Paid Parental Leave

Paid Parental Leave

Purpose

FrontRunnerHC will provide up to three (3) 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 or foster care. 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. This policy will run concurrently with Family and Medical Leave Act (FMLA)* leave and/or other state laws, as applicable. This policy will be in effect for births, adoptions or placements of foster children occurring on or after January 1, 2024.

Eligibility

Eligible employees must meet the following criteria:

• Have been employed with the company for at least 12 months (the 12 months do not need to be consecutive).
• Have worked at least 1,250 hours during the 12 consecutive months immediately preceding the date the leave would begin.
• Be a full- or part-time, regular employee (temporary employees and interns are not eligible for this benefit).

In addition, employees must meet one of the following criteria:

• Have given birth to a child.
• Be a spouse or committed partner of a woman who has given birth to a child.
• Have adopted a child or been placed with a foster child (in either case, the child must be age 17 or younger).

The adoption of a new spouse’s child is excluded from this policy.

Procedure

Eligible employees will receive a maximum of 3 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 3-week total amount of paid parental leave granted for that event. In addition, in no case will an employee receive more than 3 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 time frame.

Each week of paid parental leave is compensated at 100 percent of the employee’s regular, straight-time weekly pay. Paid parental leave will be paid in accordance with regularly scheduled pay dates.

Employees must take paid parental leave in one continuous period of leave.

Upon termination of the individual’s employment at the company, he or she will not be paid for any unused paid parental leave for which he or she was eligible.

Coordination with Other Policies

Paid parental leave taken under this policy will run concurrently with leave under FMLA* when applicable; thus, 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 or foster care, the leave will be counted toward the 12 weeks of available FMLA leave per a 12-month period. All other requirements and provisions under the FMLA will apply. In no case will the total amount of leave—whether paid or unpaid—granted to the employee under the FMLA exceed 12 weeks during the 12-month FMLA period. Please refer to the Family and Medical Leave Policy in the handbook for further guidance on the FMLA.

After the paid parental leave (and any short-term disability leave for employees giving birth) is exhausted, the balance of FMLA or other state mandated leave (if applicable) will be compensated through employees’ accrued paid time off (PTO). Upon exhaustion of PTO, any remaining leave will be unpaid leave.

The company will maintain all benefits for employees during the paid parental leave period just as if they were taking any other company paid leave such as paid vacation leave or paid sick leave. If a company holiday occurs while the employee is on paid parental leave, such day will be charged to holiday pay; however, such holiday pay 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.

Requests for Paid Parental Leave

The employee will provide his or her manager and the human resource department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). The employee must complete the necessary HR forms and provide all documentation as required by the HR department to substantiate the request.

As is the case with all company policies, the organization has the exclusive right to interpret this policy.

*FMLA is available when companies have 50 or more employees.

Revision Tracking

Rev	Description	Date	Approved
-	Original Document	March 2024	S Melvin