404 Child-Rearing (Maternity, Paternity, Adoption)
Xref: PPP 400
Child-rearing leave is an unpaid leave available to eligible employees who wish to devote their time to caring for a newborn or newly-adopted child within the first year after birth or adoption. Absences due to child rearing are granted under Yale policies and procedures and FMLA, if eligible.
Child-rearing leave may extend for up to 26 continuous weeks. The leave must be completed within the twelve (12) month period beginning on the date of birth or adoption. In instances of maternity, child-rearing leave is granted in addition to the period of pregnancy disability.
An employee may choose to be paid through use of accrued paid time off available at the start of the leave, but in no event can the total absence for child-rearing leave exceed 26 weeks, including any paid time taken.
The University will continue to pay its share of health and non-contributory life insurance premium costs for employees during the child rearing leave, for a period not to exceed 26 weeks. Employees approaching an approved leave of absence, any portion of which is unpaid, are required to make arrangements with the Employee Service Center to ensure continuation of the employee's payments for benefits or services.
Further, an employee on child-rearing leave:
- accrues PTO/vacation and sick days for immediate use while in a paid status during their leave. Employees who are unpaid during their leave accrue PTO/vacation and sick days for use after return to a regular position scheduled at 20 hours or more per week; at least 30 calendar days must elapse after return before such time can be used.
- is eligible for pay for holidays or recess days that occur within the paid portion of the leave.
- is not eligible for tuition assistance.
The returning employee must confirm the intention to return by informing the department supervisor at least two weeks prior to the end of the leave.
An employee who accepts employment elsewhere, except as approved by the University in advance of the leave, applies for Unemployment Compensation in Connecticut or any other state, or fails to return to work on the date agreed upon, is considered to have voluntarily resigned.