UO’s Policy for Parental Leave Pay November 18, 2015

State and Federal Leave Acts  Federal Family and Medical Leave Act  FMLA  Must be employed minimum 12 months (does not have to be consecutive); AND  Must work a minimum of 1250 hours within past 12 months  Oregon Family Leave Act  OFLA  Must have been employed for a minimum of 180 days immediately prior to the leave: AND  Must work a minimum of 25 hours per week during the 180 days immediately prior to the leave (Not required for parental leave!)

The purpose of this policy:  The purpose of this policy is to offer the ability to receive full pay for up to 12 weeks while on parental leave when an employee may not have enough accruals to do so.

Who Does the Parental Leave Pay Policy Apply to?  The following employees who are taking parental leave under FMLA and/or OFLA:  Officers of Administration at a 0.5 FTE or greater  Unrepresented Faculty Members  Represented Tenured Faculty Members (United Academics)  Represented Tenure Track Faculty Members (United Academics)  Represented Career Non-tenure Track Faculty Members (United Academics)

Length of Leave  A parent who is giving birth may be eligible for up to 18 weeks of leave  First 12 weeks under both FMLA and OFLA, if eligible;  Final 6 weeks under OFLA, only  A parent who is not giving birth (including adoption and placement of a foster child) may be eligible for up to 12 weeks of leave under FMLA/OFLA First 6 WeeksSecond 6 WeeksThird 6 Weeks OFLABirth/RecuperationParental FMLABirth/Parental n/a

First Six Weeks  Employee must use:  All but 80 hours of accrued sick leave; and  All vacation; and  Short-term disability, if applicable and if enrolled.  If the above does not provide full pay, the university will provide the necessary amount of ‘parental leave pay’ to ensure full pay based on the employee’s FTE for the first six weeks.

Second Six Weeks  If reserved sick leave is available, employee uses accruals and then may go into a negative balance of sick leave in order to provide full pay for the second six-week period.  The policy does not require employees to use available vacation accruals prior to receiving a sick leave advance during the second six-week period.  The employee may choose to go on leave without pay rather than go into a negative sick leave balance.

Third Six Weeks  The only avenue for pay during the third six-week period is by using accrued leave, if available.

Standard Short-term Disability Generally Pays… Normal Delivery/Enrolled Prior to Pregnancy Normal Delivery/Pre- existing Condition Complication/ Enrolled Prior to Pregnancy Complication/ Pre-existing Condition Week #1 “waiting week” no benefit paid Week #2 60% of gross, weekly salary Week #3 60% of gross, weekly salary Week #4 60% of gross, weekly salary Week #5 60% of gross, weekly salary Week #6 60% of gross, weekly salary Week #7 60% of gross, weekly salary Week #8 60% of gross, weekly salary This is an example of how benefits are generally paid by Standard Insurance. Standard looks at each individual case and the benefits may vary from this.

Guidelines for Using Accruals While Receiving Short-term Benefits  Any accruals may be used during the ‘waiting week’  Employees may supplement short-term benefits with pay from the university by using vacation accruals – up to 40 hours per week (or their FTE equivalent)  Using sick leave accruals will not supplement short-term disability benefits. Sick leave pay is a deductible income under Standard Insurance’s policy. They will deduct the sick leave amount paid by the university, from the benefit that Standard Insurance will pay the employee.  Example: The employee normally receives $500 from Standard Insurance. The employee also received $200 from the university by using sick leave accruals. The employee needs to report this to Standard, and Standard will deduct their benefit amount by $200. The employee will only receive $300 from Standard.

The First Six Weeks - Example #1: Employee has 100 hours of sick leave hours of vacation (no short-term disability) Hours Paid by UO Week #Sick Leave Hours Vacation hours Parental Leave Pay in Hours Holiday(s) Total Standard Insurance pays 60% for holidays, too (8 hours x 0.6 = 4.8 hours). The employee will be on a 0.4 FTE at UO while receiving short-term which equals 3.2 hours of pay per day. Hours Paid by Standard Short-term Disability Total 40

The First Six Weeks - Example #2: Employee has short-term disability and no leave accruals Hours Paid by UO Week #Sick Leave Hours Vacation hours Parental Leave Pay in Hours Holiday(s) Total Standard Insurance pays 60% for holidays, too (8 hours x 0.6 = 4.8 hours). The employee will be on a 0.4 FTE at UO while receiving short-term which equals 3.2 hours of pay per day. Hours Paid by Standard Short-term Disability Total 40

First Six Weeks - Example #3: Employee has short-term hours of sick leave Hours Paid by UO Week #Sick Leave Hours Vacation hours Parental Leave Pay in Hours Holiday(s) Total Standard Insurance pays 60% for holidays, too (8 hours x 0.6 = 4.8 hours). The employee will be on a 0.4 FTE at UO while receiving short-term which equals 3.2 hours of pay per day. Hours Paid by Standard Short-term Disability Total 40

First Six Weeks - Example #4: Employee has short-term hours sick leave hours vacation Hours Paid by UO Week #Sick Leave Hours Vacation hours Parental Leave Pay in Hours Holiday(s) Total Standard Insurance pays 60% for holidays, too (8 hours x 0.6 = 4.8 hours). The employee will be on a 0.4 FTE at UO while receiving short-term which equals 3.2 hours of pay per day. Hours Paid by Standard Short-term Disability Total 40

Second Six Weeks: Hours Paid by UO Week #Sick Leave Hours Sick Leave Advance Vacation Hours Holiday(s) Total80160 Hours Paid by Standard Short-term Disability n/a Total

Third Six Weeks: Hours Paid by UO Week #Sick Leave Hours Sick Leave Advance Vacation Hours Holiday(s) 13n/a 14n/a 15n/a 16n/a 17n/a 18n/a Total Hours Paid by Standard Short-term Disability n/a Total

Parental Accommodation Policy for Officers of Instruction:  Modified duties for eligible faculty members for up to one term with full pay  Release from teaching responsibilities for tenure-related faculty members  One course release for career non-tenure track faculty members (Career NTTF)  For United Academics represented faculty members, this term must begin within six months from the date of birth or adoption  For unrepresented, eligible faculty members, this term must begin within one year from the date of birth or adoption

Resources  Laurie Mills – Senior Medical Leaves Coordinator fax  Heather Larson – Human Resources Specialist fax  leaves leaves  by/1/0201-personnel/faculty- parental-accommodation-policy- officers-instruction by/1/0201-personnel/faculty- parental-accommodation-policy- officers-instruction