The University recognizes that adoption processes and other extenuating circumstances may make advance notice difficult to provide and may grant exceptions to this requirement in such cases. Payback Provision: Employees who fail to return to work for at least 30 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. For the original policy and other resources, click here. However, the employee is responsible for his/her portion of the premiums due on the coverage. If you wish to flex your leave time, discuss with your supervisor your proposed schedule and whether it can be accommodated given your job functions. Sample Parental Leave Policy #1. To support departmental planning, please complete the form at least 60 days in advance of a planned leave, unless extenuating circumstances make it impossible to do so. The following is a sample paid family and medical leave policy created by The Paid Leave Project. Employees may request additional leave (beyond the six weeks of Parental Leave) by applying their earned sick, vacation, or compensatory time in accordance with Family and Medical Leave Policy guidelines. Please seek legal assistance, or assistance from state or federal governmental resources, to make certain your legal interpretation and decisions are correct. How does the employee apply for paid parental leave? Reason for Policy. Employees can take up to 6 weeks of paid leave at any time during the first 12 weeks following the birth or adoption of a child. We just ask that you let your manager know as soon as you can if you need to take parental bereavement leave, so they can give you the support you need. In support of the need for PFML, the employee must provide a complete and sufficient certification form to [EMPLOYER] within 15 calendar days after [EMPLOYER] requests it. When can employees take paid parental leave? The company endorses the right of its employees to become parents. The purpose of this policy is to provide paid leave to eligible University of Arizona (University) employees upon the birth or adoption of a child. Parental Leave. The following policy recognises that parental leave is a basic necessity to achieve equality in the workplace and for staff to reconcile their work and family responsibilities. Primary Carer is a staff member who has full-time responsibility for the day-to-day care of a new child or child. Eligibility for Paid Parental Leave is determined using the following criteria. This policy is in effect for childbirth or adoptions occurring on or after January 1, 2015. The policy provides eligible staff with access to parental leave when they become a significant or primary carer for a new child. Staff returning from parental leave will normally return to the position occupied immediately prior to commencement of leave. The following policy recognises that parental leave is a basic necessity to achieve equality in the workplace and for staff to reconcile their work and family responsibilities. Parental Leave may be applied during this 16-week period. If long-term unpaid parental leave has commenced, and the staff member’s child dies during the period of leave, then the staff member may apply for unpaid leave up to a maximum of 52 weeks, if certified by a medical practitioner. PFML will be subject to the following general requirements: If an employee requests leave for a reason that the employee believes qualifies under this policy, the employee must comply with [EMPLOYER’s] absence notification policy [include reference to handbook page here]. Temporary Alternative Duty Assignments: Benefits-eligible employees may request a period of up to 16 weeks during which the employee may receive a temporary assignment of alternative duties that will make it more feasible for the employee to remain on active employment following the birth or adoption of a child. Health Benefits and Flexible Spending Accounts, On-Site or Consortium Sponsored Child Care. © 2020 NC Early Childhood Foundation. Parental Leave is designed to run concurrently with Family and Medical Leave. Enter the agreement reached on the form. Parental leave is an individual entitlement and there is no restriction on the number of times a staff member can take such leave. The period of parental leave is reduced by any amount of paid or unpaid parental leave taken by a spouse for the primary care of the same child. Fill out the Request for Paid Parental Leave form and have your supervisor sign it. Offering our employees the option of taking paid time off when they or a family member is sick is not just good for our employees and their families, it’s good for our business. Work with your department to create a leave plan to cover essential functions during your absence. Parental leave is available to eligible staff as paid leave, unpaid leave or a combination of both to a maximum of 52 weeks when they become a significant or primary carer for a new child. twelve (12) Months] when the parental leave period begins. A call or text