Personnel Policies
Paid Parental Leave Policy - 2A3
Effective July 1, 2024, Southern Illinois University Edwardsville will provide Paid Parental Leave (PPL) to employees following the birth of an employee's child or the placement of a child with an employee in connection with adoption or foster care. The Paid Parental Leave policy will enable University employees to care for and bond with a newborn or a newly adopted or newly placed child. The leave under this Policy will run concurrently with the Family and Medical Leave Act (FMLA) leave, as applicable.
Applicability:
Eligible employees must meet the following criteria:
- Employed with the University for six months within a twelve-month period (the six months do not need to be consecutive). Employees must have worked at least 624 hours in the six months to qualify for PPL.
- You must be a full-time or part-time employee (excluding temporary employees, interns, student workers, and graduate assistants, all of which are not eligible for PPL).
- An Employee who is the parent of a child.
- Be a spouse or domestic partner of someone who has birthed a child.
- An employee who has adopted a child or been placed with a foster child (in either case, the child must be under 18 years of age). The adoption of a new spouse's child is excluded from this Policy.
Amount & Duration:
Eligible employees will receive up to six weeks of Paid Parental Leave (PPL) following the birth of a child, or upon the initial placement of a child under 18 years of age for adoption or foster care, or the legal adoption of a child under the age of 18.
The fact that a multiple birth, adoption, or placement occurs (e.g., the birth of twins or adoption of siblings) does not increase the paid parental leave available to the employee. In no case will an employee receive more than 6 weeks of PPL in a rolling 12-month period, regardless of whether more than one birth, adoption, or foster care placement event occurs within that 12-month period.
Each week of PPL is compensated at 100 percent of the employee's regular, straight-time weekly pay. PPL will be paid on the employee's regularly scheduled pay dates.
Approved PPL may be initiated at any time during the twelve-month period immediately following the birth, adoption, or placement of a child with the employee. Once initiated, employees must take PPL in one continuous period of leave not to exceed six weeks, and use all PPL within the twelve-month time frame. Any unused PPL will be forfeited at the end of the twelve-month time frame.
In the event of a birthing employee, the twelve-month timeframe of PPL will commence at the conclusion of any approved medical leave/benefit provided to the birthing employee for their own medical recovery following childbirth.
Upon Termination of the individual's employment with the University, the employee will not be paid for any unused PPL for which they were eligible.
Coordination with the Family Medical Leave Act (FMLA):
PPL taken under this Policy will run concurrently with leave under the FMLA; thus, any leave taken under this Policy that falls under the definition of circumstances qualifying for leave due to the birth or placement of a child due to adoption or foster care, the leave will be counted toward the 12 weeks of available FMLA leave per a 12-month period. All other requirements and provisions under the FMLA will apply. In no case will the total amount of leave granted to the employee under FMLA exceed 12 weeks during the 12-month FMLA period. Please refer to the Family Medical Leave Policy for further guidance on FMLA.
- After the PPL (and any medical leave for employees giving birth) is exhausted, the balance of FMLA leave (if applicable) will be compensated through employees' accrued sick, vacation, and personal time. Any remaining leave will be unpaid upon exhaustion of any accrued leave time. Please refer to the FMLA Policy for further guidance.
- The University will maintain all benefits for employees during the PPL period, just as if they were taking any other University-paid leave (i.e. paid vacation leaves or paid sick leave).
- If a University holiday occurs while the employee is on PPL, such day will be charged to holiday pay; however, such holiday pay will not extend the total PPL entitlement.
- If the employee is on PPL when the University designates administrative closure days (known as an "admin day"), that time will be recorded as PPL. Administrative closures will not extend the PPL entitlement.
- An employee who takes PPL who does not qualify for FMLA leave will be afforded the same level of job protection for the period of time that the employee is on PPL as if the employee was on FMLA-qualifying leave.
PPL Request Procedures:
PPL leave must be requested in writing by indicating PPL on the existing absence request form, and submitting FMLA or other required documents, to the Office of Human Resources. Employees are required to justify their use of PPL leave to the Office of Human Resources-Benefits.
- For foreseeable leave, eligible employee(s) will notify their supervisor and a member of HR Total Rewards-Benefits of the request for leave at least thirty (30) days before the proposed leave date begins.
- For unforeseeable leave, eligible employee(s) will notify their supervisor and a member of HR Total Rewards-Benefits as soon as possible.
Approved by Chancellor September 5, 2024
This policy was issued on September 9, 2024
Document Reference: 2A3
Origin: OC 9/5/24
