Birth and Adoption
Congratulations on the expected new addition to your family! When you welcome a child into the family, or a child becomes eligible for coverage, you can change certain benefits without waiting until the next annual open enrollment period. These life events include birth, adoption, placement for adoption or foster child.
John Carroll University provides leave and time off to staff who become new parents. Leave (job protected time away from work) and paid time off (the way you are paid while you are off work for a birth or adoption event) will both be utilized during your time away from work, depending on your needs and leave and time off balances. Understanding your leave options begins with the University’s Family and Medical Leave Act Policy and the “Parental Leave” section of the General Leaves Policy.
Detailed policies can be found on the Human Resources Policies Page.
I am a new birth mother.
How much leave time am I entitled to and how will I be compensated?
Birth mothers, who are employed in a full-time position and qualify for FMLA are eligible for up to 12 weeks of leave. During this designated FMLA leave, if the new mother is the Primary caregiver, the mother may use 6 weeks of paid Parental Leave. If they are designated as the Secondary Caregiver, they may use 2 weeks of paid Parental Leave. In either event, they may also use any available Sick, Personal and Vacation time to receive pay during their time off.
Can I take time off beyond the 12 weeks?
As Parental Leaves follow the guidelines of FMLA, they are limited to a maximum of 12 weeks of time off work.
Can I still take 12 weeks of leave if I don’t qualify for FMLA?
If you do not qualify for FMLA, as a birth mother, you may be eligible to take a non-FMLA leave for recovery from the birth event (typically a maximum of 6-8 weeks). You may utilize paid time off pursuant the university’s Paid Time Off policy during your approved Non-FMLA leave. Additional leave beyond what is medically necessary can be requested as a personal leave of absence and is approved at the discretion of your supervisor in consultation with Human Resources.
If I qualify for FMLA, can I choose not to use my leave time as FMLA?
Having a baby is one of the qualifying events under FMLA. Leave time taken for this event by an employee who meets the eligibility criteria, must be designated as FMLA, pursuant to federal regulations and University policy.
How do I request my leave and paid time off?
Once you know your projected due date, you should notify your supervisor of approximately when you will be off work and for how long. You should then contact Ryan Armsworthy in Human Resources at 216-397-1576, rarmsworthy@jcu.edu. There will be documentation requests as you proceed through the FMLA designation process. Plan on providing status reports to your supervisor and HR, including your expected return to work date.
What must I do to return to work?
The amount of leave to be taken should be discussed and agreed upon with your supervisor and Human Resources before the event. Following the birth, confirm with your supervisor the exact date of your return. If you were on an extended leave due to your medical condition, be sure to acquire a medical statement indicating your return to work date and any request for accommodations from your physician.
I am a new parent (father, adoptive parent or foster parent).
How much leave time am I entitled to and how will I be compensated?
New parents, who are employed in a full-time position and qualify for FMLA are eligible for up to 12 weeks of leave. During this designated FMLA leave, if the new parent is the Primary caregiver, they may use 6 weeks of Parental Leave. If they are designated as the Secondary Caregiver, they may use 2 weeks of Parental Leave. In either event, they may also use any available Personal and Vacation time to receive pay during their time off (see the “Parental Leaves” section of the General Leaves Policy for details).
What if I don’t have enough paid time off to paid during my twelve weeks of FMLA?
If you qualify for FMLA, but do not have enough paid parental leave, vacation and personal time balances available, you may take the remainder of the FMLA qualifying time as unpaid time off.
Can I take time off beyond the 12 weeks?
As Parental Leaves follow the guidelines of FMLA, they are limited to a maximum of 12 weeks of time off work.
Can I take 12 weeks of leave even if I don’t qualify for FMLA? How will I be compensated?
You may be eligible for a personal leave, depending on your situation. To be compensated during an approved leave, you may request vacation and or personal time then you may request unpaid time off, subject to approval by your supervisor and Human Resources.
If I qualify for FMLA, can I choose not to use my leave time as FMLA?
Having a baby is one of the qualifying events under FMLA. Leave time taken for this event, by an employee who meets the eligibility criteria, must be designated as FMLA, pursuant to federal regulations and university policy.
How do I request my leave and paid time off?
Once you know that you will need to take time off for the birth of your child or placement of your adoptive or foster child, you should notify your supervisor of approximately when you will be off work and for how long. You should then contact Ryan Armsworthy in Human Resources at 216-397-1576, rarmsworthy@jcu.edu. There will be documentation requests as you proceed through the FMLA designation process. Plan on providing status reports to your supervisor and HR, including your expected return to work date.
What must I do to return to work?
The amount of leave to be taken should be discussed and agreed upon with your supervisor and Human Resources before the event. Following the birth or placement, confirm with your supervisor the exact date of your return.
Benefits and Tax Considerations
Medical, Dental, Vision Coverage – Welcoming a new child to your family allows you to make certain changes to your benefits coverage. If you would like to make a change to your coverages (including adding your child), please notify Human Resources within 30 days of their birth or adoption.
Life Insurance - Your child is eligible to be added to your term life coverage under the rules of the Plan. If you would like to add your child to your term life coverage, please notify Human Resources within 30 days of their birth or adoption.
Flexible Spending Accounts- With the arrival of your child, you are eligible to elect/make certain adjustments to your tax favored Flexible Spending Elections, please notify Human Resources within 30 days of their birth or adoption.
Breastfeeding/Lactation Space- the University provides a location and a reasonable amount of time to accommodate employees who are nursing mothers and who need to express milk during the working day for a period of one year after the child’s birth. Please see the University’s Lactation Accommodation Policy on the Human Resources Policy Page.
Taxes- A change in family make-up may change your tax withholding requirements. Please consult your tax advisor and then reach out to Payroll with specific questions.
Employee Assistance Program (EAP)- Impact Solutions, the University’s confidential EAP has resources to support you with information, advice and referrals on a number of different topics including: Childcare and Financial Planning. More information can be found on our Wellness Resources Page.