• If available, an employee recovering from the birth of a child will be paid sick time during the recovery period (6 weeks or 8 weeks). Once sick time is exhausted or the recovery period is over, the employee will be eligible to be paid in the following order: parental leave, vacation time, and personal time. Any remaining FMLA leave will be unpaid.  
• An employee may not collect parental leave and short-term disability at the same time. If an employee is eligible for short-term disability and exhausts available sick time during the waiting period, paid parental leave may begin. However, parental leave will be suspended if eligible for short-term disability. Parental leave will be reinstated once short-term disability ends.
• An employee who has not given birth to the child will use paid parental leave, followed by any available paid time (vacation, personal, …). Any remaining leave will be unpaid.  
• After returning to work from a paid parental leave of absence, employees are required to work a minimum of 6 months, or they must refund the amount received from the paid parental leave. 

An employee cannot receive short-term disability benefits and paid parental leave benefits at the same time.  However, if an employee is eligible for short-term disability benefits after giving birth to a child, she should apply for short-term disability benefits prior to giving birth and will be paid in the order described above.

The University’s Family and Medical Leave (FMLA) policy provides 12 weeks of unpaid leave for the birth or adoption of a child for employees who have been employed for 12 months and have worked at least 1,250 hours in the year prior to requesting leave, provided the employee has not already exhausted his/her FMLA entitlement for the year.

Eligible employees can take paid parental leave during the first 12 weeks following the birth or adoption of a child (i.e., during what is typically the FMLA period if the employee has FMLA time available), or at any time within the first 120 calendar days after the birth or adoption event.  If paid parental leave is taken while the employee is on an approved FMLA leave for the birth or adoption of a child, then the paid parental leave will run concurrently with the FMLA leave.

To give departments time to make necessary scheduling and work assignment planning, eligible employees are strongly encouraged to plan the use of paid parental leave in advance and discuss plans with Absence Management Department and their immediate supervisor or department head.

Employees must utilize the four (4) weeks of paid parental leave on a consecutive basis (except for a suspension for the receipt of short-term disability) within the first 120 calendar days following the birth or adoption of the child/children. At no time will an employee be paid parental leave beyond the 120-calendar day period.

While FMLA may cover employees becoming foster parents, paid parental leave does not apply to foster parents. Note that multiple births or adoptions do not increase the amount of paid parental leave.

Eligible employees may use paid parental leave only once during any 12-month rolling calendar period. There is no limit on the number of paid parental leaves an employee may use during their employment at Temple.

Intermittent absences or reduced schedules are not permitted under the parental leave policy.

Employees receiving paid parental leave may not have other employment during their leave period.

If a university holiday(s) occurs while the employee is on paid parental leave, such holiday(s) will not extend the total paid parental leave entitlement, and the employee will not receive additional holiday pay for the day.

If an employee leaves the University before completing 6 months of work after using Paid Parental Leave, they will be required to pay back the 20 days of Paid Parental Leave.