PPL is available starting July 1, 2023 for qualifying events occurring on or after April 1, 2023 (three months before July 1, 2023).
If possible, eligible employees are strongly encouraged to plan their use of PPL in advance, and to communicate their plans and the anticipated timing of the qualifying event to their immediate supervisor or department chair, who will plan their department’s work needs.
To receive PPL, the employee must submit a PPL request via iO to Human Resources for review and approval as soon as reasonably possible.
The employee must also note whether they intend to use PPL continuously, intermittently or on reduced schedule. Any request for intermittent or reduced schedule leaves requires advance approval by the employee’s supervisor and HR.
The request for PPL automatically generates a request for FMLA leave. No additional FMLA forms are required to use PPL, if already approved for another type of leave. However, FLMA forms will be required if the PPL is the only request for the applicable leave.
Like PTO, PPL is paid by the employee’s funding, such as the department budget. For staff paid by grant funds that do not cover the PPL salary, the department must coordinate with Finance and Administration to fund the PPL.
PPL is compensated at 100% of the staff member’s regular base pay and will be paid on regularly scheduled pay dates (e.g., bi-weekly or semi-monthly).
Employees on PPL do not receive additional pay or time off for PPL that coincides with any university holiday or winter recess, nor are employees allowed to return from PPL to take a holiday/winter recess and then return on PPL thereafter.
