Parental Care Leave Policy
This Policy is applicable to all full-time Officers of Research, Officers of Administration and Non-Union Support Staff. Full-time Faculty should refer to the Faculty Handbook. Officers of the Libraries may contact their Human Resources Office at [email protected] for comparable benefits. Part-time benefit eligible Officers of Administration may refer to the unpaid Parental Care Leave portion of the policy.
This Policy allows eligible employees to apply for a parental care leave, as described below. Employees eligible for parental care leave include biological parents, parents of a legally adopted child or foster child, and others in parental care relationships. Employees may use this benefit once within a twelve (12) -month rolling year.
Effective January 1, 2021, full-time Officers of Research who have been employed by Columbia University for a minimum of one (1) year and who become a parent of a newborn child or adopt or foster a child under the age of six (6) may be granted up to six (6) weeks of paid parental leave at full salary. The six (6) weeks of paid parental leave at full salary will run concurrently with, not in addition to, all other approved leaves, including FMLA and New York State Paid Family Leave. For those eligible for payment under a pregnancy-related disability, the parental leave begins after the medical disability period ends. An employee cannot be paid more than 100% of their salary.
To qualify for the paid portion of parental care leave, an employee must assume significant and sustained responsibility for the care of the child and is expected to be the caregiver at least half-time during normal working hours throughout the period of the leave. This leave may be taken any time within the first twelve (12) months of the birth, adoption or foster placement of the child.
Officers of Research should request this leave in the same way that they request other types of leaves. They should write to their department chair, institute/center director, or dean, indicating the type of leave they want to take and the specific period of the leave. They should include the date of birth of the child and state proactively that they will care for the child at least half-time during normal working hours throughout the period of the leave. The department chair, director, and/or dean will approve the request and forward it to the next level of approval, following the usual approval process for leaves. The Vice Provost for Faculty Affairs, on behalf of the President, will send written authorization of the leave, following the usual procedures for leave approvals.
Effective January 1, 2021, full-time Officers of Administration who have been employed by Columbia University for a minimum of one (1) year and who become a parent of a newborn child or adopt or foster a child under the age of six (6) may be granted up to six (6) weeks of paid parental leave at full salary. The six (6) weeks of paid parental leave at full salary will run concurrently with, not in addition to, all other approved leaves, including FMLA and New York State Paid Family Leave and unpaid parental care leave. For those eligible for payment under a pregnancy-related disability, the parental leave begins after the medical disability period ends. An employee cannot be paid more than 100% of their salary.
To qualify for the paid portion of parental care leave, an employee must assume significant and sustained responsibility for the care of the child and is expected to be the caregiver at least half-time during normal working hours throughout the period of the leave. This leave may be taken any time within the first twelve (12) months of the birth, adoption or foster placement of the child. An employee who intends to request a continuation of unpaid parental leave must give written notice to their department as far in advance as possible and must indicate an anticipated return to work date. In cases where both parents work in the same department at Columbia University, any leave beyond the FMLA or State Family Leave period will require approval by the departmental administrator to schedule the time appropriately.
An unpaid parental care leave is available to full-time and benefit eligible part time Officers of Administration who have been employed by the University for three (3) months or longer. The total duration of parental care leave (paid and/or unpaid) cannot exceed six months.
An employee who intends to request an unpaid parental leave must give written notice to their department as far in advance as possible and must indicate an anticipated return to work date. In cases where both parents work in the same department at Columbia University, any leave beyond the FMLA or State Family Leave period will require approval by the departmental administrator to schedule the time appropriately.
If eligible for benefits under FMLA or any State Family Leave, parental leave under this Policy will run concurrently. For those eligible for payment under a pregnancy-related disability, the parental leave begins after the medical disability period ends. Employees who decide that they will not be returning to active employment must notify their department in writing at least four (4) weeks prior to the scheduled return date. Notice of continuation of healthcare rights for coverage will be sent to employees who decide not to return.
As with other unpaid leaves, an employee is not entitled to holiday pay or to the accrual of vacation or sick day benefits while on an unpaid parental leave. Health and other insurance benefits coverage may continue during the unpaid leave by the employee directly paying premiums by contacting HR Benefits. Upon return to active status, an employee who has been on a parental leave is to be reinstated in the same position or a comparable position.
Effective January 1, 2021, full-time Non-Union Support Staff who have been employed by Columbia University for a minimum of one (1) year and who become a parent of a newborn child or adopt or foster a child under the age of six (6) may be granted up to six (6) weeks of paid parental leave at full salary. The six (6) weeks of paid parental leave at full salary will run concurrently with, not in addition to, all other approved leaves, including FMLA and New York State Paid Family Leave and unpaid parental care leave. For those eligible for payment under a pregnancy-related disability, the parental leave begins after the medical disability period ends. An employee cannot be paid more than 100% of their salary.
To qualify for the paid portion of parental care leave, an employee must assume significant and sustained responsibility for the care of the child and is expected to be the caregiver at least half-time during normal working hours throughout the period of the leave. This leave may be taken any time within the first twelve (12) months of the birth, adoption or foster placement of the child. An employee who intends to request a continuation of unpaid parental leave must give written notice to their department as far in advance as possible and must indicate an anticipated return to work date. In cases where both parents work in the same department at Columbia University, any leave beyond the FMLA or State Family Leave period will require approval by the departmental administrator to schedule the time appropriately.
An unpaid parental care leave of up to six (6) months is available to full-time Non-Union Support Staff who have been employed by the University for three months or longer. The total duration of parental care leave (paid and/or unpaid) cannot exceed six months.
An employee who intends to request an unpaid parental leave must give written notice to their department as far in advance as possible and must indicate an anticipated return to work date. In cases where both parents work in the same department at Columbia University, any leave beyond the FMLA or State Family Leave period will require approval by the departmental administrator to schedule the time appropriately.
If eligible for benefits under FMLA or any State Family Leave, parental leave under this Policy will run concurrently. For those eligible for payment under a pregnancy-related disability, the parental leave begins after the medical disability period ends. Employees who decide that they will not be returning to active employment must notify their department in writing at least four weeks prior to the scheduled return date. Notice of continuation of healthcare rights for coverage will be sent to employees who decide not to return.
As with other unpaid leaves, an employee is not entitled to holiday pay or to the accrual of vacation or sick day benefits while on an unpaid parental leave. Health and other insurance benefits coverage may continue during the unpaid leave by the employee directly paying premiums by contacting HR Benefits. Upon return to active status, an employee who has been on a parental leave is to be reinstated in the same position or a comparable position.