Administration & Management Where the above criteria are met and provided that the individual has primarily been involved with caring for their preschool aged children (that is, has not been in regular paid employment) then departments are encouraged to shortlist these applicants. Where a staff member meets the terms and conditions they can if they so wish apply for the University’s Parental leave payment provision, as an ex-gratia payment, instead of paid leave as above. It is not possible to write a parental leave policy that will cover every eventuality. This policy and related procedure apply to all employees who meet the eligibility criteria (length of service and economic activity) for SPL as set out in the Shared Parental Leave Procedure. If leave is not foreseeable, notice must be given as soon as possible. Staff, who do not apply for leave within the required timeframe, and for whom unforeseen circumstances arise, may apply for Maternity/Partner’s Leave at short notice provided that supporting evidence accompanies the application. Notify Human Resources when an approved employee begins parental leave, to make sure pay and time entry is continued. Paid parental leave is compensated at 100 percent of the employee's regular, base pay. Employees (male and female) are entitled to parental leave on the birth or adoption of a child - regardless of their type of contract (part-time, full-time, etc.)..
This leave can be taken by either partner, or shared, and can take the parental leave total to a maximum of 52 weeks. To preserve an employee's privacy and protect the supervisor from charges of violating the privacy provision, supervisors must ensure all relevant conversations are kept confidential, and documentation is forwarded to the Human Resources office so it can be maintained in a confidential file, separate from personnel records. The Director of Human Resources has the discretion to waive the requirement to repay the paid parental leave/ex-gratia payment on compassionate grounds, on written application from the individual. Once parental leave is exhausted, they may use family sick, vacation, or personal quotas, prior to becoming unpaid.
Examples of documentation that may be required will be addressed in the FAQs. Human Resources Purpose ; 1.1. The birth mother /primary parent can choose to share their entitlement with a partner who is also employed by the University if it is intended that both partners will take the major responsibility for caregiving at different times over the first 12 months following the birth or adoption. You can take up to 26 weeks’ parental leave for each eligible child before their 12th birthday.
Human Resources will perform all necessary record and time processing in EBS during parental leave. Partners of mothers/primary parents are entitled to take up to two weeks (ten days) of paid leave based on their pay rate and FTE applying immediately prior to their taking leave. An employee needs to notify Human Resources in writing of return to work date at least two business days in advance but does not need to provide a note from health care provider. The certification forms are due back within fifteen calendar days of the date that they are distributed. The maximum period of parental leave may be taken by either the mother/primary parent exclusively or shared between the mother/primary parent and their partner. Partner’s leave may be taken in a block, or in any configuration that suits the family and is agreed with the department. Stokes adds that without a competitive parental leave policy, candidates will choose other companies to work at. If sick quotas are exhausted, it is optional to use vacation or personal quotas prior to becoming unpaid. Please refer to the family and medical leave policy for further guidance on the FMLA. Application for either the Ex-Gratia payment or the Paid Leave alternative will require the employee’s written agreement to repay all monies paid under these provisions if the employee resigns or does not otherwise return to work and complete a further six months continuous service. Research Paid Parental Leave is provided to an eligible staff employee, following a birth or adoption of a child, in recognition of the importance of work/life balance and offering parents the opportunity to bond with their new child. Application under this provision is at the discretion of the applicant. All University staff covered by this policy are entitled to unpaid leave under the provisions of this policy. The entire entitlement must be taken within the allowed parental leave period (52 weeks).
Staff members should be protected from pressure to work while on unpaid leave. Paid parental leave 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. Upon a childâs birth, birthing mothers must begin a qualifying medical leave of absence by using available paid parental leave. Application under this provision must be made to an advertised vacancy within four years from the date of resignation, that is, prior to the fifth birthday of the child for whom the employee was the primary carer. Payment of such leave will be calculated based on their normal pay rate and FTE applying prior to their taking leave. Notice of leave must be made in writing to the University on the Parental Leave Application Form, stating types of leave required, proposed dates of leave and whether leave is being shared with a partner. If you have any queries regarding the content of this policy or need further clarification, please contact the Head of Organisational Development at denise.lindsay@otago.ac.nz or +64 3 479 5431. A temporary reduction of hours during the last few weeks of pregnancy does not affect this rate. To be eligible for the paid parental leave provisions the staff member must have a contract that extends at least six months beyond the date they propose to return to work.
Departments are encouraged to take a sympathetic view of employees’ circumstances and have regard to the University’s policies on Equal Employment Opportunities and Flexible Working Arrangements when negotiating variations to normal working hours, either before the period of leave, or on return to work. Per MSUâs sick time policy, mothers could qualify for an additional 4 weeks of maternity leave. If a birthing mother is placed on a medical leave of absence before the childâs birth, then the mother must begin a qualifying medical leave of absence by using available sick quotas. The principles underlying the Parental Leave Policy should be borne in mind, and an agreement reached that protects the best interests of both the family and the department. Eligible employees who experience a birth, adoption, foster care, or guardianship on or after November 1, 2020, will be eligible for paid parental leave on January 1, 2021.
Depending on the circumstances of parental leave, various outside documentation may be required to substantiate leave. Any ex-gratia payment approved will be paid after the employee has returned to work. Upon a childâs birth, non-birthing parents, must begin their leave of absence by using paid parental leave. An employee who is pregnant is entitled, before taking up Maternity Leave, to take a total of up to ten days special leave without pay for reasons connected with her pregnancy. In no case will the total amount of leave-whether paid or unpaid-granted to the employee under the FMLA exceed 12 weeks during the 12-month FMLAÂ period.
Parental leave of up to 52 weeks may be granted, including any paid period agreed to by the University.
The legal entitlements to parental leave are contained within Parts I to V of the Parental Leave and Employment Protection Act 1987. A staff member can only claim for the amount of paid leave that they have personally taken, the maximum being twelve weeks. Paid Parental Leave Policy FAQs | Page 1 Dated September 22, 2020 . You cannot dismiss staff because they requested parental leave, or treat them less favourably than other staff.. Information & Communications Technology Codes of Practice