health condition. It initiates the leave process, which may fall under the Family and Medical Leave Act (FMLA), and must be submitted to the employee's supervisor. Today, this form can be filled out quickly and accurately using AI-powered services like Instafill.ai, which can also convert non-fillable PDF versions into interactive fillable forms.
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Form specifications
| Form name: | WCBOE Request for Approved Leave of Absence |
| Number of pages: | 1 |
| Language: | English |
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How to Fill Out WCBOE LOA Request Online for Free in 2026
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Follow these steps to fill out your WCBOE LOA REQUEST form online using Instafill.ai:
- 1 Navigate to Instafill.ai and upload or select the WCBOE Request for Approved Leave of Absence form.
- 2 Provide your personal details, such as your full name, employee ID, position, and school or department.
- 3 Specify the reason for the leave request (e.g., personal illness) and indicate if you are applying for FMLA.
- 4 Enter the requested start date and the expected return-to-work date for your leave of absence.
- 5 Acknowledge the requirement to have your physician complete and submit the corresponding WH-380-E medical certification form to Human Resources.
- 6 Review all the information pre-filled by the AI for accuracy, making any necessary corrections before finalizing.
- 7 Electronically sign and date the form, then download it for submission to your Principal or Supervisor as required.
Our AI-powered system ensures each field is filled out correctly, reducing errors and saving you time.
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Frequently Asked Questions About Form WCBOE LOA Request
This process is for WCBOE employees who need to request a Leave of Absence (LOA) for a personal illness, which may include applying for Family and Medical Leave Act (FMLA) benefits.
First, complete a “Request for Approved Leave of Absence” form and give it to your Principal or Supervisor. Then, have your doctor complete the WH-380-E form and submit it to Human Resources.
You can get the 'Request for Approved Leave of Absence' form from your bookkeeper or print it, along with the WH-380-E form, from the Benelogic platform under the WCBOE Library's Forms section.
You have 15 calendar days from the date you complete your initial leave request form to submit the completed WH-380-E form to Human Resources.
FMLA provides up to 12 weeks of unpaid, job-protected leave. You are eligible if you have been employed by WCBOE for at least 12 months and have worked at least 1,250 hours in the 12 months before your leave begins.
You can still request a leave of absence for personal illness. However, if you go into an unpaid status, you will be responsible for paying 100% of your health insurance premiums to maintain coverage.
You will only receive pay if you have available paid leave time, such as sick days. You must use all your available paid leave before your status can become unpaid.
If your leave is FMLA-approved, your health insurance premiums remain the same as when you were working. If you are on a non-FMLA unpaid leave, you must pay the full cost of the premiums to keep your insurance.
You must notify your supervisor and Roni Williams in Human Resources at least two weeks before your leave is scheduled to end. You will also need to submit a new note from your physician to request the extension.
Your primary contact is Roni Williams in Human Resources, who can be reached at Ext. 65316 or [email protected]. Michelle Hillman is the secondary contact.
Yes, services like Instafill.ai use AI to accurately auto-fill form fields, which can save you time and help prevent errors.
You can use a service like Instafill.ai to upload the PDF forms. The platform allows you to fill them out online, sign them electronically, and then download or share the completed documents.
If you have a non-fillable PDF, you can upload it to a platform like Instafill.ai. It can convert flat PDFs into interactive, fillable forms that you can complete on your computer or mobile device.
For a Health Care FSA, you can choose to be billed for contributions to continue participation or cancel it during your leave. By law, your participation in a Dependent Care FSA stops during your leave.
If you have the Transamerica Short Term Disability policy offered by WCBOE, you need to contact the L. Warner Companies at 1-866-870-5093 to make a claim.
Compliance WCBOE LOA Request
Validation Checks by Instafill.ai
1
WH-380-E Submission Deadline
This check verifies that the physician's WH-380-E certification form is received by Human Resources within 15 calendar days of the employee's 'Request for Approved Leave of Absence' date. This is a strict deadline mentioned in the policy to ensure medical documentation is provided in a timely manner. Failure to meet this deadline could result in the denial of the leave request or a delay in its approval.
2
FMLA Tenure Eligibility Check
This validation confirms that the employee has been employed by WCBOE for at least 12 months prior to the requested leave start date. This is a primary eligibility requirement for FMLA protection. If the employee does not meet the 12-month tenure, the request will be flagged as ineligible for FMLA, though they may still qualify for a general leave of absence without job protection.
3
FMLA Hours Worked Eligibility Check
This check ensures the employee has worked a minimum of 1,250 hours in the 12-month period immediately preceding the leave start date, excluding any paid leave time. This is a critical FMLA eligibility criterion. An employee who has not met the hours requirement will be deemed ineligible for FMLA benefits, which affects job protection and health insurance subsidies.
4
Leave Duration Exceeds FMLA Maximum
This validation calculates the total duration of the requested leave, from the start date to the expected return date. If the request is for FMLA leave, the system checks if this duration exceeds the 12-week maximum entitlement. A request exceeding 12 weeks will be flagged, requiring clarification on how the time beyond the FMLA period will be classified (e.g., as a non-FMLA LOA).
5
Logical Date Sequence
This is a fundamental check to ensure the 'Expected Return to Work Date' is chronologically after the 'Leave Start Date'. This prevents logical impossibilities in the data and ensures the leave duration can be calculated correctly. A submission with an invalid date sequence will be rejected, requiring the user to correct the dates before the form can be processed.
