7.1
Paid Parental Leave Paid Parental Leave (PPL) provides paid time off to regular full-time employees to bond with a newborn, newly adopted child or newly fostered child. Eligible employees must be continuously employed with COPC for at least six (6) months (regardless of status) at the time of the birth/ placement of child. Eligible employees will receive two weeks for birth or adoption and one week for foster care placement per rolling 12-month period and taken consecutively. Each week is compensated at 60% of the employee’s regular base pay up to $2500. Birth parents must take the leave immediately following the end of short-term disability or immediately upon birth if not eligible for short-term disability. Non-birth parents must take leave within three months following birth or adoption, or within 30 days following placement of the child for foster care; non-birth parents may take leave in one-week increments if business needs require flexibility. In the event of multiple births, adoptions and/or foster care, the total amount of paid leave granted for that event does not increase.” Bereavement Leave Regular full-time employees are eligible for paid bereavement leave. In the unfortunate event of a death of an immediate family member [employee’s spouse or domestic partner, parents, children (including for miscarriage), siblings, grandparents, grandchildren, parents-in-law, siblings-in-law, children-in-law, stepparents, stepchildren and step-siblings, or a legal guardian (or other person that stands in the place of a parent)], COPC will provide up to twenty-four (24) hours of paid Bereavement Leave for eligible employees. Bereavement Leave will be paid based on the employee’s regularly scheduled hours, at their normal rate of pay, and on the regularly scheduled pay date for the days that are missed. Paid Bereavement Leave does not count as time worked for the purposes of calculating overtime. If additional time off is needed beyond the time allotted for paid Bereavement Leave, or if employees need to be away from work to grieve the loss of an individual that is not identified as an immediate family member pursuant to this policy, they should request to use their Floating Holiday or Paid Time Off (PTO). If Floating Holiday or Paid Time Off benefits are unavailable, the employee may request unpaid time away from work. Use of Floating Holiday, PTO, or unpaid time away from work in lieu of or in addition to Bereavement Leave
Accrued PTO must be used when the PPL is exhausted if continuing their leave. Upon exhaustion of PTO, the remaining leave will be unpaid. If a company holiday occurs while on PPL, the employee will receive PPL (not Holiday pay). Employees will be responsible for benefits premium contributions while on PPL. Employees should notify their Direct Supervisor and Human Resources at least 30 days in advance of PPL. In the event of unforeseen circumstances, notice must be given as soon as possible. All requests must be substantiated by appropriate documentation, such as a proof of birth statement, copy of the child’s birth certificate or other documentation regarding the adoption or foster care placement. The documentation must be provided to Human Resources before the leave begins or as soon as otherwise practicable. If documentation has already been provided to COPC’s leave administrator for FML/disability purposes, additional
documentation may not be required. To review the full policy, click here.
7.2
is subject to approval by the employee’s direct supervisor. Employees on leave of absence are not eligible to be paid for Bereavement Leave. If the bereavement occurs during an observed company holiday see (“6.5 Holidays”), the employee may stagger their Bereavement Leave time around the holiday in order to be paid the full benefit; however, may not stack holiday pay and bereavement pay in a way that results in double pay. Bereavement-related absences that fall within the parameters of this policy will not count against an employee’s attendance. However, bereavement- related absences that fall outside the parameters of this policy (e.g., an employee’s friend passes away) may count against the employee’s attendance if the absence was not requested and approved in accordance with the “5.1 Attendance and Punctuality” policy in this handbook and/or the site/ department attendance policy. Paid Bereavement Leave cannot be donated and does not accumulate; rather it applies to each instance of loss of an immediate family member when it occurs. For example, if both a grandmother and grandfather pass away in the same calendar year, the impacted employee would receive up to 24 hours of Bereavement Leave for the loss of the grandmother and up to 24 hours of Bereavement Leave for the loss of the grandfather. COPC recognizes that, for a variety of reasons, memorial
Questions and concerns can be directed to your immediate supervisor, Human Resources (614) 304-2080 or the Compliance Hotline (866) 539-5813
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