Gallaudet University recognizes the importance of allowing employees time off to care for and bond with a new child. Accordingly, this Policy provides employees with up to a total of three (3) weeks paid parental leave following the birth of the employee’s child or the child of the employee’s registered domestic partner, or placement of a child with the employee by adoption.
Leave time should be requested and scheduled with the immediate supervisor and Human Resources at least thirty (30) days in advance when the leave is foreseeable, and when the leave is not foreseeable, as soon as is practicable (at least within two (2) business days of learning of you need for leave), except in extraordinary circumstances. You will be required to provide sufficient documentation to Gallaudet to establish that you are eligible for Parental Leave.
Leave must be taken within 12 months following the birth or adoption. Employees are paid their normal wages during the leave period. Leave is not increased for multiple births/adoptions.
Leave continues to accrue while the employee is on paid parental leave. Your health care benefits will continue as if you were actively at work, and Gallaudet will continue to deduct your portion of the health care premiums from your pay as normal.
Parental leave is intended to give parents bonding time with a new child. Leave for personal disability associated with pregnancy, recovery from pregnancy, and child bearing is available under Gallaudet’s Sick Leave (4.12) and Leave Without Pay (4.19) policies. Annual leave (staff), or personal leave (Clerc Center teachers), or leave without pay may be approved for additional time off.
The length of leave time is not extended for holidays or breaks. Leave is not approved beyond the term of an appointment.
Parental Leave taken under this policy will run concurrently with otherwise unpaid family leave for which the employee is eligible and will be coordinated with any other paid leave benefits to which an employee is entitled to avoid duplication of benefits.
You are expected to return to work at the conclusion of your Parental Leave period unless you are approved for additional leave under another policy (e.g., annual leave, sick leave, leave without pay, or DC paid family leave). This Parental Leave Policy does not provide job protection. You must be eligible for leave under another law or policy providing for job protection, e.g., the FMLA or DCFMLA, in order to receive job protection.