DOCSLIB.ORG

Federal Employees to Receive 12 Weeks of Paid Parental Leave

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Federal Employees to Receive 12 Weeks of Paid Parental Leave February 2020 | Issue 9 INFORM | INNOVATE | INSPIRE Message from the Director Happy New Year! We hit the ground running in 2020 and we don’t anticipate things slowing down here in the Office of Human Capital (OHC). Our office has been working collaboratively with DOI Bureaus and Offices to implement some major initiatives to modernize and streamline processes. We aim to make DOI a more effective and efficient workplace, so employees can better focus on fulfilling the Department’s important mission and serve the public. In this issue: Starting this issue, we will include a recurring “Policy Preview” section so DOI employees can hear about what’s new in HR policy. OHC is continuously reviewing and updating Parental Leave policies and we hope this section of the newsletter will provide a snapshot of policies to keep fresh in your mind. Classification Corner I’m incredibly eager to share about the exciting initiatives we’ve been working on—but we’re Human Trafficking Awareness not quite ready to let the cat out of the bag! We guarantee these opportunities will enhance employee engagement, communication, and professional development across the DOI Unified Regions Department. Be sure to keep an eye on your inbox as we launch these resources to all employees. We have an open door policy here in the Office of Human Capital and we Workers’ Compensation always welcome your feedback to make DOI the Best Place to Work! From the Office of Human Capital, thank you for your service and dedication to our mission Employee Spotlight and enjoy this issue! Goal Setting for the New Year Jennifer Ackerman Director, Office of Human Capital Born in the Year of the Rat Deputy Chief Human Capital Officer Policy Preview Federal Employees to Receive 12 Weeks of Paid Parental Leave By: Joy Buhler, DOI On December 20, 2019, President Donald J. Trump signed into law a major new addition in the compensation and benefits package for Federal civilian employees as part of the National Defense Authorization Act (NDAA) for Fiscal Year 2020. The new law applies up to 12 weeks of paid parental leave taken in connection with the birth or placement of a new child on or after October 1, 2020. The U.S. Office of Personnel Management will issue necessary regulations and guidance to implement this legislation. Once those regulations are finalized, employees can anticipate the issuance of additional Departmental policy regarding the procedures for utilizing this new leave flexibility. If you have a question or would like further information about the new benefit, please contact your servicing human resources office. Pa ge 2 InHR Quarterly February 2020 A quarterly publication from the U.S. Department of the Classification Corner Interior Office of Human By: Renae Lockwood, DOI Capital. Visit the Office of Human Capital website for Have you heard that Secretarial Priorities 2020 identifies the enhancement of time-to- hire and quality of hire through the standardization of position descriptions (SPDs); more resources and consistency of classification processes across the Bureaus/Offices; and the information for managers, accessibility of SPDs across the Department? employees, and HR This high-priority initiative is being led by the Office of Human Capital (OHC) with professionals. collaboration from Bureaus/Offices’ volunteers – thank you for volunteering! This new workgroup, the Inter-Bureau Expert Team (I-BET), is comprised of intermediate-senior level classifiers and technical subject matter experts. The Editorial Team: workgroup will create SPDs for mission critical and high-density occupations within the Jennifer Ackerman Department of the Interior (DOI). Editor-in-Chief Within DOI, mission critical occupations (MCOs) represent approximately 40% of our professional/technical workforce. To date, the OHC has issued eighty-six (86) SPDs, Martin Pursley and they include the Wildland Fire, Information Technology (IT), Acquisition, Financial Deputy Editor Systems Security, Accountant, and Financial Specialist. Additional MCOs currently being evaluated include the following occupational series: 0025, 0083, 0401, 455, 462, Kelly Sewell 802, 810, 881, 1313, 1315, 1350, 1801, 1811, 2151, 110, 201, 511, 1102, 1109, 260 Content Director and 340. Also coming soon – a new DOI SPD library. Stay tuned! Contributors: National Park Service Office of Human Capital Office of Law Enforcement and Security Office of Policy, Management January was National Slavery & and Budget Human Trafficking Prevention Month Human Trafficking is a domestic and global problem and can include U.S. or Foreign Nationals. You can be an advocate for ending sex or labor trafficking by learning about potential use of these victims in manufacturing or assembling food and other products (e.g., coffee, tea, shoes, clothing). Try to avoid suppliers who use victims of human trafficking. Look beneath the Deadlines: surface in places including: The submission deadline for the May issue is April 15. • DOI Lands - • Casinos • Construction sites recreational facilities • Truck stops • Factories Want to submit an article or Ask • Hotels the Specialist a question? • Massage businesses • Large sporting • Bars and restaurants events Visit the Office of Human • Nail / beauty salons Capital website for guidelines or email Kelly Sewell. Learn some of the “red flags” of human trafficking by taking Human Trafficking InHR Quarterly is solely for Awareness Training: https://www.dhs.gov/blue-campaign/awareness-training. informational purposes and Contact the Office of Law Enforcement and Security: [email protected] if you want to does not authorize official learn about additional training available. action. Views