Parental Leave Policy

 

Effective April 1, 2008


During the pregnancy or up to one year after the birth or placement of a child for adoption, employees who meet the requirements of FMLA (Family and Medical Leave Act), may take up to 12 weeks of leave for pregnancy/birth or adoption. During this time, those employees may be paid with sick or vacation leave earned under the College’s sick and vacation leave policies. In addition, they may qualify for supplemental leave benefits under one of the following parental leave provisions:

Maternity Benefit
A mother is allowed up to six weeks of paid maternity leave. This paid leave is in addition to any sick or vacation leave earned in accordance with the College’s sick and vacation leave policies. The maternity leave must be taken during pregnancy or within the first three months following birth.

Paternity Benefit
A father is allowed up to three weeks of paid leave, to be taken during the pregnancy if the father must provide care for the mother due to medical need or within the first three months following birth. This paid leave is in addition to any sick or vacation leave earned in accordance with the College’s sick and vacation leave policies.

Adoption Benefit
An adoptive parent is allowed up to three weeks of paid leave, to be taken within the first three months following the child being placed in the home. This paid leave is in addition to any vacation or sick leave earned in accordance with the College’s sick and vacation leave policies.

To qualify for any of the above paid parental leave benefits, the employee must have been employed a minimum of one year, and must be in a regular, full-time position at the time leave is to be taken. S/he must qualify for FMLA and all FMLA and parental leave benefit forms must be completed and approved prior to the beginning of the leave period. FMLA leave time runs concurrently with any paid leave benefits, including parental leave.

Time off beyond the 12 weeks per year allowed through FMLA must be approved by the employee’s supervisor and the appropriate Vice President or the President.

Note: Employees who do not qualify for paid parental leave benefits may still qualify for FMLA.

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