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On Sept. 20, 2019, the University of North Carolina Board of Governors approved a Paid Parental Leave program for eligible university employees. The University of North Carolina at Chapel Hill will offer a Paid Parental Leave (PPL) benefit, effective as of Jan. 13, 2020, that provides eligible employees dedicated leave time to care for and bond with a newborn or a newly-placed child, under the age of 18, by adoption, foster care placement, or other legal placement.

Recuperation Leave

Birth Parent (defined as any person who gives birth)

Bonding Leave

Birth and Non-Birth Parent

Recuperation Leave

Paid leave for physical recovery from childbirth

Bonding Leave

Paid leave to allow for bonding following childbirth, adoption, foster care placement, or other legal placement

Recuperation Leave

Four continuous weeks

Bonding Leave

Four continuous weeks

Recuperation Leave

Immediately following the childbirth

Bonding Leave

Within 12 months of childbirth, adoption, foster care placement, or other legal placement

Recuperation Leave

Once every 12 months

Bonding Leave

Once every 12 months

Full-time or part-time (working at least 20 hours per week) SHRA and EHRA Non-Faculty employees in a permanent, probationary, or time-limited (benefits-eligible) position. EHRA Faculty are not eligible for PPL.
Once an eligible employee has been continuously employed by the State of North Carolina for the immediate 12 preceding months, and has been in pay status for at least 1,040 hours in the previous 12-month period.

An employee’s eligibility for PPL shall be made based on the employee’s months of service and hours of work as of the date of the qualifying event.

PPL must run concurrent with Family & Medical Leave, if available.

If an eligible employee had a qualifying event that occurred on or after Sept. 1, 2019, and met the eligibility requirements as of the date of the event, the employee will be eligible for four weeks of PPL for purposes of bonding, beginning Jan. 13, 2020 and expiring 12 months from the time of the qualifying event date. If you are the birth parent, you may be eligible for prorated PPL for purposes of recuperation.

Paid Parental Leave Policy

On Sept. 20, 2019, the University of North Carolina Board of Governors approved a Paid Parental Leave program for eligible university employees. The University of North Carolina at Chapel Hill will offer a Paid Parental Leave (PPL) benefit, effective as of Jan. 13, 2020, that provides eligible employees dedicated leave time to care for and bond with a newborn or a newly-placed child, under the age of 18, by adoption, foster care placement, or other legal placement.

As of the date of the qualifying event, an eligible UNC-CH employee must meet the following criteria to be eligible for PPL:

  • Be in a permanent, probationary, or time-limited SHRA and EHRA Non-Faculty position working at least 20 hours per week;
  • Have been continuously employed by the State of North Carolina for the immediate 12 preceding months;
  • Have been in pay status for at least 1,040 hours in the previous 12-month period.
  • Have a child born, adopted, or placed with the employee through foster care or other legal placement on or after Sept. 1, 2019.

Temporary and part-time (working less than 20 hours per week) employees are not eligible for the PPL benefit. However, temporary employment may count toward the 12 months service requirement so long as the employee is in a permanent, probationary, or time-limited (benefits-eligible) SHRA or EHRA Non-Faculty position at the time of the qualifying event.

Faculty members on 9 or 12 months of service are not eligible for the PPL benefit as they are already covered under the Faculty Serious Illness, Major Disability, and Parental Leave Policy. More information about this policy is available on the Academic Personnel website.

For purposes of this policy, the terms below mean the following:

