Policy Statement

In order to assist and support new parent relationships through its leave policies and programs and to assist with balancing work and family matters, Duke is providing Paid Parental Leave. This policy provides eligible employees with a period of paid time off for activities related to the care and well-being of their newborn or adopted child.

Duke will provide up to three 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 amount of the benefit will be base salary determined by regularly scheduled hours of work.

There shall be a consecutive three week waiting period commencing from the last day worked before this benefit will go into effect. Staff must also meet the one year eligibility requirement as of the last day worked before this benefit will go into effect. The staff member must use accrued time in the form of vacation, sick leave, discretionary/designated holidays or PTO before taking time without pay during the 3-week waiting period. Payment for Paid Parental Leave will be paid on regular payroll dates.

Note: If both parents work for Duke, then only one parent can be designated as a primary caregiver.

Policy Details

Definitions

An eligible parent is defined as a natural parent, same sex spousal equivalent, or a new adoptive parent who is the primary caregiver (see definition below). An individual that adopts a spouse or partner's child(ren) is not eligible for this benefit.

A primary caregiver is defined as someone who has primary responsibility for the care of a child immediately following the birth or the coming of the child into the custody, care and control of the parent for the first time. This definition applies to both births and adoptions.

Eligibility

Duke University, Medical Center, and DUHS staff regularly working 30 or more hours per week who have been employed for the previous twelve (12) consecutive months and have worked for at least one thousand two hundred fifty (1,250) hours during the prior twelve (12) month period are eligible to apply for the Paid Parental Leave (excludes House Staff) as of the last day worked.

Staff members eligible for this benefit must have met the following criteria in addition to the ones listed above before this benefit will go into:

1. consecutive three week waiting period commencing from the last day worked
2. one year eligibility requirement as of the last day worked effect

Staff members are eligible to receive Paid Parental Leave during the first 12 weeks following the birth or adoption of a child.

*This policy may not be applicable to employees covered under a union contract. Employees covered under a union contract should refer to their respective contract.

Application

To apply for Paid Parental Leave:

1. Complete a Paid Parental Leave Request/ Primary Caregiver Affidavit
2. Complete an application for Leave of Absence Request form.
3. Have your department payroll clerk complete a Leave of Absence form

To ensure accurate and timely payment, the employee is responsible for submitting all of these forms 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. Reminder: Payroll Leave of Absence form to Corporate Payroll and all other forms remain in the department's confidential file on the employee.

There shall be a consecutive three week waiting period commencing from the last day worked before this benefit will go into effect. The staff member must use accrued time in the form of vacation, sick leave, discretionary/designated holidays, vacation, or PTO before taking time without pay during the 3-week waiting period. Payment for Paid Parental Leave will be paid on regular payroll dates.