Eligible employees are entitled to paid parental leave following the birth, adoption or foster care placement of a child. To be eligible for paid parental leave, you must have been employed by the Company for twelve (12) months when the parental leave period begins. The amount of paid parental leave available for eligible employees will be determined as follows:
Parental leave must be taken within the first twelve (12) weeks after the birth or adoption of a child. Eligible employees must apply for short-term disability benefits as a condition of receiving the salary continuation provided under this policy. Short-term disability benefits will offset, and are not in addition to, the salary continuation provided under this policy. If eligible for parental leave, you must apply all accrued, unused sick days and vacation time to the balance of the parental leave period.
In addition to the period of paid parental leave, the primary caregiver may request up to an additional twelve (12) weeks of parental leave without pay, subject to the approval of your manager. The non-primary caregiver may not extend parental leave beyond the paid leave period. The leave period and compensation for part-time employees will be calculated on a pro-rata basis in accordance with their individual work schedule.
While on paid parental leave you will continue to receive health care coverage on the same terms as an active employee. If you remain on approved leave beyond the paid parental leave period, your eligibility for benefits during your unpaid leave will be determined in accordance with the company’s policy for other types of unpaid leave, except that you will remain eligible to participate in the company’s health plans, subject to your timely election of COBRA continuation coverage and your payment of the full cost of such coverage for the duration of your leave.
In general, the period of paid and unpaid parental leave should not extend beyond six (6) months for the primary caregiver. When you are ready to return from parental leave, the Company will attempt to reinstate you to your former position or one with equivalent pay, benefits, and other employment terms. You are entitled to reinstatement, however, only if you would have continued to be employed had parental leave not been taken. For example, you are not entitled to reinstatement if, because of a layoff, reduction in force or other reason, you would not be employed at the time you seek to return to work. Further, if you fail to return to work at the end of the approved leave period, you will be considered to have voluntarily resigned, effective as of the day following the last day of the authorized leave period.
This policy supplements your FMLA (Family & Medical Leave Act) benefits, but does not supercede the need for a separate FMLA policy for covered employers.
*Primary caregiver refers to the parent who has the majority responsibility for the care of the child for a significant part of the day during a regular work week. Primary caregivers can be any parent, and this term applies to anyone adopting, giving birth, utilizing a surrogate, etc.
**Secondary caregivers are the supporting parent that does not handle a majority of the responsibilities associated with parenting during a regular work week.
Learn more about our benefits on our Careers page.