For more specific information, please refer to the SCUPA Collective
Bargaining Agreement, Article 21: Parental Leave.
What is Parental Leave?
Parental Leave is an extended period of time away from work
with benefits (with or without pay) to those employees who become parents
through childbirth, adoption, or foster care placement, provided the employee
has been employed at least one year and has been paid for at least 1,250 hours
during the previous 12-month period.
How do I request a Parental Leave for a pregnancy and/or the birth of a child?
Because pregnancy is a serious health condition, employees
should request parental leave as soon as it is known it will be used.
How do I request a Parental Leave for adoption or foster care?
For adoption or foster care placement, Parental Leave begins
once custody/placement begins, except when required for prior legal proceedings.
Can I take time off work prior to the birth/adoption/foster care placement?
Yes—if approved by your supervisor and HR—Annual Leave can
be used. This will not be covered by FMLA.
However, if your doctor finds it medically necessary for you
to stop working prior to childbirth, this is considered Sick Leave and will be counted against your 12 week FMLA entitlement. Medical documentation supporting the request will be required and should be submitted to the Office of Human Resources.
For adoption or foster care placement, leave begins once
custody/placement begins, except when required for prior legal proceedings.
What do I need to do once my child is born/legally adopted/placed in my care?
Remember: You may want to also update
your beneficiary information for your basic group life insurance policy,
voluntary group life insurance policy, and/or retirement accounts.
Can I take a longer leave than what my doctor ordered after the birth of my child?
Yes. Under the guidelines of the FMLA, employees are entitled to twelve (12) weeks of unpaid leave for the birth, or placement, of a child. Employees should receive approval from his/her supervisor and HR. Annual Leave may be used. Once all Annual Leave is
exhausted, the remaining time off work will be unpaid leave. Any remainder of
the twelve (12) week entitlement of FMLA will apply.
Please refer to the FMLA Notice to SCUPA Employees
section titled “Absences After 12 Weeks of FMLA Absence.”
following are the only absence reasons that will be considered for approval
beyond 12 weeks.
refer to the FMLA Notice to SCUPA Employees
section titled “Benefits Continuation Information.”