Effective September 1, 2018, Savers Admin will begin administration of your family and medical leave (FMLA) and parental leave benefit options. To apply for either FMLA or Parental Leave, simply call Savers Admin at 336-759-3888 or 800-949-0311, and select Option 7. View the following documents for more information:
The City of Winston-Salem will provide up to 6 weeks of paid parental leave to employees following the birth of an employee's child or the placement of a child with an employee in connection with adoption, foster care or legal guardianship. The purpose of paid parental leave is to enable the employee to care for and bond with a newborn or a newly adopted or newly placed child.
The Family Medical Leave Act, while providing job protection in a paid or unpaid status does not address the lack of income experienced by many employees during the birth or placement of a child. This policy will provide paid leave in addition to accrued vacation and sick leave. The paid parental leave will run concurrently with FMLA leave. The policy is effective for births, adoptions, placements of foster children, and legal guardianship on or after July 1, 2017.
Amount, time frame and duration guidelines are as follows:
Eligible employees will receive a maximum of 6 weeks of paid parental leave per birth, adoption or placement of a child/children. The fact that a multiple birth, adoption or placement occurs (e.g. the birth of twins or adoption of siblings) does not increase the six-week total amount of paid parental leave granted for that event. Additionally, in no case will an employee receive more than 6 weeks of paid parental leave in a rolling, 12-month period, regardless of whether more than one birth, adoption or foster care placement event occurs within that 12-month timeframe.
If both parents and/or legal guardians are City employees who meet the aforementioned eligibility criteria, the combined maximum paid parental leave allowed is a combined 12 weeks during the rolling 12-month period.
Each week of paid parental leave is compensated at 100% of the employee's regular, straight-time weekly pay or equivalent weekly salary. Paid parental leave will be paid on the City's customary biweekly pay schedule.
Employees must take paid parental leave in one continuous period of leave. Intermittent paid parental leave is not permitted.
Approved paid parental leave may be taken at any time during the six-month period immediately following the qualifying event and may not be used or extended beyond this six-month time frame. Any unused paid parental leave will be forfeited at the end of the six-month time frame.
Upon termination of employment with the City, the employee will not be paid for any unused paid parental leave for which the employee was eligible.
Refer to the following for information about how various benefits coordinate:
Paid parental leave taken under this policy will run concurrently with leave under the FMLA. Any leave taken under this policy that falls under the definition of circumstances qualifying for leave due to the birth or placement of a child due to adoption, foster care or legal guardianship will be counted toward the 12 weeks of available FMLA leave eligibility for the rolling 12-month period. All other requirements and provisions under the FMLA will apply. In no case will the total amount of leave, paid or unpaid, granted to the employee under the FMLA exceed 12 weeks during the rolling 12-month period.
If the qualifying event is covered under an employee's Short Term Disability coverage, the paid parental may run concurrently with short term disability.
Vacation and sick leave will continue to accrue during the period of paid parental leave. However, the employee may not use accrued sick, vacation or holiday pay concurrently with paid parental leave.
After the paid parental leave is exhausted, the balance of FMLA leave will be compensated through the employee's accrued sick, vacation and holiday leave. When accrued sick, vacation and holiday leave are exhausted, any remaining leave will be unpaid.
The City will maintain all benefits for employees during the paid parental leave period on the same basis as when the employee takes sick, vacation or holiday leave. If a City holiday occurs while the employee is on paid parental leave, the day will be charged as holiday leave and will not extend the total paid parental leave entitlement.
An employee who takes paid parental leave that does not qualify for FMLA leave will be afforded the same level of job protection for the period of time that the employee is on paid parental leave as if the employee was on FMLA-qualifying leave.
Please refer to the City of Winston-Salem Employee Handbook (PDF) for further FMLA and Authorized Leave Without Pay guidance.
Eligible employees must meet the following criteria:
Have been employed with the City for at least 12 months.
Have worked at least 1,250 hours during the 12 consecutive months immediately preceding the qualifying event. A qualifying event is the birth of a child of the employee; the legal placement of a child under the age of 18 with the employee for adoption, foster care or guardianship; or the placement of a child under the age of 18 with the employee who permanently assumes or discharges parental responsibilities (in loco parentis).
Must work in a regular, full-time or benefited part-time position. Temporary and seasonal employees are not eligible for this benefit.
Employees applying for paid parental leave must complete and submit to the Human Resources Department an application for FMLA and paid parental leave specifying the number of paid parental leave weeks requested and supplying all required documentation. Documentation may include:
Birth of a child - A certificate of live birth or similar government issued document listing the requesting employee as a legal parent.
Legal placement of a child - A certified copy of a court order granting legal custody of the child to the requesting employee.
Adoption - Certification of adoption specifying the requesting employee as legal parent/guardian of the child.
In loco parentis - A notarized statement from the employee asserting that he or she is assuming and discharging the obligations of a parent to the child. The statement must include the age of the child, the degree to which the child is dependent on the employee, the amount of support, if any provided by the employee, and the extent to which the employee exercises duties commonly associated with parenthood.
The requesting employee will receive written notification regarding the disposition of the request. All approved paid parental leave will be coded as Approved Paid Parental Leave in the City's time-keeping system.