Printed on: 08/18/2018. Please go to http://policy.umn.edu for the most current version of the Policy or related document.

ADMINISTRATIVE POLICY

Parental Leave for Employees

Responsible University Officer(s):

  • Vice President for Human Resources

Policy Owner(s):

  • Director of Total Compensation

Policy contact(s):

Date Revised:

Apr 18, 2018

Effective Date:

Apr 18, 2018

POLICY STATEMENT

The University provides parental leave for eligible employees related to the birth, adoption, or gestational surrogacy of children in accordance with Minnesota statutes and the provisions of this policy. Parental leave provided by this policy is available to an employee on 50% appointment or greater and is becoming a parent through birth, adoption, or gestational surrogacy or to an employee who is a gestational carrier.

Upon request, eligible employees may take six weeks paid leave related to the birth, adoption, or gestational surrogacy of a child. The parental leave will begin at a time requested by the employee, but not more than two weeks prior to the due date or adoption event. For an employee who gives birth, the leave must begin no later than the birth event.

For all other employees, the leave must begin no later than six weeks after the birth or adoption event. In the case where the child must remain in the hospital longer than the birth parent, the leave must begin no later than six weeks after the child leaves the hospital.

Employees are encouraged to talk to the responsible administrator/supervisor regarding taking parental leave as soon as reasonably practical. This leave must be consecutive and without interruption and must be taken during the term of appointment.

Employees may be eligible for additional leaves under other applicable administrative policies, governing documents, or contracts. In all cases, paid leave must be taken in conjunction with and/or prior to unpaid leave, e.g. FMLA or discretionary leave..

During the parental leave, medical coverage will continue to be available for the employee and any dependents under any group insurance policy, group subscriber contract, or health care plan in existence at the time of leave. While on paid leave, the continued coverage will be provided on the same basis as available to the employee during the course of employment. While on unpaid leave not covered by FMLA, the continued coverage will be available at the employee’s expense.

REASON FOR POLICY

This policy implements Board of Regents Policy: Employee Work-Life and Personal Leaves. The University provides parental leave to eligible employees to permit time away from work related to the birth, adoption, or gestational surrogacy of a child.

PROCEDURES

FORMS/INSTRUCTIONS

APPENDICES

FREQUENTLY ASKED QUESTIONS

CONTACTS

SubjectContactPhoneEmail
General Information or Procedural Assistance for employees
  • Primary: Responsible administrator/ supervisor
  • Secondary: Local campus, college, or administrative unit HR administrator
  • Other (as needed): Office of Human Resources specialist or consultant  
Office of Human Resources Specialist and Consultant List Office of Human Resources Specialist and Consultant List
General Information or Procedural Assistance for graduate assistant or professionals-in-training employees Graduate Assistant Employment and Services West Bank Office Building 1300 S 2nd St, Ste 545, Minneapolis, MN 55454 612-624-7070 612-625-9801 (fax) Email: gaesinfo@umn.edu
Document Processing Office of Human Resources Contact Center 612-624-8647 (4-UOHR) 800-756-2363 ohr@umn.edu benefits@umn.edu    

DEFINITIONS

Adoption event 
Adoption of a child up to 18 years of age who is adopted through public, private, domestic, international or independent means and who is not the stepchild of the adoptive parent.
Foster parent
One who has undergone a foster care placement proceeding to assume child-rearing responsibilities but not full legal responsibility for a child.
Gestational Surrogacy
A legal agreement between intended parent(s) and a gestational carrier to carry an embryo to term as a means for the intended parent(s) to become parent(s) of a child. Under this policy, both the intended parent(s) and the gestational carrier would be eligible for paid parental leave.

RESPONSIBILITIES

Employee
Request leave in advance, except in unusual circumstances.
Responsible Administrator/Supervisor
  • Respond to parental leave request.
  • Provide additional information with regard to the FMLA leave Administrative Policy: Family and Medical - FMLA Leave and other available leave options per administrative policy, governing rules, or collective bargaining agreement.
  • Ensure that parental leave is documented in the Human Resources Management System (HRMS).

RELATED INFORMATION

HISTORY

Effective:
April 2018 - Pending approval - New Policy. Provides both parents, who meet eligibility requirements, with six weeks paid leave; expands coverage to include gestational surrogacy; removes the nine-month employee eligibility requirement; and replaces the current policy: Parental Leave for Academic Employees.
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