and opinions expressed are not explicitly those of the Department of the Interior. InHR Quarterly February 2020 Pa ge 3 DOI Unified Regions WHICH REGION ARE YOU IN? In August 2018, the DOI reorganized from 49 regions across 8 bureaus to 12 unified Interior Regions. Do you know which Region you are in? In August 2019, Secretary Bernhardt appointed Field Special Assistants (FSAs) to serve as regional coordinators to help the Department meet the goals of the reorganization. Find the name of your FSA on the DOI Reorganization webpage. WHY REORGANIZE? Here are a few reasons why this change is so important: • Reorganizing from 49 regions across 8 bureaus to 12 Interior Regions promotes greater efficiency, accountability, collaboration and consistency among our bureaus; • Reorganization makes joint problem-solving and improved coordination between our bureaus and local partners easier, improving the experience for the customer, whether that is a government agency, permit seeker, or landowner; • Reorganization facilitates opportunities for DOI employees to gain knowledge and resources across bureaus and enhances their career pathways; • Improving our business practices and processes makes it easier to hire people, make purchases, and have working technology; and • The Department maintains rigorous and transparent scientific standards, so we are better positioned to collaborate across bureaus on core mission areas of conservation, recreation and permitting. HOW YOU CAN HELP Support Regional rebranding to reflect our new organizational structure by displaying signs in your facilities, using Interior Region letterhead for official correspondence, and transitioning to new business cards and email signatures that let partners know you are part of an Interior Region. You can find guidance and templates for letterhead, business cards and signs on Microsoft SharePoint. Please share your thoughts by contacting us at [email protected] or through the DOI Reorg feedback page. Visit the Interior Reorganization website at www.doi.gov/employees.reorg for more information. Did you know TSP has a Paycheck Estimator calculator? Pa ge 4 InHR Quarterly February 2020 Workers’ Compensation By: Janet Jacobs, DOI name and address of the qualified faxed to OWCP with the issued case When an employee sustains a work- physician or medical facility number. authorized to provide service. The related traumatic injury that requires • Do not wait for the second page of medical examination or treatment, authorizing official must sign and date the form. the CA-16 before faxing the first authorized personnel (supervisor or page to OWCP. The second page workers’ compensation coordinator) • The employee is entitled to select Attending Physician Report can be should complete the first page of the the initial treating physician. The uploaded through the Employees’ Authorization for Examination and/or medical provider must meet the Compensation Operations and Treatment (Form CA-16) within 4 hours definition of ‘physician’ under Management Portal (ECOMP) of the claimed injury. If there is doubt Federal Employees’ Compensation system when received. whether the employee’s condition is Act. Medical providers should be a related to the employment, this should participating provider with the • A simple exposure to a workplace be indicated on the form. Department of Labor Office of hazard, such as an infectious agent, does not constitute a work-related If an employee reported an injury Workers’ Compensation Program (OWCP) Medical Bill Processing injury. Therefore, a CA-16 should several days after the fact, or did not not be issued to authorize medical request medical treatment within 24 Contractor in order to receive payment. testing for an employee who has hours of the injury, a CA-16 may still be merely been exposed to a workplace issued. Use discretion in issuing • Form CA-16
Load more

Recommended publications
  • Request for Paid Parental Leave If You Do Not Yet Qualify for Family Medical Leave, Please Complete This Form to Request Paid Pa
    Request for Paid Parental Leave If you do not yet qualify for family medical leave, please complete this form to request paid parental leave. If you qualify for family medical leave, please complete the family medical leave form available here. You may qualify for paid parental leave if you are a regular staff employee with a full-time equivalent (FTE) of 0.5 or greater and you experience the birth or adoption of a child. There is no length of service requirement for this leave. Eligible staff employees may qualify for this leave upon their date of employment. Note: Paid parental leave is not applicable to faculty, weekend evening premium pay (WEPP) positions or post-doctoral scholars. How to request paid parental leave: 1. An employee who qualifies for Family Medical Leave shall submit a completed FML application to the Human Resources Office of Leave Administration. 2. An employee who does not qualify for Family Medical Leave shall submit this completed paid parental leave application to the Human Resources Office of Leave Administration. 3. Employees requesting paid parental leave must complete and submit the application to Leave Administration. Please contact Leave Administration at (859) 257-8804 or fax this form to (859) 257-1679. 4. The employee must provide at least 30 calendar days of advance notice if practical. Employee Name: ____________________________ Department ___________________________ Employee Person ID _________________________ Supervisor ____________________________ Employee home or primary phone: ________________________ Reason for paid parental leave: Birth of a child. Date of birth or estimated date of delivery _________________ Adoption of child. Official date of adoption ________________, age of child _____________ Note: Adoption applies to children under the age of 18.
