Staff HR Policy D-726.01
Institutional Effectiveness Criterion: Culture
Child Care Leave Procedure
Requests for the child care leave shall be made in writing to the appropriate supervisor using the Child Care Leave Request Form at least 90 calendar days prior to the expected birth or placement of an adoptive child, except under extenuating circumstances. Requests are to be approved by the appropriate executive officer.
Notice of the date of return shall be given in writing to the supervisor at least 30 calendar days in advance of return.
Child care leave will be coordinated with other leave policies as appropriate.
- The child care leave period will run concurrently with Family Medical Leave (FMLA) whenever an employee is eligible for FMLA. Refer to Policy D-722.00 and Procedure D-722.01 for FMLA eligibility.
- Accumulated sick leave and wage continuation will be provided for the period of time the employee is certified by a physician as being under medical care and unable to work. Refer to Policy D-720.00/Procedure D-720.01 and Policy D-721.00/Procedure D-721.01 for details.
- Accumulated sick days may be used in accordance with Family Care Policy D-723.00.
- Accumulated vacation shall be used prior to commencement of the unpaid portion of the leave.
- The remainder of the 12-month leave not covered by accumulated sick leave, wage continuation, or vacation shall be unpaid.
Medical coverage will continue to be provided during the period that the employee is on FMLA, with premiums deducted from the employee's paycheck. If the employee is on unpaid leave while on FMLA, an arrangement will be made for repayment of medical premiums upon return to work. The employee may choose to continue dental, vision, and other benefits while on FMLA under the same conditions.
If the employee chooses to continue any benefits while on unpaid child care leave beyond the 12-week FMLA leave period, they will be placed on COBRA in accordance to that policy. refer to COBRA Policy D-714.00 for details.
No other wage or benefits will be paid or accrued during the unpaid portion of the leave.
Upon return from child care leave, the employee will be returned to his or her original position or an equivalent position with equivalent pay, benefits, and other employment terms if it is within the 12-week FMLA leave period. If not, every effort will be made to return the employee to the same or an equivalent position, however, there is no guarantee of placement or continuing employment.
Authorized on 11/17/09