Parental Leave – Frequently Asked Questions

What is the purpose of Parental Leave?

  • Parental Leave is intended to provide time to facilitate parental bonding, family adjustment and to locate child care for newborn or newly adopted children.

How do I mark the Parental Leave hours on my timesheet?

  • Record your time using Absence Type Z210 Parental Leave using leave code 03. For employees on labor distribution, also record your time using activity type “Holiday/Other”.

Who is eligible for Parental Leave?

  • Regular employees who have at least one year of continuous employment (with no break in service) within six months after the birth or placement of a child in the care of the employee for purpose of adoption.

What if I am out on authorized leave during my one year of continuous employment, am I still eligible for Parental Leave?

  • Yes.

I have less than one year of continuous employment and my child is born or placed in my care for adoption. When will I be eligible for Parental Leave?

  • You would be eligible for Parental Leave once you have one year of continuous employment (with no break in service) within six months after the birth or placement.

If I adopt my foster child, am I eligible for Parental Leave?

  • You may, provided you meet all eligibility requirements.

If the court appoints me as guardian of a child, am I eligible for Parental Leave?

  • No, the Parental Leave policy only covers employees who become parents through childbirth or adoption.

What documentation do I need to submit with the "Request for Parental Leave" form?

  • For births:
    • Birth certificate;
    • Certificate of live birth; or
    • Letter from Hospital
  • Documentation must include the date of the child’s birth and employee’s name as parent.
    • For adoptions (child has been placed with the employee and the employee intends to adopt):
    • Letter from attorney stating that the adoption process is underway;
    • Legal court order;
    • Letter from applicable social services or adoption agency; or
    • Proof of initiation of an adoptive home study
  • Documentation must include the employee’s name and date the child was or will be placed with the employee.

What if I want more time off after the period of my Parental Leave?

  • Prior to the exhaustion of the Parental Leave, you must contact your supervisor to request approval for any additional time off.

How long is my Parental Leave?

  • The maximum number of hours that a regular full-time employee may take is 160 hours. The number of hours that a part-time regular employee may take is pro-rated based on the number of hours worked. For example, a half-time employee may take a maximum of 80 hours of Parental Leave; a four-fifths employee may take a maximum of 128 hours of Parental Leave.
  • If I give birth to multiple children (twins, triplets, etc.) or adopt more than one child at a time, do I get Parental Leave hours for each child?
  • No. The 160 hours of Parental Leave is for each birth or adoption event, regardless of the number of children born or adopted at one time. For example, if twins are born on different days, one child is born on Tuesday and the other on Wednesday, the employee is only eligible for a maximum of 160 hours of Parental Leave.

Is Parental Leave limited to the birth of my first child or my first adoption?

  • No. A regular full-time employee is entitled to a maximum of 160 hours of Parental Leave per birth or adoption as long as they are separate events. For example, an employee could give birth to a child in January and adopt a child two months later and be eligible for Parental Leave for both events.

Will I receive my insurance benefits during the Parental Leave period?

  • The County contribution to an employee's health, dental, and life insurance will continue for any month during which the employee receives Parental Leave pay, unless the benefits were previously terminated for any reason and were not in force on the day immediately before the first day of the paid Parental Leave.
  • If benefits are not in force on the day paid Parental Leave starts, an employee may reinstate benefits coverage by enrolling, in person, at the County Employee Benefits Office. Benefits become effective on the first day of the month following enrollment, provided that the employee is still in pay status on the day benefits are scheduled to begin.
  • There is no insurance subsidy cash back payment, or plan selection incentive payment for any time period when health insurance benefits are not in force.

How long do I have to add my new child to my insurance benefits?

  • To add your new child, you must submit the appropriate benefit enrollment forms to the Department of Personnel Services Employee Benefits Office within 30 calendar days of the date of birth, adoption, adoptive placement, placement for foster care or guardianship.
    • Note: If you do not submit the appropriate forms to add your new child within the 30-day time frame, it will result in your inability to add your child until the next annual open enrollment period.

When will coverage begin for my new child?

  • The 30 day enrollment window is for the submission of the enrollment forms to the Benefits Office. Coverage is then effective first of the month following receipt of the enrollment forms in the Benefits Office.

What documentation do I need to submit to enroll my new child?

  • Please contact the Employee Benefits Office at 874-2020 to obtain information regarding the required documentation.

Is Parental Leave integrated with my State Disability Insurance?

  • No. Parental Leave is not integrated with your State Disability Insurance benefits. You are not entitled to use Parental Leave while on State Disability Insurance Integration.
  • Parental Leave may begin at the end of the use of sick leave due to pregnancy at which time State Disability Insurance Integration would end.

Do I continue to receive accruals during Parental Leave?

  • Yes. Employees on paid Parental Leave accrue sick leave, vacation, or holiday in-lieu, if applicable, hours in each pay period that the employee receives pay.

Will all my voluntary payroll deductions continue while I am on Parental Leave?

  • Voluntary payroll deductions (such as: union dues, deferred compensation, etc.) will continue as long as there are sufficient earnings to meet the deductions.

Do I continue to receive step increases, vacation accruals, cost of living increases, and holiday pay while on Parental Leave?

  • Yes. Employees continue to accrue service credits towards vacation accrual changes, step increase changes and all applicable pay increases. Employees also receive pay for any holidays, which fall within the paid Parental Leave period.

What if the child is removed from my home or passes away before the 160 hours are exhausted?

  • In either case, you would no longer be eligible for Parental Leave. You may be eligible for Family Death Leave.

Can I postpone my Parental Leave until after an approved unpaid leave of absence?

  • The County requires an employee to use all available leave balances except compensating time off (CTO) and sick leave, depending on the circumstances.
  • If you opt to be on unpaid leave of absence and then use the Parental Leave, please contact the County Benefits Office to ensure the continuance of your health insurance.

Am I required to use Parental Leave during my FMLA/CFRA period?

  • No. You can opt to use your Parental Leave at any time within the six month period that is acceptable to your department.

Can both parents receive 160 hours of Parental Leave?

  • If both parents are County employees and meet the eligibility requirements, then each is eligible for a maximum of 160 hours of Parental Leave.

Can I have up to a year unpaid leave of absence after I use my Parental Leave?

  • Leaves of absence require approval of your appointing authority. For additional information, refer to the County’s Miscellaneous Leaves Policy.

What happens if I do not use all 160 hours within six months?

  • Any hours not used within the six month period are forfeited.

Can the time limit be extended?

  • No extension of the six month eligibility period will be allowed except if the employee is on military leave.

What if I am ill or injured during the Parental Leave period?

  • If you are incapacitated due to personal illness or injury for a full day’s absence or more and you wish to change your hours to sick leave, you must promptly notify your supervisor or manager. It may be necessary to submit appropriate documentation to the department for the use of sick leave.

What if a qualified family member, including my child, gets sick during the Parental Leave?

  • Yes, you can use sick leave family while on Parental Leave if the family member is ill or incapacitated due to illness or injury for a full day’s absence or more.

Can I take Parental Leave on an intermittent basis?

  • Yes, with approval from your appointing authority.

Can I use jury duty leave while on Parental Leave?

  • Yes, with approval from your appointing authority provided that you are not off on Parental Leave on that day.

Do both parents have to take the same Parental Leave time?

  • No. The Parental Leave can run concurrently, consecutively, or at different intervals. However, Parental Leave does not extend beyond six months from either: (1) the date of birth of the employee's child or (2) the date of placement of an adopted child with the employee. Any hours not used within the six month period are forfeited.

Who do I call with questions?

  • All questions should be referred to your Human Resources representative.