保单号码: 7.17

政策部分: 人力资源

修订日期: 2022年8月15日

1. 政策声明

The University will provide paid 孩子出生 and 育婴假 to a benefits-eligible staff employee in connection with the 出生 and/or care of a child, or paid 采用离开 to a benefits-eligible staff employee who adopts or fosters a child five years of age or younger.

2. 目的

孩子出生的目的, Parents的 and 采用离开 is to enable the employee to give 出生, 产后恢复, and/or care for a newborn or a newly adopted or newly placed foster child.

3. 适用性

Benefits-eligible full-time and part-time staff may request a paid 孩子出生, Parents或领养假 after one year of consecutive employment with the University.

4. 部门行政规章、程序和指导方针

1. 人力资源部, 在商业和金融副总裁的职权范围内, has oversight and administrative responsibility for this policy and shall promulgate departmental rules, 程序, 以及与此政策相关的指导方针.
2. Detailed eligibility information can be found in Appendix A below.

5. 问题

问题 regarding this policy should be directed to the Department of 人力资源 at benefitsu@akingdum.net.

附录A:资格

孩子出生 Leave under this policy takes effect when it becomes necessary for an eligible staff member to be away from work as the result of the 出生 of a child and includes leave to 产后恢复. 育婴假 under this policy takes effect when an eligible staff member elects to be away from work to care for or bond with a child as a result of 出生. 采用离开 under this policy takes effect when an eligible staff member elects to be away from work to care for or bond with a child as a result of the 采用 or foster placement of a child five (5) years of age or younger.

1. Female staff who give 出生 are eligible a total of six (6) weeks (thirty (30) consecutive working days) per calendar year of paid 孩子出生 Leave to give 出生 and 产后恢复.
2. 工作人员, 无论是男性还是女性, who have already taken and received 孩子出生 Leave or who do not qualify for 孩子出生 Leave, are eligible for up to two (2) consecutive weeks (ten (10) consecutive working days) per calendar year of paid 育婴假 to bond with and care for their newborn child.
3. 带薪产假和育儿假的结合, 是适用的, may not exceed a total of eight (8) weeks leave per calendar year.
4. 工作人员 who adopt a child or have a foster child placed with them, 哪个孩子五(5)岁或更小, are eligible for a total of three (3) consecutive weeks (fifteen (15) consecutive working days) per calendar year of paid 采用离开 to bond with and care for the child.
5. 孩子出生, Parents的 and 采用离开 are each qualifying events under the Family and Medical Leave Act (“FMLA”). 分娩所用的时间, Parents的, or 采用离开 under this policy will count as part of the total twelve (12) weeks of leave allowed per calendar year under University Policy 7.家庭和医疗休假法(FMLA). 换句话说，生育假， 育婴假, and 采用离开 each run concurrently with FMLA leave arising from pregnancy, 出生, 采用, 或者寄养安排.
6. 在经批准的分娩过程中, Parents或领养假, a staff member will continue to receive usual wages and elected benefits. 除了, paid medical leave and vacation leave will continue to accrue while the staff member is on approved Parents或领养假.
7. 工作人员必须在批准分娩后返回工作岗位, Parents的, or 采用离开 for a period of at least the length of time they were on approved leave under this policy or the staff member will be required to reimburse the University for all compensation received while on such approved leave in accordance with applicable law.
8. A staff member may be eligible for additional paid or unpaid time off in accordance with University Policy 7.家庭和医疗休假法(FMLA), and/or applicable law and/or any other paid or unpaid time-off University Policies. 其他带薪或无薪休假的机会, FMLA休假除外, are administered pursuant to the terms and conditions of University Policy 7.15、带薪病假，并符合适用法律.
9. 如果孩子出生的有效日期, Parents或领养假是可以预见的, the staff member must provide to his or her supervisor and to the Department of 人力资源 at least thirty (30) days advance written notice of the staff member’s intent to take 孩子出生, Parents或领养假 and the expected effective date; or if the leave date is not foreseeable, the staff member must provide written notice to the Department of 人力资源 and the supervisor of the need for 孩子出生, 在切实可行的情况下尽快休产假或领养假.
10. The staff member must complete a Staff Leave of Absence Form and receive appropriate approvals before his or her 孩子出生, Parents假或领养假开始.
11. The staff member may be required to provide to his or her supervisor and to the Department of 人力资源, a medical or other approved certification or other proof to support a request for leave under this policy.

修改后: 2022年8月15日

采用: 2007年6月11日