Have been continuously employed with the Company for at least one year; and Work at least 30 hours per week on average. Leave Entitlement
You may take up to 12 weeks of parental leave in a 12-month period for:
Your own pregnancy; The birth of your child; or
The initial placement for adoption with you of a child 16 years of age or younger.
Leave for adoption must be taken within one year of the initial placement of the child. The total amount of leave, for any reason or combination of reasons, under the PFLA is 12 weeks per leave year.
Interaction with Other Leave
If applicable, parental leave under the PFLA will run concurrently with Family and Medical Leave Act (FMLA) leave.
Leave Requests
You must provide 30 days advance notice of your intention to take leave under this policy. The notice must include the date the leave is expected to begin and the estimated duration of the leave. Reasonable notice must be provided if you need to extend the length of a leave.
Compensation
Parental leave is unpaid. However, you may elect to use up to six weeks of accrued sick leave, vacation, or other accrued paid leave during parental leave.
Continuation of Benefits
Your employment benefits during the leave will be continued at the same level and under the same conditions that coverage would have been provided had your employment continued. You will be required to continue to pay your portion of the cost of benefits during the leave.
Return from Leave
Upon return from leave, you will be restored to your prior position or to a comparable position at the same level of compensation, benefits, seniority, and other terms and conditions of employment. However, reinstatement may be denied if: During the leave your job would have been terminated or you would have been laid off for reasons unrelated to the leave; or You performed unique services for the Company and hiring a permanent replacement during the leave was the only viable alternative to prevent substantial and grievous economic injury to operations. In such cases, the Company will provide you reasonable notice of the intent to replace you. If you do not return to employment at the end of a leave for reasons other than serious illness, you must reimburse the Company for the value of any compensation paid to or on behalf of you during the leave. Payments of accrued sick leave or vacation need not be reimbursed.
Abuse of Leave
If you are found to have provided a false reason for a leave, you will be subject to disciplinary action up to and including termination.
Retaliation
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