Parental and Postpartum Recovery leave allows for new parents to take the time they need to recover and bond with their new child. The leave is available for both the birth of a new child (including surrogacy), for adoption (unless the employee is the spouse of the pre-existing parent), and for foster parents. Parental leave may only be used when an employee assumes a parental role for a child or incapacitated adult as their legal guardian.

Who is eligible?
Employees who accrue paid leave benefits that can be used in the current and future calendar years as described in HR07-1 and are in a position that receives retirement benefits under Title 49, Utah State Retirement and Insurance Benefit Act. Employees who are reemployed post-retired and independent contractors are not eligible.

How many days are available?
Up to three weeks of Parental Leave may be used by either the father or mother within six months of becoming a parent by birth, adoption, or legal guardianship.

Mothers who give birth may also use up to three weeks for Postpartum Recovery which runs consecutively with the Parental Leave. Postpartum recovery leave begins on the date the employee gives birth, and is used preceding Parental Leave. Postpartum Recovery Leave is prorated for employees working less than 40-hours based on the average number of hours worked as part of their normal work schedule. 

How does Parental and Postpartum Recovery Leave affect my other leave balances?
Leave for Parental or Postpartum may not be charged against accrued leave. If an employee needs additional time outside of the three weeks granted, they may work with their manager or supervisor to approve the use of their personal time as a supplement. Additionally, they can request FMLA (unpaid leave), which runs concurrently with the other leave types. The total of all leave may not exceed 12 weeks, and Parental Leave is limited to a maximum of three weeks in a 12-month period.

How do I use the leave?
An employee or, in the case of an emergency, a spokesperson should notify management 30 days in advance or as soon as practicable in the case of an emergency. Parental Leave must be taken within the six months immediately following the addition of the new child. Postpartum Recovery Leave must begin at birth and run for three uninterrupted weeks.

Do I have to use Parental Leave consecutively?
No, if you and your manager agree beforehand and reach a mutual, written consent for intermittent use, it may be broken up. Or, a health care provider certifies the need for intermittent leave due to the child's serious health condition.

Can I be prevented from using Parental and Postpartum Recovery Leave?
No. Except for the mutual consent required for intermittent use of Parental Leave, no one can interfere with your use of Parental or Postpartum Recovery Leave. Nor can they retaliate against you for using the leave.

What considerations are made for when I return to work?
As requested, management shall grant reasonable, daily break periods for the first year following the birth of a child to allow an employee to express breast milk for her child. The judiciary is required to provide a private location, other than a restroom that has a locking door, and an appropriate temporary storage for expressed milk.

Who may I contact with questions?
Contact the HR Department