Birth Parent Any person who gives birth to a child.
Bonding Leave Up to four weeks of leave the birth parent and non-birth parent may take to care for and bond with an eligible child. This leave must be used within the first 12 months following the birth or placement of a child. It must be used as a continuous four-week period of leave.
Child A biological child or a newly-placed adopted, foster, or otherwise legally placed child under the age of 18, whose parent is an eligible university employee.
Eligible University Employee A full-time, part-time (working at least 20 hours per week) permanent, probationary or time-limited SHRA and EHRA Non-Faculty employee who has been continuously employed by the State of North Carolina for the immediate twelve preceding months and has been in pay status for at least 1,040 hours in the previous 12-month period.
Family & Medical Leave Act (FMLA) The FMLA is a federal law that provides eligible employees with unpaid job-protected leave for specified family and medical reasons.
Non-Birth Parent The parent of a child who does not give birth.
Paid Parental Leave A benefit provided to a parent by childbirth, adoption, foster care placement, or other legal placement.
Parent A parent by childbirth, adoption, foster care placement, or other legal placement.
Public Safety Concern A significant impairment to the University’s ability to conduct its operations in a manner that protects the health and safety of North Carolinians.
Qualifying Event The birth of a child to an eligible university employee, or the adoption, foster care placement, or other legal placement, in loco parentis placements, of a child with an eligible university employee. Guardian ad Litem assignments are not qualifying events.
Recuperation Leave Up to four weeks of leave the birth parent may take for recuperation during the disability period associated with the birth of child. The four weeks of leave must be used as a continuous period beginning immediately following the birth.

Paid Parental Leave (PPL) is designed to allow employees paid time off to care for and bond with a newborn child, or a newly-adopted or newly-placed child. PPL will run concurrently with approved unpaid leave under the Family & Medical Leave Act, as applicable by law.

  • Eight weeks of PPL for the birth parent, providing the first four (4) weeks for recuperation immediately following the birth and four (4 weeks) for bonding within 12 months.
  • Four weeks of PPL for bonding for the non-birth parent, following birth, adoption, foster care, or other legal placement of a child, within the 12 months.
  • Leave for part-time employees (working at least 20 hours per week) will be awarded on a pro-rated basis corresponding to the percentage of hours they normally are scheduled to work.

PPL for recuperation
Eligible employees who have given birth may receive a maximum of four weeks (160 hours) of PPL for recuperation during the disability period associated with the birth of a child. This leave must be used as a continuous four-week period of leave commencing immediately following the birth of a child. PPL for recuperation may not be used or extended beyond this four-week period.  The number of children born during a single event does not increase the PPL for recuperation allowance.

PPL for bonding
Eligible employees who are parents of a newborn child or a child under the age of 18 who is placed with the employee through adoption, foster care placement, or other legal placement may receive up to four weeks (160 hours) of PPL to care for and bond with an eligible child.

  • Bonding leave must be used as a continuous 4-week period of leave and must be taken within the first 12 months of the birth or placement of the child. PPL for bonding that is not used during the first 12-month period will be forfeited. This leave should be coordinated with the employee’s supervisor to minimize impact to the work unit, if feasible, and to avoid any public safety concerns.

Additional Criteria for Paid Parental Leave
Each hour of PPL will be compensated at 100 percent of the employee’s regular base pay at a straight time rate, excluding any premium pay.  PPL will be paid on regularly scheduled pay dates.

If more than one parent works for UNC-CH, each parent is independently eligible to use PPL; the leave benefit is not shared between parents.

Eligibility for PPL ends if an employee of UNC-CH transfers to an ineligible position or receives an appointment to a non-participating institution. Upon termination of an individual’s employment with UNC-CH, the employee will not be paid for any unused PPL. PPL cannot be donated to other employees.

PPL cannot be used prior to the effective date of birth, adoption, or foster care placement, or other legal placement.

PPL will run concurrently with leave under FMLA. Any leave taken under this policy due to the birth, adoption, or foster care placement, or other legal placement of a child will be counted towards the 12 weeks of available FMLA leave per 12-month period.  All other requirements and provisions under FMLA will apply. In no case will the total amount of FMLA leave (paid or unpaid) granted to the employee exceed 12 weeks during the 12-month FMLA period.

PPL must be applied to absences prior to the employee using any available personal leave (vacation, bonus, sick, etc.), other accrued paid time off, or leave without pay. After the PPL is exhausted, the employee may use the balance of FMLA leave (if applicable), in which case compensation can be provided through a combination of accrued leave (i.e., sick, vacation/bonus leave) and/or Voluntary Shared Leave (if applicable). Upon exhaustion of these leave balances, any remaining FMLA leave will be unpaid.

Paid holidays occurring during a full week of PPL count towards the employee’s PPL entitlement and do not extend the PPL period.  Paid holidays occurring during a partial week of PPL do not count towards the employee’s PPL entitlement and do extend the PPL period unless the employee was otherwise scheduled and expected to work during the paid holiday.