    [Show full text]
  • The Motherhood Pay Gap: a Review of the Issues, Theory and International Evidence
    Working Paper No. 1 / 2015 The motherhood pay gap: A review of the issues, theory and international evidence Damian Grimshaw and Jill Rubery Gender, Equality and Diversity Branch Working Paper No. 1/2015 Gender, Equality and Diversity Branch The motherhood pay gap A review of the issues, theory and international evidence By Damian Grimshaw and Jill Rubery INTERNATIONAL LABOUR OFFICE - GENEVA Copyright © International Labour Organization 2015 First published 2015 Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Permissions), International Labour Office, CH-1211 Geneva 22, Switzerland, or by email: [email protected]. The International Labour Office welcomes such applications. Libraries, institutions and other users registered with reproduction rights organizations may make copies in accordance with the licences issued to them for this purpose. Visit www.ifrro.org to find the reproduction rights organization in your country. ILO Cataloguing in Publication Data Grimshaw, Damian; Rubery, Jill The motherhood pay gap: a review of the issues, theory and international evidence / Damian Grimshaw and Jill Rubery ; International Labour Office - Geneva: ILO, 2015 ISBN: 9789221292678; 9789221292685 (web pdf) International Labour Office wage differential / working mother / maternity / men workers / wage determination / wage structure / family responsibilities 13.07 The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers.
    [Show full text]
  • Paid Parental Leave Application for a Self-Employed Person
    IR 888 July 2012 Paid parental leave application for a self-employed person Parental Leave and Employment Protection Act 1987 • Do you meet the definition of being self-employed?* (see note 2) Paid Parental Leave transfer to a self-employed person (IR 889) as well • Do you know when your parental leave will start? as this form • If you’re an employee and are applying for PPL, use a • You must apply for the PPL payments before you return to work. Paid parental leave application for an employee (IR 880). • The payments will be direct credited to your bank account every • If you wish to transfer part or all of your entitlement please fortnight. complete Paid Parental Leave transfer to an employee (IR 881) or • The maximum payment is $475.16 a week before tax. What is paid parental leave? to adopt, and you‘ve worked an average of 10 or more hours a week in the 6 or Paid parental leave is a government-funded entitlement paid to working mothers 12 months before the due date or adoption of your child and you are taking while they take parental leave from their job(s). These payments go towards the parental leave away from your self-employment. loss of income that working mothers experience when they take parental leave Transfer of payments in special circumstances from work to care for a new baby. Where the mother would have qualified for PPL but has died or no longer has Who qualifies for paid parental leave? legal guardianship of the child, the entitlement may be transferred to their • Mothers who are expecting a baby and who have worked for an average of spouse or partner provided they are eligible for PPL.
