5210610S Payroll PPM v1

SUBJECT Paid Parental Leave (PPL)

NUMBER 300-32

REV

EFFECTIVE 07/01/2017

PAGE 3

OF 4

immediately following a qualified event described in section 5.2. PPL is not available after that period. 6.5 Upon termination of the individual’s employment with the City of Raleigh, he or she will not be paid for any unused PPL for which he or she was eligible, and approved but had not taken. 7.0 Coordination with Other Policies 7.1 PPL taken under this policy will run concurrently with leave under the FMLA. Please note that when a triggering event under the FMLA occurs (like a child’s birth, adoption, or placement), the City must designate that time under FMLA regulations. Please refer to the Family and Medical Leave Policy for further guidance on FMLA leave. 7.2 The City of Raleigh will maintain all benefits for eligible employees during the PPL period just as if they were taking any other paid leave such as paid vacation leave or paid sick leave. 7.3 If both parents are employees eligible for this benefit, they are limited to a maximum combined total of eight weeks. 7.4 If a City recognized paid holiday occurs while the employee is on PPL such day will be charged to holiday pay for accounting purposes and count as days of parental leave taken by the employee. Holiday pay will not extend the total PPL entitlement. 7.5 Employees may also use accrued vacation either before or after using PPL, in accordance with Policy 300-10, Vacation Leave. If an absence qualifies for the use sick leave under Policy 300-11, Sick Leave , the employee may choose to use sick leave before or after taking PPL. In some circumstances, employees may also be eligible for other disability-related reasonable accommodations. Employees may contact Human Resources for additional information. 8.0 Requests for Paid Parental Leave 8.1 Employees must provide the human resource department and their supervisor with notice of the request for leave at least 30 days prior to the proposed date of the leave whenever possible. If 30 days is not possible because of a medical necessity or other reason, the employee should give as much advance notice as possible. The employee must complete the necessary/required forms and provide all required supporting documentation to the HR department to substantiate the request. Discrimination and Retaliation Prohibited 9.1 The City prohibits and will not tolerate discrimination or retaliation against any employee or applicant because of that person’s pregnancy or parental leave. 9.0

172