The University of Iowa provides time away from work for pre-natal needs, recovery from child birth, placement of a foster child or adoption, as well as bonding time following the child’s birth/placement to your home. Your eligibility for absence will depend upon your job classification, your available leave accruals, and your eligibility for FMLA.
Employee absences for (birth mother) prenatal appointments should be charged to available sick leave accruals. Sick leave accruals are to be used for the birth mother's medical recovery portion of leave following birth, typically six weeks.
Family Caregiving Leave
Absence of the birth mother's partner/spouse may be charged to available Family Caregiving Leave when caring for the mother during these events.
Family Caregiving Leave provides pay for qualifying absence by charging the absence to Accrued Sick Leave. Up to 40 hours is available each calendar year and the absence must require care for a qualifying ill or injured family member and is available. You can access your rate of accrual and balance using Employee Self Service (personal tab/time reporting/vacation/sick leave report).
Absence needed for foster care placement may qualify for vacation. Available vacation hours may be used by either parent following a birth during the bonding period, in accordance with the Paid Absences, University Operations Manual policy. You can access your rate of accrual and balance using Employee Self Service.
Up to 40 hours of available sick leave may be utilized for adoption leave by both parents, immediately following placement for adoption in the home, and in accordance with the Paid Absences, University Operations Manual policy. Please speak with your HR representative for more details.
The Family Medical Leave Act is a federal law that provides eligible employees up to 12 weeks of qualifying health and/or military leave each calendar year. Qualifying FMLA leave is used in conjunction with your accruals to provide pay during approved absence. FMLA is available both for medical recovery from birth, as well as additional time to bond with a child following birth or entry into the home. Additional information is available in the Paid Absences, University Operations Manual policy, or the Parental Leave section of the FMLA Toolbox.
- You have a right to absence for pre-natal needs, activities associated with foster placement if FMLA qualifying, activities associated with adoption and for the birth of your child.
- You have a right to utilize available paid accruals for circumstances covered by university policy.
- You are responsible to adhere to the Philosophy Statement Regarding Staff Attendance and University policy and (if applicable) departmental policy related to attendance.
- You are responsible to communicate your absence needs to your supervisor/Human Resources in advance whenever possible.
- You are responsible to stay in contact with your supervisor to keep him/her apprised of your absence, any changes, and your intent to return to work. To communicate absence needs with your Human Resources Representative according to department practice.
- In certain circumstances supporting documentation may be required, such as extended medical absence for pregnancy or birth, adoption, or foster care.