Printed on: 10/20/2020. 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):

Interim Vice President, Office of Human Resources

Policy Owner(s):

Interim Senior Director - Total Compensation and Talent Acquisition

Policy contact(s):

See Contacts Section

Date Revised:

Oct 22, 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, and no later than thirteen 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 thirteen 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 taken without interruption and during the term of appointment.

Employees may be eligible for other leaves that occur prior to or after parental leave under other applicable administrative policies, governing documents, or contracts. In all cases, FMLA runs concurrently with paid parental leave and other applicable paid leaves.

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

Subject	Contact	Phone	Email
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 2^nd 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

Employee Contracts and Governing Documents
Board of Regents Policy: Employee Work-Life and Personal Leaves
Administrative Policy: Unpaid Personal Leave for Faculty and Academic Professional and Administrative Employees
Administrative Policy: Family & Medical – FMLA Leave
Administrative Policy: Paid Medical Leave and Disability Benefits for Faculty and Academic Professional and Administrative Employees

History

Amended:: October 2018 - Comprehensive Review. Expands the window to take parental leave for a parent from within six weeks of the event to within three months.
Effective:: April 2018 - 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.