The Paid Parental Leave (PPL) Program at Wichita State has been established to implement the Kansas Board of Regents (KBOR) Paid Parental Leave policy effective July 1, 2019. PPL provides eligible employees designated as a Primary or Secondary Caregiver with paid leave at 100% of their base rate of pay following the birth or adoption of a child (up to six (6) years of age).
The following provisions apply for PPL requests:
- PPL may be granted for use in the first twelve (12) weeks following a qualified birth or adoption of a child. This timeframe is the Benefit Period.
- Employees designated as a Primary Caregiver (a parent of a newborn or adoptive child with primary child-rearing responsibility) may receive up to six (6) weeks of PPL during the Benefit Period.
- Employees designated as a Secondary Caregiver (a parent of a newborn or adoptive child with secondary child-rearing responsibility who shared caregiving with a Primary Caregiver) may receive up to three (3) weeks of PPL during the Benefit Period.
- PPL must be taken in one continuous block of time within the Benefit Period. Any exception to this frequency of leave (i.e. reduced schedule/par-time or intermittent leave) must be approved by the employee's department.
- PPL will not be granted after the Benefit Period. Any remaining PPL balance not utilized during the Benefit Period will be forfeited.
- If applicable, PPL will run concurrently to qualified leave under the Family and Medical Leave Act (FMLA). FMLA provides up to twelve (12) weeks of unpaid job-protected leave within the first twelve (12) months from the birthdate or adoption placement date.
- Employees may take other leaves (i.e. sick leave and vacation leave) before or after the PPL Benefit Period in accordance with other applicable WSU policies.
All benefit-eligible employees (0.5 full-time equivalency (FTE) or greater position as faculty, unclassified professional or university support staff) who meet the following requirements, as determined by Human Resources (HR), are eligible to request PPL:
- You have at least twelve months of continuous service with the State of Kansas;
- You are requesting leave to be a Primary or Secondary Caregiver for a birth or adoption (up to six years of age) that occurs on or after July 1, 2019 (the effective date of the PPL policy);
- You will be in active paid appointment status at the time of your request for leave; and
- You have provided at least 30 days advance written notice to your leader of your intent to request leave (unless extenuating circumstances occur).
If you are eligible for the Family and Medical Leave Act (FMLA), you must also apply for and be approved for FMLA coverage for the birth or adoption of a child when requesting PPL. (You may refer to University Policy 3.34 / Family and Medical Leave Act and the FMLA website for more information about FMLA.)
Employees taking leave for reasons unrelated to the birth or adoption of a child (e.g. care of a child with a serious health condition following birth or adoption) are not eligible for PPL.
To request PPL, please carefully review and complete the following steps:
- Read University Policy 3.57 / Paid Parental Leave Program for Employees.
- Provide written notice to your leader of your leave request at least 30 days in advance
of your anticipated leave period unless extenuating circumstances arise. This notice
should outline your planned leave schedule, including:
- The anticipated length of leave,
- The type(s) of leave (i.e. PPL, FMLA, accrued vacation leave, etc.) you plan to use and when you plan to use them, and
- The frequency of leave (i.e. continuous, part-time/reduced schedule, intermittent) you plan to use and when you plan to use them.
- Submit a completed Family or Medical Leave Request Form and Paid Parental Leave Request Form to HR via email at firstname.lastname@example.org or fax to 316-978-3201, Attn: Leave Administrator to request leave. You will need
- The outline of the planned leave schedule you discussed with your leader, and
- A copy of the written notice you provided to your leader regarding your leave request.
HR will review your request to confirm if you meet the eligibility requirements for PPL and FMLA. To determine if your request qualifies for FMLA, you may be asked to provide a certification completed by your health care provider. Instructions regarding that step, if applicable, and any other applicable steps will be provided to you following receipt of the two request forms. HR will provide a final determination following review of all required documentation.
If your request for PPL is approved, you will be granted an equivalent number of hours associated with the benefit timeframe for which you qualify – six weeks (240 hours) for designated Primary Caregivers and three weeks (120 hours) for designated Secondary Caregivers. The benefit hours will be loaded to a Paid Parental Leave bank.
The PPL bank will be activated at the beginning of your individual Benefit Period and the PLV (Leave – Paid Parental) code must be entered on your timesheet or leave report during the applicable period. Use of the PLV (Leave – Paid Parental) code will ensure you receive PPL and it will also designate your leave as FMLA, if applicable.
Following the end of your PPL benefit, if you are continuing qualified FMLA, FMLA-specific leave codes will be used to designate your leave for the remainder of your qualification period.
During your leave, leave time will be entered in the following order:
- PPL using PLV code, then,
- Vacation leave (if not exhausted) – for any additional leave related to the birth or adoption event (e.g. for bonding time with new child), then,
- Other leave benefits (if available – i.e. compensatory time, discretionary day, etc.) – in situations where vacation leave is exhausted during a qualified leave period, then,
- Sick leave (if not exhausted) – if all other types of leave are exhausted and prior to leave without pay status.
*If medical leave is needed before or after the PPL Benefit Period (e.g. for recovery from c-section delivery, to care for a child with a serious health condition following birth or adoption, etc.), sick leave will be used before other leave benefits for the period of medical recovery.
More specific information about appropriate leave entry during PPL and/or FMLA will be sent to you and your department by HR during the leave request process. We recommend that you arrange to have your supervisor and/or department timekeeper submit leave time on your behalf while you are on full-time leave. Then, once you return to work, you may resume time and/or leave entry following standard procedure.
Please review University Policy 3.57 / Paid Parental Leave Program for Employees for more information about the PPL program, eligibility requirements, exclusions, and special circumstances.
Who to contact
Total Rewards Team
Created 6/28/2019 CB