Page 42 - Employee Handbook 1-2015 rev9

 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 timeframe. Any unused paid parental leave will be forfeited at the end of the
six-month timeframe.
 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.

Coordination with Other Benefits and Policies
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.
Please refer to the City of Winston-Salem Employee Handbook for further FMLA and
Authorized Leave Without Pay guidance.
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.

Procedures
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;

City of Winston-Salem Employee Handbook November 2014 Revision 33