The following policy has been updated in accordance with state law amendments that will go into effect July 1, 2025.
Paid Parental Leave
Effective: July 1, 2025
Contact: University Human Resources (UHR)
Introduction
In accordance with state law, this policy provides up to four weeks (160 hours maximum) of Paid Parental Leave within twelve months from the date of birth or placement of the child for adoption. For the parent who gave birth to the child, up to four weeks (160 hours maximum) may be used and the hours may be utilized following the use of available sick time off for their medical recovery after giving birth. The parent who did not give birth shall be entitled to up to one week (40 hours maximum) of paid leave. For the placement of a child for adoption, either parent may request paid parental leave for up to four weeks (160 hours maximum).
Policy Statement
An employee is eligible for Paid Parental Leave if they are eligible for Family and Medical Leave Act (FMLA) leave. An employee is eligible for FMLA leave if they have:
- Been employed by ISU for 12 months, and
- Worked at least 1,250 hours during the 12 months prior to the start of the FMLA leave.
Part-time employees eligible for FMLA will be eligible for Paid Parental Leave on a pro-rated basis per their fractional appointment.
Employees must submit the required FMLA documentation to utilize Paid Parental Leave.
Eligibility for leave ceases as of the termination of employment; unused Paid Parental Leave hours are not subject to payout and expire 12 months after the birth of a child or placement of a child for adoption.
Paid Parental Leave allows eligible employees to take leave for the following reasons:
- The parent who gave birth shall be entitled up to four weeks of Paid Parental Leave
- The parent who did not give birth shall be entitled up to one week of Paid Parental Leave
- For the placement of a child for adoption, either parent shall be entitled to up to four weeks of Paid Parental Leave
Additional leave may be available through other benefits, such as paid sick and vacation time off running concurrently with the employee’s approved FMLA leave.
Usage and Pay
Paid Parental Leave is not payable for any period in which compensation is not normally paid or employee is in a non-reporting or non-employment status.
The employee is required to utilize Paid Parental Leave in conjunction with FMLA but may utilize after medically necessary sick time off is used following the birthing parent’s recovery.
Paid Parental Leave shall not be recorded on university holidays.
Employees are required to consult with their supervisor as soon as possible to allow them sufficient time to plan for the employee’s absence. Supervisors are not permitted to deny Paid Parental Leave requests.
Policy language in this section is applicable to those who had an arrival of a child or adoption of a child between July 1, 2024 and June 30, 2025. This policy language is in effect from July 1, 2025 - June 30, 2026 (initial implementation year): During the initial implementation year, employees who have experienced the birth of a child or placement of a child for adoption between July 1, 2024-June 30, 2025 will be eligible to utilize Paid Parental Leave 365 days from the arrival of the child for usage beginning on or after July 1, 2025. The available paid parental leave expires 365 days from when the arrival of child/adoption event occurred. If UHR has documentation of your previous FMLA request for leave due to the arrival of a child/adoption, the paid parental leave will be made available to you in your paid parental leave time off balance for your utilization. If you experienced an arrival of a child/adoption from July 1, 2024 to June 30, 2025 but did not previously submit documentation to request time off or leave, please contact fmla@iastate.edu to review your eligibility for the paid parental leave. UHR will review your request, which may entail providing appropriate documentation to verify your eligibility. It is prohibited to adjust any other previously used time off to parental leave before July 1, 2025. |