6
Medical Certification Requirement for Personal Illness
This check verifies that a WH-380-E form has been submitted or is pending for any leave request made for the employee's 'personal illness' or 'serious health condition'. FMLA and other medical leaves require certification from a healthcare provider to be approved. If no certification is linked to the request, the process will be halted until the required documentation is received.
7
Leave Extension Request Timeliness
For any request to extend an existing leave, this validation ensures the request is submitted at least two weeks prior to the original, approved return-to-work date. This rule is important for ensuring adequate time for departmental planning and processing the extension. Late requests may be denied or considered a voluntary resignation if the employee fails to return on the scheduled date.
8
Physician's Note for Leave Extension
This check confirms that a new or updated note from a physician is attached to any request for a leave extension. An extension of a medical leave must be medically justified, and this documentation is the required proof. Without an updated physician's note, the extension request cannot be approved.
9
Supervisor/Principal Field Completion
This validation ensures that the 'Principal/Supervisor' field on the 'Request for Approved Leave of Absence' form is filled out. This information is essential for routing the request through the proper initial approval channel before it reaches Human Resources. An incomplete form will be returned to the employee, delaying the entire leave request process.
10
Benefit Continuation Election for Unpaid Leave
This check verifies that the employee has made a clear election regarding the continuation of health insurance if their leave is expected to enter an unpaid status. This is critical for payroll and benefits administration to correctly manage premiums and coverage. If the election is missing, the form will be considered incomplete and sent back to the employee for a decision.
11
Employee Identifier Validation
This check ensures a valid and existing Employee ID is present on the form. This identifier is the primary key used to automatically retrieve the employee's hire date, hours worked, and current benefits enrollment from the HRIS system. An invalid or missing ID prevents all automated eligibility checks and will cause the submission to fail.
12
Date Consistency Across Forms
This validation compares the 'Leave Start Date' on the employee's request form with the start date of incapacity specified on the physician's WH-380-E form. The dates should align to confirm that the requested leave corresponds to the medically certified period of illness. Significant discrepancies will trigger a manual review to resolve the inconsistency between the employee's request and the doctor's statement.
Common Mistakes in Completing WCBOE LOA Request
Employees often submit all paperwork to a single contact, like their direct supervisor. However, the process requires submitting the 'Request for Approved Leave of Absence' to a Principal/Supervisor, while the medical certification (WH-380-E) must go directly to Roni Williams in Human Resources. This error can cause significant processing delays and may even lead to missed deadlines for FMLA protection.
The policy requires the WH-380-E medical certification form to be submitted to HR within 15 calendar days of requesting leave. Employees may forget this deadline or wait too long for their doctor to complete the form, causing their leave request to be delayed or denied. It is crucial to give the form to your doctor immediately and follow up to ensure it is submitted on time to protect your eligibility.
Many employees assume they are automatically eligible for FMLA without verifying the specific requirements of being employed for 12 months and having worked 1,250 hours in the prior year. This leads to incorrect expectations about job protection and health insurance subsidies. Before applying, employees should confirm their eligibility with HR to understand their rights and the potential costs associated with their leave.
The WH-380-E form must be fully completed by a physician and clearly describe a qualifying 'serious health condition.' Often, forms are submitted with missing dates, vague descriptions, or an unclear timeline for the leave, leading to requests for more information and delaying approval. If the form is a non-fillable PDF, tools like Instafill.ai can convert it into an easily fillable version for your doctor to complete accurately and avoid omissions.
When an employee's paid leave runs out, they may not realize they are responsible for paying the full health insurance premium to maintain coverage, especially if the leave is not FMLA-protected. This oversight can result in the unintentional cancellation of health insurance. It is vital to review the insurance rate table, calculate the costs, and make payment arrangements with WCBOE to avoid a lapse in coverage.
An employee might realize late that they need more time off than originally requested and fail to provide adequate notice. The policy states that failure to request an extension at least two weeks in advance is considered a voluntary resignation, resulting in job loss. To prevent this, maintain open communication with your supervisor and HR, and submit any extension requests with a new doctor's note well before your planned return date.
Employees often believe that applying for a leave of absence with HR also initiates a claim for their Short Term Disability (STD) or Critical Illness insurance. However, these are separate processes requiring the employee to contact the insurance provider (L. Warner Companies) directly. This confusion can cause a significant delay in receiving disability income benefits, so always file claims with both entities separately.
If an employee is not eligible for FMLA, they may still be granted a personal illness leave but mistakenly assume their job is protected. The FAQ specifies that job protection is a key benefit of FMLA, which implies it may not apply to other types of leave. Employees should clarify the terms of any non-FMLA leave, including job protection status, in writing with HR before the leave begins.
Employees sometimes believe their 12-week FMLA entitlement begins on the date their paperwork is approved, rather than the first day of the qualifying event (i.e., the first day of absence). This misunderstanding leads to an incorrect calculation of their remaining leave time and could cause them to exhaust their protected leave sooner than expected. To avoid this, carefully document the first day of absence and confirm the official start date with HR.
During the stress of managing a health condition, employees often focus only on health insurance and overlook how unpaid leave affects other benefits like Long Term Disability (LTD), life insurance, or Flexible Spending Accounts (FSA). This can lead to a loss of coverage or forfeiture of FSA funds. It is crucial to read the specific rules for each benefit and take necessary actions, such as arranging premium payments or understanding that FSA participation may be paused.
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