(A)
Purpose
Cleveland state university (CSU) is
proud to support employees in caring for and bonding with their newborn or
newly adopted child/children by offering six work weeks of paid parental leave
(PPL). Paid parental leave will run concurrently with CSU's family medical
leave act (FMLA) leave policy, as applicable.
(B)
Eligibility
Employees are eligible for PPL
when:
(1)
Have given birth to a child, or
(2)
Are a spouse of
someone who has given birth to a child, or
(3)
Have adopted a
child age seventeen or younger, excluding the adoption of a spouse's child,
and
(a)
Are a
regular employee (temporary, adjunct faculty, graduate assistant, intern and
student worker are not eligible for PPL), and
(b)
Have worked at
least 1,250 hours during the twelve consecutive months immediately preceding
the date the leave would begin.
(C)
Amount, time
frame and duration of PPL
(1)
Eligible employees will receive a maximum of six weeks
of PPL per birth or adoption of a child/children. The fact that a multiple
birth or multiple child adoption occurs (e.g., the birth of twins or adoption
of siblings at the same time) does not increase the six-week total amount of
PPL granted for that event. In addition, in no case will an employee receive
more than twelve weeks of PPL in a rolling twelve-month period, regardless of
whether more than one birth or adoption event occurs within that twelve-month
time frame.
(2)
Spouses employed with CSU are limited to an aggregate
of twelve weeks, when all other eligibility criteria are met.
(3)
Each week of PPL
is compensated at one hundred per cent of an employee's regular, straight time
pay. Paid parental leave will be paid in accordance with an employee's regular
pay schedule.
(4)
Approved PPL may be taken at any time during the
twelve-month period immediately following the birth or adoption of a child,
however it must be taken in one continuous period of leave. Paid parental leave
may not be used or extended beyond this twelve-month time frame. Any unused PPL
will be forfeited at the end of the twelve-month time
frame.
(D)
Coordination with other policies
(1)
If eligible for
FMLA leave, PPL taken under this policy will run concurrently with leave under
CSU's FMLA policy, thus any leave taken under this policy will be counted
towards the employee's available FMLA leave. All other requirements and
provisions under FMLA will apply. In no case will the total amount of leave
whether paid or unpaid granted to an employee under CSU's FMLA policy exceed
twelve weeks during the twelve-month FMLA period.
(2)
After PPL is
exhausted, the balance of FMLA leave (if applicable) may be compensated through
an employee's accrued sick, vacation or compensatory time in that order, and/or
as per applicable CSU FMLA leave policy or union contract. Upon exhaustion of
accrued sick, vacation or compensatory time, any remaining leave will be
unpaid.
(3)
Cleveland state university will maintain all benefits
for employees during the PPL period just as if they were taking any other CSU
paid leave.
(4)
If a CSU holiday occurs while an employee is on PPL,
such day(s) will be charged to holiday pay.
(5)
An employee who
takes PPL and not covered by FMLA leave will be afforded the same level of job
protection for the period that the employee is on PPL as if an employee were on
an FMLA qualifying leave.
(E)
Request for paid
parental leave
An employee must provide their
supervisor and the human resources department with notice of requested leave at
least thirty days prior to the proposed date of the leave (or if the leave was
not foreseeable, as soon as possible). An employee must complete the necessary
human resources forms and provide all documentation as required by the human
resources department to substantiate the request.
