A Full-time employee is eligible for paid childcare leave (salary continuation) if the employee has completed 12 consecutive months or more of employment at the School prior to starting their leave of absence. To be eligible, an employee must be the birth parent of the newborn child. An eligible employee who gives birth must apply and be approved for the school- sponsored short-term disability (STD) benefit in order to be eligible for paid childcare leave. Under this policy, an eligible employee is entitled 50% of their weekly salary for six (6) or eight (8) weeks. The total amount of PCL will be based on and determined by the type of delivery (six weeks for natural delivery or eight weeks for a cesarean delivery).
During paid childcare leave, the school will supplement the employee’s salary, making the employee whole, if they become temporarily disabled due to the birth of their baby. Payment will run concurrent with the employee's disability claim, only after the employee has given birth.
Paid childcare leave will run concurrently with FMLA, if applicable. Employees may choose to use any unused paid time off (PTO) to supplement their pay. At no time will the combined gross weekly disability and weekly childcare leave payments exceed the employee’s actual gross weekly salary.
For purposes of determining the amount of paid childcare leave used by an employee, the fact that a paid holiday may occur within the week taken as childcare leave has no effect; the week is counted as a week of childcare leave. Additionally, during extended school closings where employees generally are not expected to report for work (for five workdays or more), the days the activities have ceased will count against the employee’s paid STD and paid childcare leave entitlement but not against their FMLA entitlement.
Employees eligible for paid childcare leave are not eligible for paid parental leave. Paid Childcare leave must be taken within the first six or eight weeks of the birth of a child (depending on type of delivery).