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: Human Resources
: President
: 09/20/2018
: 09/20/2018
: 09/20/2019

Parental Leave Policy

Comment on Policy


All Regular, Full-time Staff and Ranked Faculty.


The purpose of this Policy is to provide paid time off for eligible employees to care for their newly born infant or adopted child.


Adoption: a legal proceeding that creates a parent-child relationship between persons not related by blood; the adopted child is entitled to all privileges belonging to a biological child of the adoptive parents.

Adoptive Parent: a parent who has taken a child into one’s family, through legal means, to raise as one’s own child.

Adopted Child: a child up to 18 years of age who is adopted through public, private, domestic, international, or independent means and who is not the stepchild of the adoptive parent or the child of the adoptive parent’s domestic partner or spouse.

Birth Mother: a female who gives birth to a child.

Parent: A male or female employee who is a birth mother, a father of the birth child or an adoptive mother or father.


Regular, Full-time Staff and Ranked Faculty (hereinafter “employees”) who have been employed by the University for at least 12 months prior to the commencement of the requested leave are eligible for up to one week of paid Parental Leave within the first 12 weeks after the birth or adoption of their child.  For full-time Ranked Faculty, who are appointed on nine-month academic-year contracts, the summer months between academic years apply toward the 12 months of continuous employment. 

The Parental Leave will generally commence immediately following the birth or adoption of a child. However, Parental Leave may occur prior to an adoption when deemed necessary to fulfill the legal requirements for an adoption.

Parental Leave is available only once during a consecutive 12-month period.  Employees may request additional leave (beyond the one week of paid of Parental Leave) by applying their earned sick or vacation time (as applicable) in accordance with Family and Medical Leave Policy guidelines.  Moreover, the fact that a multiple birth or adoption occurs (for example, the birth or adoption of twins) does not increase the length of Paid Parental Leave granted for that event.  

Employees who fail to return to work for at least 90 days after their approved leave for the birth or adoption of a child agree to reimburse the University for the salary and benefits paid by the University for the period of Parental Leave.  This reimbursement requirement will be excused if the employee’s failure to return to work is related to the onset, recurrence, or continuation of a serious health condition of the employee or the child.

Interplay between Parental Leave and Other Available Leaves

This Policy is independent of the University's sick leave and, if applicable, vacation benefits.  However, paid Parental Leave will not extend unpaid leave available under the University's Family and Medical Leave Policy.  Rather, such paid leave will run concurrently with any FMLA leave available under the circumstances, as designated by Director of Human Resources. Nothing in this Policy precludes the eligible staff or faculty member from taking any remaining unpaid Family and Medical Leave following the expiration of the University's paid Parental Leave, in accordance with the University's Family and Medical Leave Policy.


An employee will be reinstated to the same position he or she held when Parental Leave began or to an equivalent position with equivalent pay, benefits, and other terms and conditions of employment, provided the employee can perform the essential functions of the position.

The University’s obligation to restore the employee to the same or an equivalent position ceases if and when: 1) the employment relationship would have terminated if the employee had not taken Parental Leave; 2) the employee informs the University of his or her intent not to return to work at the expiration of the Parental Leave; or 3) the employee fails to return to work at the expiration of the Parental Leave.

Note: The faculty member’s College Dean has the discretion to reassign teaching duties and assign alternate appropriate duties to an eligible faculty member taking Parental Leave under this Policy, when medically advised or to serve the integrity of the academic or administrative program.  The duration of such reassignment of duties will depend on when the birth or adoption occurs during the course of the academic semester.

Note: Surrogate mothers and sperm donors are excluded from coverage under this Policy.


Family and Medical Leave (FMLA) Policy
Vacation Policy


I. Staff Employees Requesting Parental Leave

Eligible staff must request parental leave in writing to their supervisor 90 days in advance of the requested leave start date (or as early as possible in the planning phase of an adoption process). The Director of Human Resources must approve staff requests for parental leave.

II. Ranked Faculty Requesting Parental Leave

Eligible faculty must request parental leave in writing to their College Dean and the Director of Human Resources 90 days in advance of the requested leave start date (or as early as possible in the planning phase of an adoption process).  The Director of Human Resources, after consultation with the faculty member’s Dean, must approve the faculty member’s request for parental leave.

III. Medical Documentation

The employee will be required to furnish appropriate medical documentation to Human Resources for the birth of a child. If the employee is eligible for FMLA leave, the medical certification requirements will govern. The medical documentation will be completed and signed by the individual’s health care provider.

IV. Adoption Documentation

The employee will be required to furnish appropriate adoption documentation to Human Resources, such as a letter from an adoption agency, or from the attorney in cases of private adoptions.

V. Return-to-Work Statement

If Parental Leave is due to the birth of a child, the birth mother must obtain a return-to-work statement from her health care provider and present it to Human Resource upon returning to work.  The statement must specify whether the employee is able to work and any physical or other restrictions on the employee’s ability to work.  Reinstatement may be delayed until the employee submits the statement.




Supersedes Policy

Summarize Change

September 2018

This is a new policy.



There are no appendices to this Policy.


Laura Custer, Director of Human Resources

Dr. Kathleen Jagger, Acting President