is fine. Employees who currently serve in a position that is eligible for full benefits (University of Arizona, Arizona Department of Administration, and Arizona Board of Regents sponsored benefits) and have been employed by the University for at least 12 continuous months prior to the commencement of the requested leave are eligible for Parental Leave. The Cost Centre Manager and a staff member may, by mutual agreement, suspend a probationary period if a period of parental leave occurs during the probationary period. Require leave from work for a reason covered by the Federal Family and Medical Leave Act, as explained below. Therefore, it is our policy to provide up to [#] weeks of paid family and medical leave in a 12-month period to eligible employees as defined below. Failure to comply with [EMPLOYER’s] absence reporting policies and procedures or to provide documentation or information requested may result in delay or denial of requested time off and/or discipline. Failure to comply with the employee’s obligations under this policy. October 19, 2018 Resources, Uncategorized. VANDERBILT UNIVERSITY HUMAN RESOURCES POLICIES AND PROCEDURES SUBJECT: PARENTAL LEAVE EFFECTIVE DATE: July 1, 2015. To the extent applicable, PFML will run concurrently with federal FMLA and any leave provided under state or local law. Eligible employees are entitled to paid parental leave following the birth, adoption or foster care placement of a child. To be the primary carer of a new child (up to 1 year of age). Where such laws apply and provide greater family and medical leave rights than this policy, [EMPLOYER] will comply with those laws. To be eligible for paid parental leave, you must have been employed by the University for [e.g. The University of Arizona - Tucson, ArizonaCopyright 2020 © Arizona Board of Regents. If there aren’t any legal … For the employee’s own serious health condition; For the birth of the employee’s child, and to care for the newborn child; For the placement of a child with the employee for adoption or foster care; or, To care for the employee’s spouse, domestic partner, child, or parent, Generally, employees are entitled to take up to. In addition, the staff member may apply for unpaid leave up to a maximum of 52 weeks, if certified by a medical practitioner. The following is a sample paid family and medical leave policy created by The Paid Leave Project. Please refer to the University’s Glossary of terms for policies and procedures. As with the Massachusetts parental leave in Section 4.6.2, eligible new parents may take this Paid Parental Leave for the birth of a child, adoption of a child under the age of eighteen (or a child under the age of twenty-three if the child is mentally or physically disabled), or the placement of a child pursuant to a court order. USC is a member of the Regional Universities Network, Institute for Cyber Investigations and Forensics, Anti-Discrimination and Freedom from Bullying and Harassment (Staff) - Governing Policy, Glossary of terms for policies and procedures. Casual staff members are entitled to unpaid Parental Leave if they have been employed on a regular and systematic basis for at least twelve months, and there is a reasonable expectation that this will continue. It’s up to you how you take parental bereavement leave. Just so it’s clear, this Policy should be used instead of the Compassionate Leave Policy. Sample Parental Leave Policy #1. Family Forward NC is an initiative of the North Carolina Early Childhood Foundation with support from Blue Cross NC. To be the significant carer of a new child. * Please note that sections titled Frequently Asked Questions, Related Information, and Revision History are provided solely for the convenience of users and are not part of the official University policy. Pro tip: To search, just start typing - at any time, on any page. Before returning to work from PFML for the employee’s own serious health condition, the employee may be required to submit certification from a health care provider that the employee is able to resume work. This policy will run concurrently with eligible leave under the Family and Medical Leave Act (FMLA). Tenure or Continuing Status Clock Delays: In addition to requesting Parental Leave, tenure-eligible or continuing-eligible employees may request a tenure/continuing status clock delay based on the birth or adoption of a child. Family Friendly. (inclusive of any paid parental leave). Below is the North Carolina Early Childhood Foundation’s parental leave policy. [EMPLOYER] recognizes the co-existence of state and/or local laws regarding family and medical leave. ×. Significant Carer is a staff member whose partner has become a primary carer of a new child. For the original policy and other resources, click here. New Child means a new baby, newly adopted baby or newly fostered baby up to one year of age. Sample Policy: Paid Parental Leave. We recognise and pay respect to Elders past, present and emerging.