Centerspace recognizes the impact that a new child has on our team members and provides paid Parental Leave for the care of and bonding with a new addition to the family.
Parental Leave is a continuous or intermittent paid absence from a team member’s position and applies to any team member expecting a new child being added to their family through childbirth, foster placement, adoption, or surrogacy.
The minimum amount of leave a team member is entitled to is defined by the Family and Medical Leave Act (FMLA) and may include compulsory and extended leave. Centerspace’s Parental Leave may be taken during or after an FMLA-eligible absence, within 12 months of the qualifying event.
Program Details
- Two-weeks paid leave is available each calendar year to eligible team members and can be taken as continuous or intermittent leave. Approved Parental Leave may be taken at any time during the twelve-month period immediately following the birth, adoption, or placement of a child with the team member. Parental Leave may not be used or extended beyond this twelve-month time frame.
- Parental Leave is compensated at 100 percent of the team member’s regular pay and will be paid on regularly scheduled pay dates.
- Parental Leave will work in conjunction with FMLA leave and Disability leave and is in addition to PTO or other available paid leave.
- When possible, team members are required to request this leave a minimum of 30 days in advance. If unable to do so, team members are asked to request the leave as soon as they become aware of the situation. If labor occurs earlier than estimated, the beginning and ending dates of Parental Leave can be modified accordingly.
- Team members will not be paid out for any unused Parental Leave upon termination of employment from Centerspace.
Eligible team members must meet the following criteria:
- Be a full- or part-time, regular team member (temporary team members and interns are not eligible for this benefit).
In addition, team members must meet one of the following criteria:
- Have given birth to a child.
- Be a spouse or committed partner of a person who has given birth to a child.
- Be a parent of a newborn child being given birth to by a surrogate mother.
- Be an adoptive or foster parent of a child under the age of 18, being placed due to adoption or foster care.
The following statements apply:
- The team member’s position and the benefits will not be affected during Parental Leave. The company is allowed during that time to fill the position with a temporary replacement or reassign the team member to an equivalent position as allowed per FMLA guidelines.
- A team member that has not requested an extension or given other notice must return to their position after the end of their leave. Not doing so is considered a voluntary resignation.
- A team member who takes 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 team member is on Parental Leave as if the team member was on FMLA-qualifying leave.
- After the Parental Leave (and any Short-Term Disability leave for team members giving birth) is exhausted, the balance of FMLA leave (if applicable) will be compensated through team member’s accrued PTO or other available leave. Upon exhaustion of accrued leave, any remaining leave will be unpaid. Please refer to the Family and Medical Leave Policy for further guidance on the FMLA.
Policy Owned By: Talent & Culture
Also found in the Centerspace Policy Manual.
At least 30 days prior to a Paid Parental Leave, complete this form: https://support.centerspacehomes.com/support/catalog/items/198