Academic Division and the College at Wise.
The University has established paid parental leave in recognition of the benefits to employees and their families for meaningful bonding time upon the birth or placement of a child. Parental leave also provides a strategic tool for employee recruitment and retention. This policy complies with the directives of Executive Order #12 (June 25, 2018).
The act of legally and permanently assuming the responsibility of raising a child as one’s own.
A newborn biological child or a newly-placed adopted, foster, or custodial child under the age of eighteen (18).
Those salaried, non-faculty employees hired prior to July 1, 2006, and subject to the Virginia Personnel Act (T. 2.2, Ch. 29, Code of Virginia, §§2.2-2900 et. seq.).
A placement authorized by a judgment, decree, or other order of a court providing for the legal and physical custody of a child.
The act of temporarily assuming the responsibility of daily care and supervision for a child removed from their birth family home due to issues endangering their health and/or safety.
A natural parent or a new adoptive parent who is the legally recognized biological, adoptive, foster, or custodial parent.
Paid Parental Leave is provided to eligible Classified Staff employees, following birth, adoption, foster, or custodial care of a child under the age of eighteen (18), in recognition of the importance of the opportunity to bond with the child. [Note: An individual who adopts a spouse’s or partner’s child(ren) is eligible for this benefit]. Parental leave may be used for temporary arrangements made through local departments of social services with the intent of reuniting the child with his/her birth family, if possible.
Eligibility:
An employee must meet the following criteria:
Leave Amount/Usage:
Eligible full-time Classified Staff employees within the Academic Division are to receive up to eight (8) weeks (320 hours) of paid parental leave at 100% pay, to be used within six (6) months of the birth or placement of a child for any one or more of the following reasons:
Eligible Classified Staff within the Academic Division working less than full time may receive a pro-rated portion of leave in accordance with their full-time equivalence. For example:
Eligible Classified Staff within the Academic Division may charge parental leave in one continuous period of time or request and receive approval for intermittent use of parental leave.
The 320 hours of paid parental leave may be used only once per child and only once within a twelve (12) month period. Examples for applying this leave include:
Unused parental leave is forfeited six (6) months from the date of the birth/placement. In addition, unused parental leave is not compensable if an employee separates from employment or moves to a non-Classified Staff position. Parental leave terminates at the conclusion of the foster or custodial care placement or within six (6) months of the placement, whichever comes first.
Relationship of Parental Leave to Other Available Leaves/Benefits:
Employee Responsibility:
Eligible Classified Staff should submit a written request for parental leave at no less than thirty (30) calendar days prior to the anticipated leave begin date or as soon as practicable.
Employees must comply with all leave request procedures, absent unusual circumstances. Failure to do so may be grounds for delaying or denying an employee’s approval for parental leave.
Certification of Eligibility for Parental Leave:
FMLA policy does not require that its certification forms be completed for job-protected absences due to bonding. However, documentation of the birth or placement is required prior to approval of parental leave. Official documents that will be considered include but are not limited to:
Documents provided should show date of birth or date of placement, if placement was other than the date of birth.
Upon receiving a request for parental leave and documentation of the birth or placement, the employee must be notified of their eligibility status within five (5) business days.
Compliance with Policy:
Failure to comply with the requirements of this policy may result in disciplinary action up to and including termination or expulsion in accordance with relevant University policies.
Questions about this policy should be directed to the HR Solutions Center.
Effective June 25, 2018, Virginia Governor Ralph Northam signed Executive Order No. 12, establishing paid time off for state employees for the birth or adoption of a child. The Executive Order directed the Department of Human Resource Management (DHRM) to establish policy and guidance documents to support implementation of the Executive Order.