Paid Parental Leave
Eligible employees must meet the following criteria:
- Have been employed in a regular full-time faculty, or full-time or part-time staff position for at least 12 months at the time of the birth or placement of the child.
In addition, employees must meet one of the following criteria:
- Have given birth to a child. (Note: If faculty, maternity leave takes precedent in lieu of parental leave. View the Maternity Guidelines for Faculty found on the Office of the Provost webpage.)
- Be a spouse or partner of a woman who has given birth to a child.
- Have adopted a child or been placed with a foster child (in either case, the child must be age 17 or younger).
|Employee Status||Amount of Paid Parental Leave|
|FTE (1.0) staff, or regular faculty||3 weeks (15 days)|
|0.80 up to 0.99 FTE||12 days (90 hours if 1,950 annually; 96 hours if 2,080 annually)|
|0.64 based on 1,950 annual hours (0.60 if based on 2,080 annual hours) up to 0.79 FTE||9 days (67.5 hours if 1,950 annually; 72 hours if 2,080 annually)|
|0.53 up to 0.63 FTE based on 1,950 annual hours (0.50 up to 0.59 FTE if based on 2,080 annual hours)||7.5 days (56.25 hours if 1,950 hours annually; 60 hours if 2,080 hours annually)|
- If the birth mother is faculty, she may take one semester of paid maternity leave. If the non-birth parent is also faculty, he or she is eligible for three weeks of paid parental leave.
- If the birth mother is a staff employee, she may take three weeks of paid parental leave and six to eight weeks of Short-term Disability. If the non-birth parent is faculty, he or she is eligible for three weeks of paid parental leave.
- In the case of adoption or foster care placement, if one parent is faculty and one is staff, both parents may take three weeks of paid parental leave.
Approved paid parental leave may be taken at any time during the six-month period immediately following the birth, adoption or placement of a child with the employee. Paid parental leave may not be used or extended beyond this six-month timeframe. In the event of a female employee who herself has given birth, the three weeks of paid parental leave will commence at the conclusion of any short-term disability leave/benefit provided to the employee for the employee’s own medical recovery following childbirth.
Employees must take paid parental leave in one continuous period of leave and must use all paid parental leave during the six-month timeframe indicated above. Any unused paid parental leave will be forfeited at the end of the six-month timeframe.
Upon termination of the individual’s employment at LUC, he or she will not be paid for any unused paid parental leave for which he or she was eligible.
C. Scheduling of Paid Parental Leave and Coordination with Family Medical Leave Act
After the paid parental leave (and any short-term disability leave for employees giving birth) is exhausted, the balance of FMLA leave (if applicable) will be compensated through employees’ vacation and personal time for staff, or through the department for faculty. Upon exhaustion of accrued vacation and personal time, any remaining leave will be unpaid leave. Please refer to the General Leave of Absence and Family/Medical Leave Act Policy for further guidance on FMLA.
LUC will maintain all benefits for employees during the paid parental leave period just as if they were taking any other University paid leave such as paid vacation leave or paid sick leave.
If a University holiday occurs while the employee is on paid parental leave, such day will be charged to holiday pay; however, such holiday pay will not extend the total paid parental leave entitlement.
An employee who takes paid parental leave that 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 paid parental leave as if the employee was on FMLA-qualifying leave.
- If you expect to be out of work for more than three consecutive scheduled workdays, you must report your leave to Matrix Absence Management to initiate your request for a leave of absence for the paid parental leave.
- Please review our Family and Medical Leave of Absence policy by visiting http://www.luc.edu/hr/policies.shtml.
- Staff Employee: At least 30 days in advance of the leave the employee must 1) notify their supervisor of the leave and 2) complete the required leave request process with Matrix Absence Management. This includes providing all documentation as required to substantiate the request for leave at least 30 days prior to the proposed date of the leave (or as soon as possible when the leave was not foreseeable).
- Department: Every supervisor is responsible for scheduling and documenting paid parental leave used by staff employees by authorizing the Payroll Department’s payment of paid parental leave in accordance with this policy.
- Human Resources: An employee may keep his/her benefit elections while on a paid leave of absence. Sick and vacation time will not accrue while receiving Short-Term Disability benefits. During a paid leave of absence, the University’s contribution to the Defined Contribution Retirement Plan (DCRP) will continue to be made for an employee on the basis of the compensation being paid by the University. In addition, any pay increases due an employee during an approved leave of absence will be delayed until the employee returns to work.
- Faculty: A faculty member who wishes to take a paid leave of absence is required to consult with his or her chairperson and/or dean no later than three months prior to the beginning of the planned leave to discuss the needs of both the faculty member and the department/school.
- Provost: Faculty maternity and paid parental leaves will be confirmed by the Provost, who also retains authority to grant exceptions or variations.