As of July 1, 2023, benefits eligible staff have a new Paid Parental Leave (PPL) policy. The goal of the PPL policy is to allow eligible staff paid time off to care for and bond with a newborn or newly adopted child. Here is the link to the actual policy documentation:
POLICY 422 - Paid Parental Leave
Also, be sure to review the Paid Parental Leave Procedures.
As with any new policy, there are many specific questions based on each employee's situation. We try to address several of these below, and will continue to update this page with more questions, as asked.
Am I eligible for the PPL?
Staff who are benefits eligible and have been employed at Rice in a benefits eligible position for at least six months are eligible for the new PPL policy. Part-time benefits eligible staff are also covered by the PPL (see the question below).
Both the birth/adoptive parents are eligible for the PPL, even if they both work at Rice.
What if I had a baby before I am eligible for PPL?
If you are a newly hired, benefits eligible employee and have a baby or adopt a child in the first six months of employment during which you are not eligible for the PPL, you will become eligible for the PPL once the six-month waiting period window is met. You may use the PPL leave within the guidelines of the policy thereafter.
What if I had a baby before starting at Rice?
Only births/adoptions that occurred during your benefits-eligible service at Rice are eligible for the PPL.
How long of a leave can I take using the PPL?
The PPL provides for six (6) weeks of paid leave at 100% of the current base pay for both the birth/adoptive parents.
For a birth mother working at Rice, the PPL leave is generally taken after the short-term disability leave and will run concurrently with FMLA, if applicable.
What if I am a part-time, benefits-eligible staff member?
All benefits-eligible staff who meet the requirements of the PPL policy are eligible to use the PPL. The leave covers 6 weeks of leave from your par-time position and will pay at the same base as you are scheduled to work.
For example if you are normally scheduled work 25 hours per week, the PPL will also pay this amount. If you routinely work more than your schedule and are paid on an hourly basis, the PPL will only pay based on your scheduled work time. Please talk to your supervisor and/or department about any adjustments to your work schedule prior to using the PPL benefits.
When can I take PPL?
The PPL policy is available starting July 1, 2023, for qualifying events (birth or adoption) that occurred on or after April 1, 2023.
For example, if you had a baby on April 15th, you are eligible to take the PPL as of July 1, 2023, or later, within the limits of the policy, requiring the use of the leave within the 12-month period following the birth or adoption of the child(ren).
The PPL can be taken continuously or intermittently, but if taken intermittently, it must be taken in increments of two weeks or more. For example, you cannot take every Friday off for PPL.
What happens if I am using PPL during a holiday or Winter Recess?
When on an approved leave from work, the leave pays at the level as determined by the policy, and employees on leave do not receive separate holiday or recess pay. Nor are employees given "credit" for these holidays/recesses. In other words, you do not receive the holiday or recess when on leave.
How do I actually take PPL?
First, talk with your supervisor/department to discuss any leave you are considering. After discussing and planning for your absence, you or your department can initiate a leave through iO. If you have questions about initiating the leave, please reach out to the benefits team or your department administrator.
I just had a grandchild - can I use PPL?
No, the PPL only applies to birth/adoptive parents, but you may be able to take paid time off (PTO) or unpaid leave.
I had a stillborn child - can I use PPL?
No, the PPL is designed to allow parents to care for and bond with their child. We have a separate bereavement leave policy and encourage you to talk with the UTEAP for counseling during this difficult time.
What if I have additional questions?
Please email benefits@rice.edu or call (713) 348-BENE (2363) with any additional questions or concerns.