I. Overview

In order to assist and support employees in balancing work and family obligations, the College will provide eight weeks of Paid Parental Leave (“PPL”) to an eligible employee who has given birth to a child or four weeks fully paid parental leave to an eligible employee in other circumstances involving the birth of a child or the adoption, foster placement, or other legal placement of a child.

This policy will be in effect for births or adoptive, foster, or other legal placements occurring on or after March 1, 2020.

II. Coverage and Eligibility

An employee’s eligibility for Paid Parental Leave shall be made based on the employee’s months of service and hours of work as of the date of the qualifying life event. Employees who become parents via birth, adoption, foster, or another legal placement are eligible if the employee is eligible for Family and Medical Leave (FML) by being in pay status for at least 1,250 hours in the previous 12-month period.

Eligibility determinations are made as of the date that the child is born or placed via adoption, foster, or other legal placement. Other legal placement does not include parental custody cases or legal assignments as a Guardian ad Litem (GAL).

III. Leave Amount

Eligible Employees shall receive:

A. Eight weeks (320 hours) of Paid Parental Leave to Eligible Employees who have given birth

B. Four weeks (160 hours) of Paid Parental Leave to Eligible Employees to care for and bond with a newborn or recently adopted, foster, or otherwise legally placed child

C. Four weeks (160 hours) of paid leave for recuperation to Eligible Employees in the event of a stillbirth occurring 20 or more weeks into the pregnancy, commencing immediately following the stillbirth

D. Eligible part-time employees working less than an average of 40 hours per week will receive a pro-rated amount of paid leave based on their average hours worked

IV. Leave Usage

A. May be used only once within a twelve-month period.

B. Is not accrued and must be used within 12 months from the date of the qualifying event or the time is forfeited.

C. Cannot be donated to another employee.

D. May be taken consecutively or may be taken intermittently, with manager approval.

E. May not be used prior to the qualifying event. If the employee requires leave before the birth or adoption due to medical reasons or to fulfill legal adoption obligations, other available leave balances shall be utilized in accordance with the College leave policy.

F. If both parents are eligible employees, each may receive Paid Parental Leave. Both parents may take their leave simultaneously or at different times.

G. Runs concurrent with Family and Medical Leave.

H. Whenever possible, eligible employees must submit a written request 30 days in advance to their supervisor and Human Resources regarding their intention to use Paid Parental Leave.

E. Eligible employees must submit proof of the qualifying event to Human Resources. Acceptable documentation may include a FMLA documentation, birth certificate, court order, or placement agreement.

Changes

Approved by the Board of Trustees on May 6, 2020