Parental Leave or Family Emergency
The University of St. Thomas recognizes that there may be times when it is necessary for an employee to be absent from work in order to address a critical family matter that may not be covered by other university leave policies. All regular employees are eligible to request a Family Emergency/Parental Leave. (Union members must refer to their union contract.) To assist employees in meeting these family obligations, the University will provide the following:
Procedure for Requesting Leave
All requests for Parental/Family Emergency Leave must be made by completing the Parental / Family Emergency Leave Request Form. This must be submitted to the HR-Benefits office with supervisor signature prior to the commencement of the leave.
An employee can request up to two weeks of paid leave in conjunction with the birth or adoption of a child. The two weeks of paid parental leave must be used within 12 weeks of the date of the birth or adoption. For additional information, please refer to the MN Parental Leave Guide.
Family Emergency Leave
An employee can request up to two weeks of paid leave for a serious family emergency requiring the employee's immediate assistance. For purpose of this benefit, "family" is defined as employee’s spouse, son or daughter, parents, or persons defined as "dependents" by the IRS for tax purposes. Paid leave for a serious family emergency shall be granted after the employee has used all of his/her PLT or vacation leave time.
No more than one Family Emergency/Parental Leave will be granted per rolling year, e.g. if you request a parental or family emergency leave effective March 1, 2016, you are ineligible to do so again until March 1, 2017. Employees may not take family emergency or parental leave on an incremental basis. Under this policy, the leave must be taken in one block of time and not spread out over several weeks or months. In addition, family emergency leave is permitted for a specific situation occurring at a specific point in time.
[Note: This leave may be counted toward an employee’s FMLA leave as set forth by the Family Medical Leave Act (FMLA). FMLA requires covered employers to grant eligible employees up to 12 weeks of leave per year for the birth or adoption of a child, to care for a spouse or an immediate family member with a serious health condition, or for the employee's own serious health condition. The FMLA does not require that this time be paid—although the leave of absence under the Family Emergency/Parental Leave policy provides employees paid time off.]