I. Overview

In order to assist and support employees in balancing work and family obligations, the College will provide up to eight weeks of Paid Parental Leave (“PPL”) to eligible employees.

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 has been employed by the College for 12 months and in a pay status for at least 1,040 hours in the previous 12-month period.

Service from other community colleges or State agencies may be included in this calculation so long as there has not been a break in service greater than 31 calendar days. If there has been a break in service greater than 31 days, prior State service does not count for this calculation. It is the eligible employee's responsibility to notify Human Resources of prior qualifying service at the time of request.

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 defined as:

1. Four weeks for recuperation during the disability period associated with the birth ("Recuperation Leave"); and 

2. Four weeks of bonding to be used within the first twelve months of the birth and must be used as a continuous four-week period of leave ("Bonding Leave").

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 Leave 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 and must be used prior to taking any other available leave. Leave may not be taken intermittently if there is a public safety concern related to the employee's taking of leave, as defined by the College.

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. If an employee has previously exhausted Family and Medical Leave, they are still eligible for Paid Parental 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.

I. Eligible employees may be required to 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