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Time Off & Leaves: Paid Parental Leave and Child-bonding Leave (Staff)

Applies to: All full-time staff members who have completed one year of continuous full-time service and aren’t eligible for short-term disability benefits due to the birth of their child. Staff members must be the child’s parent or legal guardian.

Purpose: To provide paid leave to eligible staff members upon the birth or adoption of a child

Policy Owner: Human Resources

Revision Dates: August 2015, August 2020, April 2021

Last Reviewed: April 2021

Policy

老澳门六合彩开奖记录 is committed to providing a work environment that is supportive of employees’ personal life obligations. Thus, the college offers eligible employees up to six weeks of parental leave within the first 12 weeks after the birth or adoption of a child.

Employees may request additional leave (beyond the six weeks of parental leave) via their earned paid time off (PTO) or vacation days, or by going unpaid, in accordance with the Family and Medical Leave (FMLA) policy guidelines.

To support departmental planning, requests for parental leave must be submitted at least 60 days before the leave is expected to begin. The college recognizes that adoption processes and other extenuating circumstances may make advance notice difficult to provide, and may make exceptions to this requirement.

Procedures

Scope and Eligibility
This policy applies to all regular full-time staff members who, at the time of the birth or adoption of their child, have completed one year of continuous full-time service and are not eligible for short-term disability benefits due to the birth of the child. Employees who give birth will receive benefits through the college-provided short-term disability insurance. Employees must be the legal guardian or parent of the child.

As early as practical, a staff member who anticipates leave for a birth or adoption and desires benefits under this policy must contact their supervisor and Human Resources.

Staff members may take up to six weeks of leave. Leave must be taken in consecutive weeks, and must be started and completed within the first 12 weeks of the child’s birth or adoption. The first week is a waiting period, which the employee can take as unpaid, or can substitute vacation days or PTO. The remaining weeks will be paid at 67 percent.

The provisions of this policy will run concurrently with the staff member’s right to FMLA.

Employees may utilize this benefit twice in a four-year rolling period.

Policy

老澳门六合彩开奖记录 is committed to providing a work environment that is supportive of employees’ personal life obligations. Thus, the college offers eligible employees up to six weeks of parental leave within the first 12 weeks after the birth or adoption of a child.

Employees may request additional leave (beyond the six weeks of parental leave) via their earned paid time off (PTO) or vacation days, or by going unpaid, in accordance with the Family and Medical Leave (FMLA) policy guidelines.

To support departmental planning, requests for parental leave must be submitted at least 60 days before the leave is expected to begin. The college recognizes that adoption processes and other extenuating circumstances may make advance notice difficult to provide, and may make exceptions to this requirement.

Procedures

Scope and Eligibility
This policy applies to all regular full-time staff members who, at the time of the birth or adoption of their child, have completed one year of continuous full-time service and are not eligible for short-term disability benefits due to the birth of the child. Employees who give birth will receive benefits through the college-provided short-term disability insurance. Employees must be the legal guardian or parent of the child.

As early as practical, a staff member who anticipates leave for a birth or adoption and desires benefits under this policy must contact their supervisor and Human Resources.

Staff members may take up to six weeks of leave. Leave must be taken in consecutive weeks, and must be started and completed within the first 12 weeks of the child’s birth or adoption. The first week is a waiting period, which the employee can take as unpaid, or can substitute vacation days or PTO. The remaining weeks will be paid at 67 percent.

The provisions of this policy will run concurrently with the staff member’s right to FMLA.

Employees may utilize this benefit twice in a four-year rolling period.

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