Parental Leave for Employees

How does parental leave interact with other employee leaves, e.g. medical or sick leave, FMLA, etc.?

Parental leave runs concurrently with the Family Medical Leave Act (FMLA), the Minnesota Pregnancy and Parental Leave Act (MPPLA) and MN Paid Leave. Other paid leaves may be taken prior to or after parental leave, and employees should refer to the appropriate administrative policy, governing rules or collective bargaining agreement to determine their eligibility and the rules for taking these leaves.

Can an employee on a 9-month appointment with a separate summer appointment take Parental Leave during the summer appointment?

An employee on a 9-month appointment is eligible to take Parental Leave during a summer appointment provided the employee is on a 50% summer appointment or greater. To the extent the summer appointment is paid via grant, contracts, gifts, non-sponsored funds or other funds, consult with your supervisor for appropriate guidance. In cases where grant agreements or non-sponsored funds prohibit using funding for a leave of absence, consult with the department head or Chair as the leave of absence will need to be paid using other allowable funds.

Can the parental leave of someone on a 9-month appointment be split across the academic year and summer appointment?

Yes, however the time between the last day of the academic year and the first day of the summer appointment will count towards the 6 weeks of parental time. 

How are appointments during May or summer session and for extension classes counted towards eligibility?

May or summer session appointments will be counted at the percentage of time for the dates shown on the employee’s appointment or, if pay is hourly, on the actual hours paid. Appointments in extension classes paid on a credit hour basis will be counted as 30 hours per term for each credit taught. Non-credit courses will be counted on the basis of 10 contact hours in the classroom per credit. Short-term conferences, seminars, workshops, or independent study activities are not counted.

Would an employee be eligible for additional leave in the event of a caesarean section?

An employee who undergoes a caesarean section may qualify for additional time under the applicable medical leave or sick leave for physical recovery; however, parental leave would not be extended. Please refer to the appropriate administrative policy, governing rules or collective bargaining agreement for provisions.

Would an employee be eligible for this leave in the event of a loss of pregnancy?

While we recognize that experiencing a loss of pregnancy is an incredibly difficult event, this leave is designed for employees to bond with their newborn or recently adopted child. We encourage employees in this situation to reach out to their supervisor or the Leave Admin Team, who can help explore available options.

Is a gestational surrogate covered by this policy?

No, this policy is intended for employees becoming parents and a gestational surrogate is not covered by this policy. There are other types of leave available to the gestational surrogate during the pregnancy and birth process.

Are foster parents covered by this policy?

No, foster parents as defined by this policy and undergoing a foster care placement are not covered. If a foster parent chooses to adopt, the adoption event is covered under this policy.

Is paid leave extended when a holiday occurs during parental leave?

No, additional paid days are not added when a holiday occurs.