SECTION VII
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 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. 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 immediately following placement of the child for foster care. In the event of multiple births, adoptions and/or foster care, the total amount of paid leave granted for that event does not increase. Accrued PTO must be used when the PPL is exhausted if continuing their leave. Upon exhaustion of PTO, the remaining leave will be 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), grandparents, siblings, grandchildren, parents-in-law, siblings-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 for the days that are missed. 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 is subject to approval by the employee’s direct supervisor.
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. Paid Bereavement Leave cannot be donated, does not accumulate, and does not carry over from one year to the next; 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 reserves the right to request documentation of the death and/or funeral. Misuse of Bereavement Leave may result in disciplinary action, up to and including termination of employment. Employees will receive paid Bereavement Leave at their normal rate of pay on the regularly scheduled pay date. Paid Bereavement Leave does not count as time worked for the purposes of calculating overtime. Whenever possible, employees should notify their Direct Supervisor of the need to use Bereavement Leave as soon as possible. While the employee can request Bereavement Leave in the timekeeping system, the employee’s Direct Supervisor is responsible for ensuring the Bereavement Leave pay is appropriately applied to the employee’s timecard.
Leave Policies and Other Excused Time-Off
7.1 Paid Parental Leave 7.2 Bereavement Leave 7.3 Jury Duty Service 7.4 Witness Duty Leave of Absence 7.5 Military Leave of Absence 7.6 Religious Observances 7.7 Time-Off to Vote 7.8 Personal Leave of Absence 7.9 Disability Leave 7.10 Workers’ Compensation 7.11 COBRA
7.2
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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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