Condition 3 Adverse Weather Closings with pay count towards the employee’s PPL entitlement and do not extend the PPL period.

Employees are eligible to use PPL if it has not been used within the past 12 months even if they have already exhausted their available Family & Medical Leave entitlement

In the event of a stillbirth occurring twenty or more weeks into the pregnancy, a birth parent who is an eligible employee shall be provided up to four weeks of PPL for recuperation commencing immediately following the stillbirth.

If an employee had a qualifying event that occurred on or after Sept. 1, 2019, and met the eligibility requirements as of the date of the event, the employee may be eligible for up to four weeks of PPL for purposes of bonding, beginning Jan. 13, 2020 and expiring 12 months from the time of the qualifying event date. Additionally, a birth parent who is still in the recuperation period may be eligible for prorated PPL for purposes of recuperation.

Eligible employees should provide notice of the request for PPL at least 30 days prior to the proposed date of leave by submitting the required documentation to the Benefits & Leave Administration unit in the Office of Human Resources. If your need for leave is unforeseeable, you must provide notice as soon as practicable.

How to Request Paid Parental Leave

Paid Parental Leave (PPL) cannot be approved before the qualifying event (birth, adoption, foster care placement, or other legal placement of a child).  Eligible employees who would like to request PPL should follow the steps below.

  • Notify your supervisor of your need for PPL and discuss your proposed leave schedule prior to completing the required forms.
  • Work with your department to create a transition plan to cover essential job functions during your absence.
  • Complete and sign the Family & Medical Leave Request Form and Paid Parental Leave Request Form with your supervisor’s signature.
  • For business planning purposes, please submit the request for leave at least 30 days prior to the proposed date of the leave (or if you learn of your need for leave less than 30 days, as soon as practicable).
  • Email the completed forms to leave@unc.edu.
  • The Benefits & Leave Administration unit will notify you of your eligibility for PPL.
  • After the qualifying event, email the required supporting documentation (below) to leave@unc.edu.
  • Requests for PPL will be processed once the required supporting documentation is received by the Benefits & Leave Administration unit.
  • The Benefits & Leave Administration unit will review your supporting documentation and communicate with you and your department regarding the status of your request for PPL.

Examples of Acceptable Supporting Documentation

Qualifying Event Only One (1) Document Required
Adoption
  • Adoption Order
  • Letter of Placement by placement professional or agency
Birth
  • Birth Certificate
  • Documented confirmation from hospital of delivery
  • Certification of health care provider
Foster Placement
  • Foster Care Placement Agreement
  • Custody Order
  • Letter of Placement
Other Legal Placements           
  • Custody Order
  • Letter of Placement by placement professional or agency
Documents provided must show the date of birth or date of placement. The name of the legal parent must appear on the birth certificate, a legal document establishing paternity or a legal document establishing adoption.

Once your request for PPL is approved, your PPL time will be entered and tracked in the Time Information Management (TIM) system by your departmental TIM Administrator.

Should you have any questions about your request, you may call the Benefits & Leave Administration unit at 919-962-3071 or email leave@unc.edu.

PPL must be applied to absences prior to the employee using any available personal leave (vacation, bonus, sick, etc.), other accrued paid time off, or leave without pay. PPL must run concurrently with Family & Medical Leave, if available.

PPL Pay Codes

  • FMLA PD – PPL-Recuperation: Use when the birth parent is approved for both FMLA Leave and Recuperation Leave.
  • FMLA PD – PPL-Bonding: Use when the birth parent or non-birth parent is approved for both FMLA Leave and Bonding Leave.
  • PPL-Recuperation: Use when the birth parent is approved for Recuperation Leave, but not FMLA leave.
  • PPL-Bonding: Use when the birth parent or non-birth parent is approved for Bonding Leave, but not FMLA leave.

If a TIM Administrator has a question about what PPL pay code to use, they may contact the Benefits & Leave Administration Unit at 919-962-3071 or leave@unc.edu.

If a TIM Administrator has a functional ‘how to’ TIM question, they may email TIM support at timsupport@unc.edu. For technical issues, users can call 919-962-HELP (4357) or submit a request for help online at help.unc.edu.

Additional Resources