POLICY 4.16.1.3 - Use

• Paid parental leave should generally commence following the birth or during the adoption process of a child but, in some instances, may occur prior to the event when deemed medically necessary or at placement when requisite to fulfill the legal requirements for an adoption.
• Paid parental leave will run concurrently with the Family Medical Leave Act, to the extent that an individual has an available amount of family medical leave equivalent to the length of the paid parental leave to be taken. If the amount of family medical leave available is less than the amount of paid parental leave to be taken, paid parental leave will still be granted as specified in this policy, without regard to the existence of the individual’s available family medical leave.
• Paid parental leave shall be exhausted prior to the use of vacation leave or sick leave time when such leave is requested for the purpose of a birth or an adoption event.
• One paid parental leave benefit is available per employee, per birth or adoption event. The number of children involved does not increase the length of paid parental leave granted for that event.
• Faculty and staff members will consult with their supervisor in order to determine the best way to cover their responsibilities during their leave. Faculty and staff members should endeavor to notify their supervisor at the earliest possible time during either pregnancy or the entering of the adoption process to begin planning for workload adjustment or the hiring of adjunct/temporary employees. Confidentiality will be maintained.
• Faculty members using the Parental Leave benefit for birth or adoption may elect to postpone applying for promotion or career contract by a maximum of one year. This election is available one time and within one year of the birth or adoption.
• Employees accepting paid parental leave benefits are required to return to work, after paid parental leave and Family Medical Leave Act benefits are exhausted, for a minimum of six weeks for staff or until the contract conclusion for faculty. Those employees deciding not to return to work are required to reimburse the university for the amount received under the Paid Parental Leave Policy.
• Individuals adopting or giving birth who choose not to take advantage of this benefit may not request payment in lieu of a leave.
• Changes or divergence from this policy may only be made within the spirit of the policy and for an equal or lesser benefit and must be approved by a committee including the director of Human Resources, the provost and the vice president for administration and finance.