    [Show full text]
  • The Flawed Progress of Paternity Leave in the US Military
    William & Mary Law Review Volume 58 (2016-2017) Issue 2 Article 6 11-1-2016 Leave and Marriage: The Flawed Progress of Paternity Leave in the U.S. Military T. J. Keefe Follow this and additional works at: https://scholarship.law.wm.edu/wmlr Part of the Family Law Commons, Labor and Employment Law Commons, and the Law and Gender Commons Repository Citation T. J. Keefe, Leave and Marriage: The Flawed Progress of Paternity Leave in the U.S. Military, 58 Wm. & Mary L. Rev. 609 (2016), https://scholarship.law.wm.edu/wmlr/vol58/iss2/6 Copyright c 2016 by the authors. This article is brought to you by the William & Mary Law School Scholarship Repository. https://scholarship.law.wm.edu/wmlr NOTES LEAVE AND MARRIAGE: THE FLAWED PROGRESS OF PATERNITY LEAVE IN THE U.S. MILITARY TABLE OF CONTENTS INTRODUCTION ....................................... 610 I. THE ORIGINS OF PATERNITY LEAVE IN THE MILITARY . 612 A. The Social Value of Paternity Leave . 612 B. The Scant Legislative History of 10 U.S.C. § 701(j) . 615 C. Inferring Rationality: Why Marital Status Was Used as a Proxy for Fatherhood .......................... 619 1. Cost and Administrative Ease .................... 620 2. Equitable Congruence with Adoptive Leave . 621 3. Promotion of the Marital Family .................. 623 II. A CONSTITUTIONAL CHALLENGE TO EXPEDITE CHANGE . 624 A. The Equal Protection Clause and the Military Context . 625 B. Discrimination on the Basis of Illegitimacy . 628 1. Reframing 10 U.S.C. § 701(j): The Child’s Argument . 628 2. An Overview of Illegitimacy: Cases and Theoretical Explanations ........................ 631 3. Applying Intermediate Scrutiny ..................
    [Show full text]
  • GEO What Works to Reduce Your Gender Pay
    What works to reduce your gender pay gap Family friendly policies action note What are Family Friendly Policies and why are they needed? One of the biggest drivers of the gender pay gap is that women tend to spend more time out of the labour market and work part-time, often due to caring responsibilities. Family friendly policies – flexible working, enhanced parental leave, and additional childcare provision enable more equal sharing of work and childcare between men and women so that both can fulfil their potential at work. Family Friendly Policies are also good for business, helping to attract and retain talent and improve productivity. Increasing productivity and supporting talent through flexible working Flexible working enables women to stay in roles that reflect their skills and experience and men to share caring responsibilities. There are many options for ways to work flexibly, examples include working from home, flexi-time, compressed hours, job-shares, and part-time working. Most employees already have the legal right to request flexible working and 97% of businesses offer some form of flexibility, but only 68% of employees for whom flexible working is available take up this option. To improve your flexible working offer: • Consider if there are other forms of flexible working you can offer to give employees choice in how and where they work. • Build in flexibility when creating a new role or filling a vacancy. Could the job be done remotely or split into a job share? • When advertising jobs, mention the flexible working options available. This can help attract a more skilled and diverse pool of candidates.
    [Show full text]
  • Paid Family and Medical Leave
    Paid Family and Medical Leave AN ISSUE WHOSE TIME HAS COME AEI-Brookings Working Group on Paid Family Leave MAY 2017 Paid Family and Medical Leave AN ISSUE WHOSE TIME HAS COME AEI-Brookings Working Group on Paid Family Leave MAY 2017 AEI-Brookings Working Group on Paid Family Leave Aparna Mathur, Codirector Isabel V. Sawhill, Codirector Heather Boushey Ben Gitis Ron Haskins Doug Holtz-Eakin Harry J. Holzer Elisabeth Jacobs Abby M. McCloskey Angela Rachidi Richard V. Reeves Christopher J. Ruhm Betsey Stevenson Jane Waldfogel ii Contents A Note from the Directors of the AEI-Brookings Paid Family Leave Project ............................................................... v Executive Summary ...................................................................................................................................................................... 1 I. An Introduction to Paid Leave ............................................................................................................................................... 3 II. Existing Leave Policies in the United States and the OECD ...................................................................................... 12 III. Principles and Parameters Underlying the Provision of Paid Family Leave ........................................................ 19 IV. Toward a Compromise ........................................................................................................................................................ 24 About the Working Group ........................................................................................................................................................
