(Approved by USM BOR on April 21, 2017; UMGC President on July 1, 2017; Updated October 1, 2018; Updated February 6, 2020)
Purpose and Applicability
This policy on parental time off supports University of Maryland Global Campus (UMGC) Nonexempt, Exempt and Overseas Staff employees on Regular Status in balancing professional and family demands during and after the birth or adoption, foster care, and legal guardianship of a child through measures to promote a "family-friendly" environment at UMGC. Nonexempt Staff employees who are included in the representation of the collective bargaining unit are subject to the Memorandum of Understanding (MOU) and applicable UMGC HR Policies; where there is a conflict between the two, the MOU will prevail.
Parental Time Off
Each employee on Regular Status shall be guaranteed a period of up to sixty (60) work days (480 hours) of continuous paid parental time off to care for a newborn, adopted, or foster child as follows:
During the parental time off period, the employee shall use earned, granted, observed, or accrued compensatory, personal, holiday, and vacation time off available when the parental time off period begins and as it is granted, observed, or accrued throughout the parental time off period, in accordance with the applicable procedures.
If none of the above categories of time off is available to the employee, UMGC shall provide supplemental paid parental time off to the employee to attain the paid parental time off assurance of sixty (60) work days (480 hours).
The sixty (60) work day/480 hour paid parental time off period will be available on a continuous basis during a six- (6-) month period following:
The birth of a child;
The adoption of a child under the age of 18; and
At the discretion of the Vice President of Human Resources or designee and subject to any limitations established by UMGC, the assumption of other parenting responsibilities, such as foster parenting or legal guardianship of a child under the age of 18.
Eligible employees electing to use a parental time off period are required to notify the Office of Human Resources, Benefits Unit, of their election within fifteen (15) calendar days of the first day of absence from work for a qualifying reason.
Parental Time Off Eligibility
For supplemental paid parental time off to apply, a regular staff employee must provide a written affirmation that the employee shall be the child’s primary caregiver during the parental time off period.
Time off shall be prorated for eligible regular staff employees working 50 percent (50%) or greater Full Time Equivalent (FTE) based on their FTE.
If a child's parents are both employed by UMGC, each employee may be eligible for parental time off up to the twelve (12) workweek (i.e. 480 hour) maximum as follows:
Both parents concurrently may use earned, accrued, or granted compensatory, vacation, holiday, or personal time off concurrently with the birth of a child, adoption, fostering parenting legal guardianship of the child under age 18, in accordance with the applicable policies and procedures.
A parent may use additional UMGC supplemental paid parental time off under this policy only during a period when that parent is the child's primary caregiver.
The parent who is not the child's primary caregiver may also use sick time off, advanced sick time off, extended sick time off, and the Leave Reserve Fund in accordance with the applicable policies and procedures for time off for parental support purposes.
An employee shall be eligible for paid parental time off after six (6) months of continuous employment with UMGC.
An employee who has not yet reached the six- (6-) month eligibility threshold may use other available time off for parental support purposes, pursuant to the applicable policies, including:
Accrued sick time off;
Any advanced sick time off the employee is eligible to receive, prorated to the length of service and FTE; and/or
Leave without pay
An employee may be eligible for paid parental time off under this policy on one (1) occasion in a given twelve- (12-) month period, and on two (2) separate occasions during the duration of the employee’s employment within UMGC.
Parental time off must be used on a continuous basis; it is not available on an intermittent basis.
The employee must have a satisfactory record of work performance and no record of sick or safe time off abuse.
To utilize Parental Time Off, the employee must submit a written request using the Parental Time Off Form. A request for Parental time off will not be approved until the employee’s eligibility has been confirmed through the submission and complete processing of the Parental Time Off Form.
All time off taken during the parental time off period shall run concurrently with any available Family & Medical Leave Act (FMLA) time off ("FML"), per VII-7.50-GC – UMGC Policy on Family and Medical Leave for Staff and Faculty Employees, if the employee is also eligible for FML under policy VII-7.50-GC. UMGC shall administer both policies concurrently.
No employee shall be discriminated against or otherwise experience reprisals in any appointment, evaluation, promotion, or other employment-related process as a result of utilizing the parental time off and other supports provided in this policy.
Support for Nursing Mothers
UMGC shall provide space at reasonable locations where employees who are nursing mothers may breastfeed or express milk.
The area must be shielded from view and free of intrusions from others.
A bathroom or restroom may not be designated as a lactation area.
The space may be a private area in a larger room or a private room that is reliably made available for nursing mothers whenever needed but may otherwise be used for different functions.
The area shall be equipped with seating, a table or other flat surface, an electrical outlet and nearby access to a sink.
The requirement for lactation facilities on each UMGC location and their availability for the purpose of breastfeeding a child or expressing milk are subject to UMGC procedures. Provisions for lactation facilities do not apply to UMGC locations Overseas. The circumstances under which children may be present at a UMGC location are addressed in the applicable policies.
The schedule of the employee who is a nursing mother shall allow for reasonable break time during work hours for the purpose of breastfeeding or expressing milk.
Employees shall be permitted to use current paid break and unpaid lunch times to breastfeed or express milk.
Supervisors shall work with employees who need additional break time for this purpose to provide for the flexible scheduling of additional unpaid break time.
The UMGC President has designated the Vice President of Human Resources to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the UMGC community; and to post the policy and any applicable procedures on the UMGC website. The Vice President of Human Resources may approve exceptions to this policy in extenuating circumstances.
USM BOR VII-7.49-GC: Policy on Parental Leave and Other Family Supports for Staff