Ohio Administrative Code
Title 3356 - Youngstown State University
Chapter 3356-7 - University Employees and Benefits
Section 3356-7-14 - Maternity/parental leave, excluded professional administrative employees
Universal Citation: OH Admin Code 3356-7-14
Current through all regulations passed and filed through September 16, 2024
(A) Policy statement. The university is committed to employment practices that promote the health and welfare of its employees. The university understands that supporting employees as they balance career, childbirth and family life benefits both the employee and the university. The policy allows for a specified period of paid leave following the birth or adoption of a child.
(B) Purpose. To provide guidance or the use of maternity and parental leave.
(C) Scope. Unless otherwise specified, this policy applies to both full-time and part-time excluded professional administrative employees. Academic department chairpersons are excluded professional administrative employees, covered by this policy.
(D) Parameters.
(1)
Under the
provisions of this policy, the university will provide paid leave, at the
employee's current salary for up to six workweeks or two hundred forty hours,
for pregnancy-related medical reasons, upon hospitalization for delivery and/or
childbirth, and/or to care for and bond with a newborn or newly adopted
child.
(2) Maternity/parental
leave runs concurrently with the unpaid leave benefits provided in accordance
with the Family
and Medical Leave Act ("FMLA"), (rule
3356-7-05
of the Administrative Code), and with the unpaid leave benefits provided in
leave of absence without pay, extended childcare,
(rule
3356-7-06
of the Administrative Code).
(E) Definitions.
(1) "Paid maternity leave" means a period of
paid leave for up to six workweeks or two hundred forty hours for birth and
adoptive mothers or same sex parent following the birth or adoption of a child.
This paid leave is also available to birth mothers for pregnancy-related
medical issues.
(2) "Paid parental
leave" means three workweeks or one hundred twenty hours of paid leave for a
biological/adoptive same sex parent not covered by paid maternity leave to care
for and bond with a newborn/adopted child. This leave must be used within six
months following the birth or adoption of a child. This leave may be scheduled
on an intermittent basis with the approval of the supervisor and the chief
human resources officer("CHRO") or the CHRO
designee.
(3) "Adoption
expense payment" means the payment of two thousand dollars for adoption
expenses. Such payment may be requested upon approval of the adoption. An
employee who adopts a child may elect to receive the adoption expense payment
in lieu of receiving the paid maternity and parental leave.
(4) Paid parental leave also means three
workweeks or one hundred twenty hours of paid leave following the maternity
leave for mothers or same sex parent to care for and bond with the child. This
leave must be used consecutively with maternity leave.
(F) Procedures.
(1) Paid maternity and parental
leave shall be used prior to using sick leave, which may be used to extend the
period of paid leave, but which also runs concurrently with unpaid leave in
accordance with family medical leave (rule
3356-7-05
of the Administrative Code) or childcare leave (rule
3356-7-06
of the Administrative Code).
(2)
Only one paid maternity and/or parental leave benefit is available per
employee, per birth or adoption event. The number of children born, i.e.,
multiple births, or adopted during the same event does not increase the length
of the paid leave.
(3) This paid
leave benefit is based upon one hundred per cent full time equivalent ("FTE")
and is prorated in accordance with the employee's percentage of FTE
status.
(4) This
policy applies only to employees who have completed at least one year of
service prior to the date that paid maternity or parental leave is to commence.
Employees who attain one year of service while on leave for the purpose of a
birth or adoption of a child will be eligible for a pro-rated portion of the
paid maternity and/or parental leave.
(5) When the use of paid maternity or
parental leave is anticipated, the employee shall provide notice to his or her
supervisor and to the CHRO or CHRO designee as far in
advance as possible. The employee shall also submit an application for leave
form at that time with anticipated dates of leave.
(6) The university will maintain all group
insurance benefits for a full-time employee who is on approved maternity or
parental leave. The employee will continue to pay their
portion of the insurance benefit contribution.
(7) Employees on paid maternity or parental
leave continue to accrue sick and vacation leave.
(8) Employees on paid maternity or parental
leave are ineligible to receive holiday pay. A holiday occurring during the
leave period shall be counted as one day of maternity or parental leave and
paid as such.
Disclaimer: These regulations may not be the most recent version. Ohio may have more current or accurate information. We make no warranties or guarantees about the accuracy, completeness, or adequacy of the information contained on this site or the information linked to on the state site. Please check official sources.
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