PPM 3-26 Leave Related to Birth, Adoption, and Foster Care Placement (Non-Exempt Staff, Exempt Staff, and Executives)
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PPM 3-26, Leave Related to Birth, Adoption, and |
Responsible Office: Human Resources |
1.0 PURPOSE AND SCOPE
This policy outlines leave options for benefits eligible non-exempt, exempt, and executive staff related to parental, maternity, spousal leave, and leave related to adoption or placement of foster children.
2.0. REFERENCES
2.1 PPM 3-21, Sick Leave (Non-Exempt Staff, Exempt Staff, and Executives
2.2 PPM 3-21c, Voluntary Shared Leave (Non-Exempt Staff, Exempt Staff, and Executives)
2.3 PPM 3-28, Special Leave
2.4 PPM 3-29, Leave of Absence Without Pay
2.5 PPM 3-29a, Family and Medical Leave
2.6 PPM 3-34, Americans with Disabilities Act & Section 504 Request for Accommodation
2.7 ., Pregnancy Discrimination Act of 1978
2.8 ., Americans with Disabilities Act of 1990
2.9 , Family and Medical Leave Act of 1993
3.0 POLICY
3.1 Family and Medical Leave (FMLA) will run concurrently with Parental Leave, Maternity Leave, Spousal Leave, and Adoption or Foster Child Placement Leave unless special permission is obtained from Human Resources. If eligible, total available FMLA leave is 12 weeks in accordance with PPM 3-29a and the Family and Medical Leave Act of 1993. The provisions of this policy shall not supersede any federal or state law that provides greater employee leave benefits and/or rights than are offered in this policy.
3.2 Parental Leave may be taken by an employee to bond with or care for a newborn or newly adopted child, or for adoption or placement of a foster child for reasons described in 3.5. Each employee will receive four weeks of paid leave upon the adoption or birth of a child for whom they are a legal guardian. (If two employees are each a legal guardian, each of them may receive this benefit.) Parental Leave must be used within 12 months following the birth or placement of a child. Parental Leave must be used continuously. Employees are eligible for Parental Leave regardless of eligibility for FMLA leave. Unused Parental Leave will not be paid out upon separation from the institution. Parental Leave plus Maternity Leave/Spousal Leave/Adoption or Foster Child Placement Leave may not exceed 12 weeks. Employees should notify their supervisor and Human Resources at least 30 days prior to the scheduled leave using forms provided by Human Resources.
3.3 Maternity Leave may be taken by employees of 91¶ÌÊÓƵ who give birth for reasons related to labor, delivery, and recovery from childbirth. Accrued sick leave (if available) may be taken for: (1) the standard recovery period for vaginal deliveries which is six weeks; (2) the standard recovery period for C-section deliveries which is eight weeks; or (3) the medically necessary recovery period designated by a doctor. If available in accordance with PPM 3-29a, additional bonding time may be taken subsequent to the recovery period and may consist of vacation leave, unpaid leave, Parental Leave (in accordance with 3.2), or a combination. Maternity Leave, including bonding time, may not exceed 12 weeks within that employee’s 12-week FMLA period.
3.4 Spousal Leave may be taken by an employee to care for the employee's spouse related to labor, delivery, and recovery from childbirth. Accrued sick leave (if available) may be taken for: (1) the standard recovery period for vaginal deliveries which is six weeks; (2) the standard recovery period for C-section deliveries which is eight weeks; or (3) the medically necessary recovery period designated by the doctor. If available in accordance with PPM 3-29a, additional bonding time may be taken subsequent to the recovery period, and may consist of vacation leave, unpaid leave, Parental Leave (in accordance with 3.2), or a combination. Spousal Leave, including bonding time, may not exceed 12 weeks within that employee’s 12-week FMLA period.
3.5 FMLA leave may be taken for Adoption or Foster Child Placement Leave before foster child placement or adoption of a child if an absence from work is required so that the placement for adoption or foster care can proceed. This leave may consist of vacation leave, unpaid leave, Parental Leave (in accordance with 3.2), or a combination.
Up to six weeks of accrued sick leave (if available) may be used for Adoption or Foster Child Placement Leave to care for and bond with a child after placement or adoption. If available in accordance with PPM 3-29a, additional time may be taken and may consist of vacation leave, unpaid leave, Parental Leave (in accordance with 3.2), or a combination. Adoption or Foster Child Placement Leave may not exceed 12 weeks within that employee’s 12-week FMLA period.
3.6 Unpaid leave may be requested under PPM 3-29, PPM 3-29a, or PPM 3-28. Employees may request to preserve up to one week of vacation leave and up to one week of sick leave when making a request for unpaid leave. Employees and supervisors must consult with Human Resources and Payroll in making such determinations. An individual will not be eligible for voluntary shared leave under PPM 3-21c in the event they have remaining vacation or sick leave available.
3.7 91¶ÌÊÓƵ complies with the Pregnancy Discrimination Act. Pregnancy is considered a normal condition and employees are expected to work up to the delivery date unless the physician provides a written statement indicating that the employee has a medical condition that makes it medically necessary for the employee to be off work in advance of the delivery date.
3.8 Departments must allow return to work on the first working day following the date on which the physician certifies fitness to return to work.
Revision History: 12-15-2000, 12-6-2016
Creation Date: 8-17-1977
Amended: 5-20-2020