    [Show full text]
  • Congressional Record United States Th of America PROCEEDINGS and DEBATES of the 112 CONGRESS, FIRST SESSION
    E PL UR UM IB N U U S Congressional Record United States th of America PROCEEDINGS AND DEBATES OF THE 112 CONGRESS, FIRST SESSION Vol. 157 WASHINGTON, THURSDAY, FEBRUARY 10, 2011 No. 21 House of Representatives The House met at 10 a.m. and was The Lillian Trasher Orphanage, loudest voice on the field because called to order by the Speaker pro tem- begun in 1911 by an American from that’s the kind of person that she is. pore (Mr. CHAFFETZ). Jacksonville, Florida, is one of the old- She is passionate, she is fierce in her f est and longest-serving charities in the dedication to her friends, and she has world. It currently serves over 600 chil- devoted her entire life to making her DESIGNATION OF SPEAKER PRO dren, along with widows and staff. This community, her State, and her country TEMPORE pillar of the community has been home a better place for all Americans. The SPEAKER pro tempore laid be- to thousands of children who needed Bev recently had a curveball thrown fore the House the following commu- food, shelter, and a family. Orphanage at her when she was diagnosed with nication from the Speaker: graduates serve around the world as amyotrophic lateral sclerosis, also WASHINGTON, DC, bankers, doctors, pastors, teachers, and known as ALS—Lou Gehrig’s Disease. February 10, 2011. even in the U.S. Government. Bev has always taken life head-on, and I hereby appoint the Honorable JASON Despite many challenges over the that’s how she addressed this chal- CHAFFETZ to act as Speaker pro tempore on years, the wonderful staff, now led by lenge, the same way she has lived her this day.
    [Show full text]
  • This Policy Outlines the Arrangements for Shared Parental Leave (SPL
    Modern Slavery Statement June 2017 Introduction The Fresh Direct Group is fully committed to ethical working practices, and, as a company, regards inhumane conditions such as slavery, worker exploitation, and human trafficking as completely unacceptable either within our own business or through our supply chains. Given our global reach, we understand our responsibilities and have a zero-tolerance approach to modern slavery. We recognise that modern slavery, which can take many forms, is a crime, and we strive to act ethically and with integrity in all our business dealings and relationships, and to implement and enforce effective systems and controls to ensure modern slavery is not taking place anywhere in our own business, or in any of our supply chains. Fresh Direct UK has, for a number of years, had in place ethical trading standards to which each of our suppliers is required to adhere, as well as a set of values, which require us, among other things, to strive to achieve the best we possibly can, and to always be reliable and trustworthy in all we do. Our commitment to anti-slavery and human trafficking is further strengthened with the introduction of our Modern Slavery Policy which applies to all employees, officers, workers, contractors, suppliers and other business partners. We are committed to ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our supply chains, consistent with our disclosure obligations under the Modern Slavery Act 2015. Organisation and Business Structure Fresh Direct Group is a leading specialist supplier of chilled, frozen and ambient food products to the foodservice industry.
    [Show full text]
  • Who's Bringing up Baby: the Need for a National Uniform Parental Leave Policy
    Minnesota Journal of Law & Inequality Volume 5 Issue 2 Article 2 June 1987 Who's Bringing up Baby: The Need for a National Uniform Parental Leave Policy David E. Bergquist Follow this and additional works at: https://lawandinequality.org/ Recommended Citation David E. Bergquist, Who's Bringing up Baby: The Need for a National Uniform Parental Leave Policy, 5(2) LAW & INEQ. 227 (1987). Available at: https://scholarship.law.umn.edu/lawineq/vol5/iss2/2 Minnesota Journal of Law & Inequality is published by the University of Minnesota Libraries Publishing. Who's Bringing Up Baby: The Need For A National Uniform Parental Leave Policy David E. Bergquist* In the past several decades the demographics of the U.S. workforce and the American family have radically changed.' Wo- men, particularly those of childbearing age, have flooded the workforce, 2 eroding the traditional image of the two-parent male breadwinner family. While this trend is not unique to our society, the U.S. remains the only industrialized nation with no national maternal or parental leave program.3 Unfortunately, the Ameri- can system operates today much as it has in the past: as if workers do not have family care responsibilities. By failing to guarantee employees a parenting leave with safeguards to protect salary, ben- efits, position, and seniority upon return to work, the U.S. labor system reinforces inaccurate gender stereotypes, perpetuates the economic deprivation of women in the workforce, and seriously underestimates the value of parental child care. This article explores the need for a national uniform parental leave policy in the wake of societal and workforce changes.
