All Regular, Full-time Staff and Ranked Faculty.
The purpose of this Policy is to enable employees and families meaningful bonding time upon birth or placement of a child. This paid leave is consistent with the University's mission and family-friendly practices.
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. This policy does not cover adoption of stepchildren or the child of the adoptive parent's domestic partner or spouse.
Regular, Full-time Staff and Ranked Faculty (hereinafter “employees”) who are in good standing and have been employed by the University for at least 12 months prior to the commencement of the requested leave are eligible for up to four weeks of Paid Parental Leave following 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 Paid Parental Leave must be taken within six months following the birth or adoption. The Paid Parental Leave will generally commence immediately following the birth or adoption of a child. However, if an employee chooses to utilize their Paid Parental Leave within the six month window, but not immediately after the birth or adoption, the leave must be coordinated and approved by the employee's supervisor based on the needs of the employee and the University. The Paid Parental Leave may be taken continuously or intermittently. Intermittent leave requires the advanced coordination and approval of the employee's supervisor based on the needs of the employee and the University. Any Paid Parental Leave remaining at the end of the six months is not banked, paid out, or combined with any future Paid Parental Leave. If necessary, Paid Parental Leave may begin prior to an adoption when deemed necessary to fulfill the legal requirements for an adoption.
Employees may request additional leave (beyond the four weeks of Paid 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.
If the employee does not return to work at the conclusion of leave, the University may recover premiums paid to maintain health coverage while the employee was on 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 Paid 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 Paid Parental Leave; 2) the employee informs the University of his or her intent not to return to work at the expiration of the Paid Parental Leave; or 3) the employee fails to return to work at the expiration of the Paid Parental Leave.
Faculty Employment Agreement
Paid Parental Leave is covered in the Faculty Contract for Ranked Faculty. The faculty member’s College Dean has the discretion to reassign teaching duties and assign alternate appropriate duties to an eligible faculty member taking Paid 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
Sick Leave Policy
I. Staff Employees Requesting Paid Parental Leave
Eligible staff must request Paid Parental Leave in writing to their supervisor 60 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 Paid Parental Leave. Leave start date and return date may be adjusted as needed with approval from supervisor and the Director of Human Resources.
II. Ranked Faculty Requesting Paid Parental Leave
In accordance with the Faculty Contract, eligible faculty must request Paid Parental Leave in writing to their College Dean and the Director of Human Resources 60 days in advance of the requested leave start date. The Director of Human Resources, after consultation with the faculty member’s Dean, must approve the faculty member’s request for Paid Parental Leave. Leave start date and return date may be adjusted as needed with approval from the Dean and the Director of Human Resources.
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 Paid 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.
VI. Regular Pay, Sick Leave, and Vacation
An eligible individual is paid their base salary for the period of the Paid Parental Leave (maximum of 4 weeks) and is not required to use earned sick and/or vacation. Paid Parental Leave must be used entirely before other forms of paid and unpaid leave may be used after the birth or adoption.
After using the maximum of Paid Paternity Leave (4 weeks), the delivering mother may use available sick time followed by available vacation time in accordance with FMLA guidelines. After using the maximum of Paid Parental Leave (4 weeks), the non-birthing or adoptive parent may use earned vacation time in accordance with FMLA guidelines.
Vacation and sick time will not accrue during the Paid Parental Leave. Employees will not receive holiday pay if a holiday occurs when an employee is on Paid Paternal Leave and on paid or unpaid sick leave.
Increase paid time off to four weeks
This is a new policy.
There are no appendices to this Policy.
Laura Custer, Director of Human Resources
Dr. Joseph L. Chillo, President