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 Leave of Absence Specialist 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.