    [Show full text]
  • Paid Parental Leave: an Investigation and Analysis of Australian Paid Parental Leave Frameworks with Reference to Selected European OECD Countries
    The University of Notre Dame Australia ResearchOnline@ND Theses 2018 Paid parental leave: An investigation and analysis of Australian paid parental leave frameworks with reference to selected European OECD countries Greg Lynn The University of Notre Dame Australia Follow this and additional works at: https://researchonline.nd.edu.au/theses Part of the Law Commons COMMONWEALTH OF AUSTRALIA Copyright Regulations 1969 WARNING The material in this communication may be subject to copyright under the Act. Any further copying or communication of this material by you may be the subject of copyright protection under the Act. Do not remove this notice. Publication Details Lynn, G. (2018). Paid parental leave: An investigation and analysis of Australian paid parental leave frameworks with reference to selected European OECD countries (Master of Laws by Research). University of Notre Dame Australia. https://researchonline.nd.edu.au/theses/225 This dissertation/thesis is brought to you by ResearchOnline@ND. It has been accepted for inclusion in Theses by an authorized administrator of ResearchOnline@ND. For more information, please contact [email protected]. The University of Notre Dame Australia School of Law PAID PARENTAL LEAVE: AN INVESTIGATION AND ANALYSIS OF AUSTRALIAN PAID PARENTAL LEAVE FRAMEWORKS WITH REFERENCE TO SELECTED EUROPEAN OECD COUNTRIES Greg Lynn LLB (Murdoch University) MA (The University of Notre Dame Australia) This thesis is submitted in fulfilment of the requirements of the Degree of Master of Laws by Research 2018 DECLARATION This thesis does not, to the best of my knowledge, contain previously published or written material by another person except where due reference is made in the text, or any other material previously submitted for a degree in any other higher education institution.
    [Show full text]
  • Top Marks West Midlands’ Nathan Warren Is UK’S Leading Chartered Director
    West Midlandswww.iod.com Autumn 2017 New Mayor sets out his programme to boost business Top marks West Midlands’ Nathan Warren is UK’s leading Chartered Director The Ice Maidens ready Director CPD courses to battle the elements and workshops News We’re working for you - so let’s CONTACTS hear what your business needs IoD West Midlands: The Library of Birmingham, Centenary Square, and, more importantly, the points we raise acted Birmingham B1 2ND upon? t: 0121 643 7801 Dr Jason Wouhra OBE This was a key point raised by Sir JohnPeace, Chairman, chairman of the Midlands Engine, when we met Chairman: Dr Jason Wouhra OBE IoD West Midlands for an IoD event recently. He explained to e: [email protected] members from both IoD East and West Midlands t: 0121 359 2199 how the ‘Engine’ was firing, with plenty of advice Three things have dominated my thinking in for how local businesses could get involved with Regional Director/Editor: recent days: Brexit, the Midlands Engine and the its work. Calum Nisbet e: [email protected] role of the new Mayor, Andy Street. Sir John is a very knowledgeable and t: 0121 643 7801 All three are separate... but inexorably linked. experienced business leader and he is pulling For as one proves challenging, parts two and three together a formidable team. I believe the Midlands Regional Events Manager/ will come more to the fore for business leaders. Engine will have a vital role to play in ensuring Content Editor: So to Brexit first. At the time of writing, both that the voice of Midlands business is heard, Sue Hurrell negotiations are hardly going smoothly.
    [Show full text]
  • Paid Parental Leave
    VA Central Office August 28, 2020 Washington, DC OFFICE OF THE CHIEF HUMAN CAPITAL OFFICER (OCHCO) BULLETIN SUBJECT: Paid Parental Leave This OCHCO Bulletin is to notify Human Resources offices of the Department of Veterans Affairs (VA) policy guidance regarding paid parental leave. In addition, the attachments to this bulletin provide the paid parental leave request form, work obligation agreement, and frequently asked questions. Please share this information with your employee population. Background. The Federal Employees Paid Leave Act of 2019 (Public Law 116-92; Act) provided a new leave category, referred to as “paid parental leave”. This new leave entitlement is available to any Federal employee who is eligible for Family and Medical Leave Act (FMLA) under Title II and has a qualifying birth or placement on or after October 1, 2020. The new law amended the FMLA provisions in title 5, United States Code, to provide up to 12 weeks of paid parental leave to covered Federal employees in connection with the birth or placement (for adoption or foster care) of a child occurring on or after October 1, 2020. The Act modified section 6382 in title 5 of the United States Code and subpart L in the Code of Federal Regulations. The Act also added a new subpart to the Code of Federal Regulations (subpart Q). Paid parental leave is a benefit provided through substitution of unpaid leave under FMLA. VA Handbook 5011, Part III, Chapter 2, paragraph 18, and Chapter 3, paragraph 7d provide that the Office of Personnel Management regulations will be used to implement the FMLA and therefore the provisions of paid parental leave for VA employees.
    [Show full text]