5.14.15 Paid Parental Leave

Created: July 1, 2023 (in accordance with SBCCC 200.100)

Effective, July 1, 2023, Sandhills Community College will provide paid parental leave to eligible employees that have been employed with SCC the preceding 12 months and at least 1040 hours without a break in service.

Eligible employees are permanent, permanent part time (see Policy 5.6), time-limited or probationary employees. Temporary (part-time or full-time) employees are not eligible.

Full time employees, at their discretion can take up to:

1. Eight weeks of 100% paid leave after a parent gives birth to a child.
2. Four weeks of 100% paid leave for any other qualifying event.

Permanent part time employees, at their discretion can take up to:

1. Four weeks of 100% paid leave after a parent gives birth to a child.
2. Two weeks of 100% paid leave for any other qualifying event.

“Qualifying Event” is defined as meaning when an employee becomes a Parent to a Child. Employees who become Parents via childbirth, adoption, foster care, or another legal placement are eligible for Paid Parental Leave. Employees may be required to submit documentation of birth or placement (if applicable).

The Paid Parental Leave provided under this policy is in addition to any other leave authorized by law or policy. Whether an employee has exhausted Family and Medical Leave does not affect eligibility for Paid Parental Leave under this policy.

Requesting Use of Paid Parental Leave

1. Eligible employees may take Paid Parental Leave in one continuous period or may take intermittent use of Paid Parental Leave. Requests for intermittent use of Paid Parental Leave are subject to the College’s approval as stated in Paragraphs (4-7) of this Section.
2. Whenever possible, eligible employees shall notify the College/their supervisor/Human Resources at least 10 weeks in advance of their intention to use Paid Parental Leave. Employees may withdraw their request for Paid Parental Leave at any time.
3. Absent unusual circumstances, the employee shall be required to comply with College leave request procedures.
4. The College shall not deny, delay, or require intermittent use of Paid Parental Leave to employees who gave birth and seek to use Paid Parental Leave in one continuous period.
5. For all other employees, the College may delay providing Paid Parental Leave or may provide Paid Parental Leave intermittently if it determines that providing the leave will cause a public safety concern. For example, the extension of Paid Parental Leave to an eligible employee who did not give birth may constitute a Public Safety Concern if:
   1. Providing the Paid Parental Leave would result in College staffing levels below what is required by federal or state law to maintain operational safety; or
   2. Providing the Paid Parental Leave may impact the health or safety of staff, patients, residents, offenders, or other individuals the College is required by law to protect; and
   3. The College has been unable to secure supplemental staffing after requesting or diligently exploring alternative staffing options.
6. If the College determines that it must delay Paid Parental Leave, or make Paid Parental Leave intermittent, because of a public safety concern under Paragraph of this Section, the College shall provide Paid Parental Leave as soon as practical following the Qualifying Event.
7. If both Parents are eligible employees, each may receive Paid Parental Leave. Both Parents may take their leave simultaneously or at different times, pending no Public Safety Concern.

Leave Usage

1. Paid Parental Leave may be used only once for a Qualifying Event within a 12-month period. The fact that a multiple birth, adoption, or other legal placement occurs (e.g., the birth of twins or adoption of siblings) does not increase the total amount of Paid Parental Leave granted for that event.
2. Unused Paid Parental Leave is forfeited 12 months from the date of the Qualifying Event.
3. Paid Parental Leave shall not accrue or be donated to another employee.
4. Employees shall not be paid for the leave provided by this Section upon separation from the employer. The leave provided by this Section shall not be used for calculating an employee’s retirement benefits and shall not accrue or be donated as voluntary shared leave.
5. Leave usage must be recorded in the same required increments as all other time.
6. If the employee requires leave before the actual birth or adoption due to medical reasons or to fulfill legal adoption obligations, other available leave balances shall be utilized in accordance with the College’s leave policies. Paid Parental Leave shall not be used prior to the Qualifying Event.

Expiration

This temporary policy expires on the effective date of a permanent policy, adopted by the SCC Board of Trustees, which conforms to permanent rules promulgated by the State Board.

Additional Guidance for this policy will correlate with guidance under SBCCC 200.100.