Purpose: The University grants twelve weeks of paid parental leave to eligible contract and classified staff, to reflect the belief that the University and the individual staff member both benefit from arrangements that support staff who pursue their careers while raising a family. This leave is designed to provide bonding and adjusting time during the important period following the arrival of their new child for staff members who intend to return to work at the University at the end of the leave.
Eligibility: This policy applies to full-time, benefit-eligible classified and contract staff members with at least one year of full-time service at the University as of the date of the birth or adoption of the child, and who will be the parent of a newborn or an adopted child age five years or younger. Individuals adopting a spouse’s or partner’s child(ren) are not eligible for this benefit. Simultaneous adoptions or multiple births (e.g., twins, triplets, or quadruplets) count as one leave event. The leave must be taken within one year of the child’s birth or adoption and may not be taken intermittently or as a reduced schedule leave.
The twelve week paid parental leave benefit is for the parent who will be the primary caregiver of their new child. An eligible staff member who becomes a new parent but is not the primary caregiver is eligible for two weeks of paid parental leave within one year after the arrival of the child. When both parents are employees at Trinity University, only one parent can qualify as the primary caregiver for the purpose of receiving the paid benefit under this policy.
Interaction with FMLA and other paid leave and benefits: Paid parental leave shall run concurrently with the Family and Medical Leave Act (FMLA). Parental leave is separate from and in addition to regular earned benefits (i.e. accrued sick and vacation leave) and must be the first leave used following the date of the birth or adoption of the child. Regular earned benefits shall continue to accrue while employee is on parental leave.
Process: It is the responsibility of the staff member to notify Human Resources of the need for parental leave. In the case of birth, the employee should provide 30 days’ written notice of the need for the leave. If the need for a leave is not foreseeable or if it is otherwise not possible to provide 30 days’ notice, notice must be provided as soon as practicable. In the case of adoption, the staff member shall notify Human Resources upon receipt of an anticipated date of adoption or upon the date adoption proceedings begin, whichever is earlier.
It is the ultimate responsibility of the supervisor and/or head of each department to work with the Vice President for their division to make the necessary staffing arrangements that will take place during the absence of the staff member requesting parental leave.
As part of the leave request, the staff member will be required to attest in writing that they will be the primary caregiver for the newborn or adopted child during the leave period.
Human Resources will address any conditions not covered herein, such as an adoption whose date is not anticipated, in consultation with the staff member.
Effective Date: This policy is effective for births and/or adoptions that occur on or after October 1, 2018, the effective date of this policy.