Parental Leave: Paid leave provided for bonding with a newborn child or a child newly placed through adoption or foster care.
Qualifying Event:
- Birth of a child
- Adoption of a child
- Foster care placement of a child
Pregnancy Loss: Includes miscarriage, stillbirth, or other medically recognized pregnancy loss experienced by the employee or the employee’s partner, where the employee is eligible for leave for recovery and/or support.
Eligibility
To be eligible for Paid Parental Leave, an employee must:
- Be a full-time or benefit-eligible part-time employee (working at least 28 hours per week);
- Have completed at least 12 months of continuous employment prior to the qualifying event;
- Be actively employed at the time leave begins;
- Meet eligibility requirements under the Family and Medical Leave Act, where applicable.
Benefit Amount
Eligible employees will receive:
- Up to 6 weeks (240 hours) of Paid Parental Leave at 100% of base pay
- The University will designate the approved duration within this range based on institutional guidelines and role classification
- Leave is prorated for part-time employees based on scheduled hours
Paid Parental Leave is provided per qualifying event (not per child).
Use of Paid Parental Leave
- Leave must be taken within 12 months of the qualifying event
- Leave may be taken continuously or, with supervisory approval, intermittently where operationally feasible
- Paid Parental Leave runs concurrently with FMLA, where applicable
- Employees are not required to exhaust accrued leave prior to using this benefit
Coordination with Other Leave Programs
- Paid Parental Leave runs concurrently with FMLA, if eligible
- If a medical condition/event exists (e.g., childbirth recovery or complications), additional leave may be covered under:
- Short-Term Disability
- Long-Term Disability
- ADA accommodations
- Other applicable leave policies
Paid Parental Leave is separate from and not supplemented by the Voluntary Leave Donation & Shared Leave Program, except in cases involving catastrophic medical complications.
Pregnancy Loss Provision
In the event of pregnancy loss, eligible employees may receive:
- Up to 4 weeks of Paid Parental Leave for recovery and/or support
Additional leave may be available under other applicable leave policies based on medical need.
Compensation and Benefits
- Employees will receive regular base pay during Paid Parental Leave
- Benefits will continue under normal conditions
- Employees remain responsible for their portion of benefit contributions
Faculty Salary Continuation
Faculty members whose appointments provide for salary continuation during approved leave will continue to receive compensation in accordance with the terms of their faculty appointment and applicable University policies.
Paid Parental Leave is intended to coordinate with, and not duplicate, contractual salary continuation benefits. Human Resources and the Provost's Office will administer leave to ensure eligible faculty receive their regular contractual compensation while providing the intended parental leave benefit.
When appropriate, the University may satisfy the Paid Parental Leave benefit through course release, modified teaching responsibilities, reassigned duties, or other academic workload adjustments that support parental leave while maintaining instructional continuity.
Disclaimer: Please note that interim responsibilities and any related stipend compensation and other tax deductions are contingent upon business need and may not continue during the employee’s leave period.
Job Protection
- Leave is job-protected in accordance with the Family and Medical Leave Act (FMLA) and applicable law
- Employees will be reinstated to the same or an equivalent position consistent with institutional policy
Coordination with Academic Appointments
For faculty and instructional staff:
- Paid Parental Leave will be coordinated with academic schedules, teaching assignments, and contractual obligations
- Adjustments may include course release, modified teaching loads, or deferral of instructional responsibilities
- The Provost’s Office, in coordination with Human Resources, will determine appropriate arrangements to ensure both academic continuity and employee support
Request and Approval Process
Employees must:
- Provide at least 30 days’ notice when the need for leave is foreseeable
- Submit an FMLA request form
- Provide documentation supporting the qualifying event
Human Resources, in coordination with the employee’s supervisor and division leadership, will review and approve requests.
Limitations
- Paid Parental Leave is available once per qualifying event
- Unused leave does not carry over or accrue
- Leave has no cash value and is not paid out upon separation
- Employees are expected to return to work following leave; failure to return may require repayment of benefits where permitted by law
Administration and Authority
Human Resources administers this policy and ensures compliance with applicable laws and institutional standards.
The Assistant Vice President & Director of Human Resources has the authority to interpret and apply this policy. Exceptions require senior leadership approval.
Effective Date and Review
This policy is effective upon approval and will be reviewed periodically to ensure alignment with institutional goals, legal requirements, and best practices.
Converse University provides Paid Parental Leave to support employees during the birth, adoption, foster placement of a child, or qualifying pregnancy loss. This benefit promotes employee well-being, supports family bonding, and reflects the University’s commitment to a supportive and inclusive workplace.
Paid Parental Leave is a standalone benefit and is not dependent on accrued leave balances or participation in the Voluntary Leave Donation & Shared Leave Program.
The purpose of this policy is to provide eligible employees with paid time away from work to bond with a new child or recover from a qualifying pregnancy-related event, while maintaining continuity of income and benefits.
This policy applies to all full-time and part-time benefit-eligible employees of Converse University who meet the eligibility requirements outlined below.