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Index > Operations Policies > Paid Parental Leave Policy

Paid Parental Leave Policy

Purpose

This policy sets forth the eligibility requirements and entitlements based on the position type and other pertinent factors. While this leave may count toward, and run concurrent with, any FMLA entitlement and RIPFML, RISD’s paid parental leave is independently authorized and is intended to provide eligible employees paid time off to care for and bond with their newly born infant, adopted minor or fostered child within the first year of life or placement.

Scope

Eligible employees refers to full- and part-time regular and term appointment staff whose scheduled annual hours for their primary position are at least 910 hours per year. Eligibility begins:

  • 12 months from date of hire; and
  • the placement or birth of the dependent child must occur on or after the commencement of this policy (February 1, 2021); and
  • the placement or birth of the dependent must occur on or after you have completed 12 months of continuous service.

Temporary and on-call staff positions are excluded from coverage under this policy.

Bargaining unit members should refer to their respective Collective Bargaining Agreements for details regarding availability of parental leave.

Policy Statement

Paid Parental Leave provides eligible employees up to nine (9) weeks of paid time off to care for and bond with their newly born infant, adopted minor or fostered child.

Definitions

Scheduled Weekly Hours: The number of hours budgeted for a position on an annual basis divided by the number of weeks per year associated with that position. Most positions are 12-month positions. Scheduled weekly hours for partial-year positions are determined based on the number of weeks coverage.

Scheduled Annual Hours: The number of hours budgeted for a position on an annual basis.

Policy

Paid Parental Leave will be paid up to 100 percent of the regular base rate of pay for the primary position for regular scheduled weekly hours in Workday. Paid parental leave benefits will be offset by benefits received under RISD’s supplemental short-term disability program.

This policy does not affect eligibility for Rhode Island Temporary Disability Insurance (RITDI) or Rhode Island Temporary Caregiver Insurance (RITCI).

Staff receiving the paid parental leave benefit may not simultaneously receive sick, personal, vacation or holiday time; however, vacation time will continue to accrue during the parental leave. Observed holidays that occur during the paid parental leave period will be counted as part of paid parental leave and will not extend the paid parental leave benefit.

Paid parental leave may be taken in one continuous nine (9)-week block or in weekly increments.

This parental leave will count toward any FMLA entitlement and run concurrently with eligible FMLA/RIPFML.

In the event that both parents work at RISD and meet the eligibility requirements, both are eligible for the benefit; however, RISD reserves the right to stagger the benefit based on operational need.

Responsibilities:

  • Employee:
    • Provide verbal notice of need for parental leave to supervisor, and
    • Request leave of absence (paid parental leave reason) in RISD Workday system, attaching appropriate documentation for leave reasons as described below.
  • Human Resources Benefits Partner:
    • Confirm parental leave eligibility, review documentation and approve or respond to leave request, and
    • Issue any additional required notices or forms (i.e. FMLA, TDI information and instructions).


Procedures

Employees should notify the Human Resources Benefits Partner and the supervisor of an intent to take paid parental leave as soon as possible, but should provide at least thirty (30) days’ notice before the baby is due or before a scheduled placement of a child for adoption or foster care. If 30 days’ notice is not practicable, then notice should be provided as soon as possible and generally must comply with RISD’s normal absence procedures.

Any changes in the expected date of birth or of the placement of a child must be communicated promptly to the Human Resources Benefits Partner and the supervisor.

Employees will be required to provide appropriate documentation for the birth or placement of a child to the Human Resources Benefits Partner. Appropriate documentation may include:

  • a doctor’s letter confirming expected date of birth
  • a birth certificate as proof of birth
  • a letter from the adoptive/foster agency, or from a lawyer in private adoption cases.

Employees should request a leave of absence in Workday and choose Family Medical Leave Act (FMLA)> Paid Parental Leave as the leave type.

Confidentiality

All medical information relating to paid parental leave, whether verbal or written, including FMLA medical documentation will be kept confidential to the maximum extent possible.

Related Polices & Topics:


Revision history

This policy was created on: 2/1/2021

Review annually on the following date or as required by law: February 1

Responsibilities

Issuing Office

Human Resources

Responsible Officer

Vice President, Human Resources

Individuals/offices required for review and changes

Director, Compensation & Benefits