Hi Ann, We cover this leave in a few places, depending on the classification of the employee.
http://policy.umn.edu/hr/parentalleave http://policy.umn.edu/hr/postdocappoint-appc http://policy.umn.edu/education/gradstudentleave *Clerical - labor represented language:* SECTION 5. PARENTAL LEAVE A. All new birth or adoptive parents, regardless of gender, shall be granted a two week paid parental leave. A birth mother shall also be granted an additional four weeks of paid parental leave, for a total of six weeks, for the recovery from the act of giving birth. This paid parental leave shall be compensated at the employee’s current percentage appointment and will not be charged against the employee’s accumulated vacation or sick leave. The employee must have completed nine (9) consecutive months of employment at an average of twenty (20) hours or more paid work time per week. The employee must give notice of intent to use parental leave to his/her supervisor at least four (4) weeks in advance of the anticipated leave, except under unusual circumstances. The parental leave shall begin at a time requested by the employee, although the leave may not begin more than two (2) weeks prior to the due date or anticipated adoption or six (6) weeks after the birth or adoption. In the case where the child must remain in the hospital longer than the birth mother, the leave must begin no later than six (6) weeks after the child leaves the hospital. This leave must be consecutive and without interruption and must be taken during the term of appointment. When a woman is unable to perform the duties of her job due to pregnancy, additional accumulated sick leave may be used. If no sick leave is available, an employee may use accumulated vacation leave in accordance with Article 16, Vacation. B. An unpaid parental leave of absence shall be granted to an employee for a period of up to six (6) months when requested in conjunction with the birth or adoption of the child. This leave may, upon request of the employee, be extended or renewed for a period not to exceed six (6) months with Department Head approval. *Civil Service* 11.7 Parental Leave 11.7.1 Eligibility for Parental Leave 11.7.1.1 Employees must have completed nine (9) consecutive months of employment at an average of 20 hours or more paid work time per week. This policy applies regardless of the percentage time of appointment and the two (2) year requirement for certain other benefits that are provided in these Rules. 11.7.1.2 The employee must give notice of intent to use parental leave and other leaves used in conjunction with parental leave to their supervisor at least four (4) weeks in advance, except under unusual circumstances. 11.7.2 Paid and Unpaid Leaves 11.7.2.1 All new birth or adoptive parents, regardless of gender, shall be granted a two week paid parental leave. A birth mother shall also be granted an additional four weeks of paid parental leave, for a total of six weeks, for the recovery from the act of giving birth. This parental leave shall not be charged against the employee's accumulated vacation or sick leave. The parental leave shall begin at a time requested by the employee, although the leave may not begin more than six weeks after the birth or adoption. In the case where the child must remain in the hospital longer than the birth mother, the leave must begin no later than six (6) weeks after the child leaves the hospital. This leave must be consecutive and without interruption and must be taken during the term of appointment. 11.7.2.2 The birth mother or adoptive parent may use accumulated vacation leave immediately following the sick leave or parental leave. These leaves must be consecutive and without interruption and must be taken during the term of appointment. An unpaid leave of absence shall be granted to an employee for a period of up to six months, when requested in conjunction with the birth or adoption of the employee's child. This leave of absence without pay may be extended up to an additional six months upon the employee's request and with responsible administrator approval. Best, Michele On Wed, Oct 19, 2016 at 8:23 AM, Ann Kitalong-Will <[email protected]> wrote: > Hi all - We at Michigan Tech are looking at developing a paid parental > leave policy. We already have maternity leave as a benefit, and the > university wants to expand that to include all parents. > > What are your thoughts: is something like this a "policy" or "benefit?" > Do any of your schools have examples of paid parental or maternity leave > policies in place that you can share? > > Thanks in advance! > Ann > > -- > ----- > Ann Kitalong-Will > Executive Director, Business Operations > Michigan Technological University > > * University Policy Administrator > www.mtu.edu/policy > > * Chair, WorkLife Programming Advisory Committee > > * Chair, Staff Mentoring Committee > > office: Lakeshore Center 316 > phone: (906) 487-1809 > email: [email protected] > > > > *Replying to Messages:* Replying (using Reply) to an ACUPA-L e-mail will > distribute your message to the *ENTIRE list of members*. To send a > message privately, reply directly to the individual who sent the message > (their e-mail address appears in the "From" line of their original e-mail). > > *To Unsubscribe*: Go to http://www.acupa.org/MembershipForm_Discontinue. > html and complete the form. We will remove you from the list within 24 > hours, during normal business hours. > > *Questions about the ACUPA e-list?* Contact Jamie Parris at > [email protected] > <[email protected]?subject=ACUPA%20e-list%20assistance> or > 607-255-6837. > > -- Michele Gross, Director Policy Program University of Minnesota 356-1 McNamara, 200 Oak street Minneapolis, MN 55454 612-624-8081 http://policy.umn.edu/
