Duke offers a parental leave benefit to support members of the Duke community as they strive to balance their work with the wonderful but challenging role of becoming parents, or as their families grow.
Duke provides up to six consecutive weeks of 100% paid parental leave to the eligible parent serving as the primary caregiver following the birth or adoption of a child.
The benefit provides broad coverage that includes either parent, regardless of gender, for both natural birth and adoption. For more information about the benefit, eligibility, applications and definitions, please review the Parental Leave Policy.
Application Process
To apply for Paid Parental Leave:
- Complete an application for Leave of Absence Request form.
- Have your department HR representative submit a Leave of Absence iForm through Duke@Work.
To apply for Paid Parental Leave, contact AbsenceResources through either of these methods:
- Online: Access the AbsenceResources Website through Single Sign-on
- Phone: Call 844-229-1239
To ensure accurate and timely payment, the employee is responsible for submitting the form to their departmental HR representative who will then forward the Payroll Leave of Absence form to Corporate Payroll (Box 90484, Durham, NC 27708) at least 30 days in advance of the first day of leave. The Paid Parental Leave will run concurrently with the associated Family Medical Leave.
Processing Payment
If you are a payroll clerk, please follow the procedures outlined in the FAQ to process payment for Parental Leave.
Frequently Asked Questions
Yes.
The paid leave will be in your regular paycheck providing you submitted the iForm at least 30 days in advance of anticipated first day of leave.
For biweekly paid staff, process a gross adjustment form for the Paid Parental Leave leave period. Please note Paid Parental Leave and the corresponding dates in the remarks section of the form.
For monthly paid staff, no additional paperwork is necessary since the pay for exempt employees will continue while in a paid leave status.
Yes.
Paid Parental Leave is designed to provide staff time and financial support to adjust to the addition of a new family member during the important period immediately following the birth or adoption of a child. Staff members are eligible to receive Paid Parental Leave during the first 12 weeks following the birth or placement of adoption of a child. (In order to receive the full paid benefit, a staff member would need to take his or her leave within the first 12 weeks following a birth or adoption.) An individual who adopts a spouse or partner's previous child(ren) is not eligible for this benefit.
Yes.
No, Paid Parental Leave and Family Medical Leave run concurrently. Staff members must submit a Leave of Absence Request for Family Medical Leave as part of the process for requesting Paid Parental Leave. Eligible employees can take up to 12 weeks off through the Family Medical Leave Act.
No.
An individual who adopts a spouse or partner's previous child(ren) is not eligible for this benefit.
No.
Yes. The Paid Parental Leave will be processed in the next scheduled pay cycle after receipt of the appropriate forms. Retroactive leave of absence forms will require the applicable retroactive signatures.
No. The benefit only covers birth or adoption.
No, this leave is concurrent with FMLA and counted toward the 12 weeks of FMLA.
No. Paid Parental Leave was designed to address the specific needs of maternity/paternity leave identified by staff through focus groups, interviews and roundtable discussions. Paid Time Off (PTO), vacation or sick time are available to support staff members' other needs for time away from work.
This policy may not be applicable to employees covered under a union contract.