|Note:||At the request of the provost, a vice provost, or a vice president, this policy has been posted in the interim between scheduled posting dates by University Policy Manuals Group because it has significant and urgent importance for the university community. This policy will be included in the publication process by the next feasible posting for online policies and procedures.|
SPP 708: Parental Leave Benefits
To provide paid leave benefits for a period of absence from work, not to exceed six weeks, for the purpose of bonding with the child following the birth or placement of a child for adoption
All non-faculty administrators, university staff, and classified staff who have been employed at ASU for at least 12 months in a benefits-eligible position and have worked at least 1,250 hours during the 12 months immediately prior to the leave date
Six weeks of paid parental leave is available to an eligible employee who:
Parental leave benefits are paid at 100 percent of the employee’s regular rate of pay, based on FTE, less the amount of any disability benefits received from a university group disability insurance plan.
The leave benefit is limited to a total of six weeks and must be used:
Leave must be used in a single six-week block of time, either continuously or intermittently; use of intermittent leave will not extend the six-week benefit period. If the employee becomes eligible for the leave benefits after the date of the event, but within the six week period, only the remaining portion of the six-week benefit will be allowed. The following examples apply:
Parental leave benefits may be paid to the birth mother, father, adoptive parent, or domestic partner. If both parents or both domestic partners are ASU employees and request leave for the same qualifying event, only a combined benefit of six weeks is available.
The university reserves the right to require substantiation of the birth or placement for adoption that would allow the employee to receive parental leave benefits.
Parental leave benefits are paid in conjunction with the employee requesting either Family Medical Leave or Extended Leave of Absence. The request should be made by the employee submitting a Leave of Absence Request Form to his/her immediate supervisor at least 60 days before the leave is to begin, if the leave is foreseeable. If the leave is not foreseeable (e.g., for adoption), the employee must provide a written request as far in advance as is possible. All requests should specify an approximate start date and an end date.
Leave of Absence Policies
Parental leave benefits will be paid and run concurrently with an FMLA leave (SPP 705–02, “Family Leave of Absence”), if applicable, or an extended leave of absence (SPP 705–01, “Extended Leave of Absence”).
Parental leave benefits will be coordinated with benefits from any group disability income replacement benefit policy (e.g., short-term disability insurance), so the total of the recipient’s salary continuation (including disability insurance and leave benefits) does not exceed 100 percent of base salary.
Other ASU Leave Benefits Plans
The use of parental leave benefits will not reduce an employee’s balance of available accrued time under any other university paid leave benefits plan (e.g., sick or vacation). However, while receiving parental leave benefits, the accrual of sick (SPP 701–01, “Sick Leave Benefits”), or vacation hours (SPP 702–01, “Vacation Leave Benefits”) will be calculated solely on the number of parental leave hours paid.
After the six weeks of paid parental leave benefits, the employee’s use of accrued compensatory, sick, or vacation hours is governed by either SPP 705–02, “Family Leave of Absence,” or SPP 705–01, “Extended Leave of Absence.”
Because the employee remains in pay status during parental leave, the university will continue to pay the employer’s portion of health insurance premiums for benefits coverage and the employee will remain responsible for the employee’s portion.
The employee will continue to earn retirement service credit while receiving parental leave benefits. If receiving short-term disability insurance, retirement service credit will be earned on a pro-rata basis. Retirement contributions will be deducted from the employee’s pay as usual and the employee’s contribution will be paid by the university.
Parental leave benefits may be paid in cases of stillbirth or infant death within the first six weeks of delivery. In such an event, a maximum of six weeks of paid parental leave benefits will be paid within the first six weeks of delivery. This form of paid parental leave is used in place of the university’s bereavement policy (SPP 704–05, “Bereavement Leave Benefits”). Additional time may be used under SPP 705–02, “Family Leave of Absence,” SPP 705–01, “Extended Leave of Absence,” and SPP 701–01, “Sick Leave Benefits” when supported by medical documentation.
The employee must reimburse ASU the salary paid under this policy if the employee:
ASU will excuse reimbursement when the failure to return is due to the continuation, recurrence, or onset of a serious health condition of the employee or the child that would otherwise qualify the employee to leave under the family leave policy, or other circumstances beyond the employee’s control.
For additional information, see the ASU Parental Leave Policy—Frequently Asked Questions page of the Office of the University Provost’s Web site.
For information on leaves of absence from the university, see:
For information on salary continuance policies while an employee is absent from work, see:
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