Paid Parental Leave (Staff)

Bethel University provides eligible staff employees with up to twelve (12) weeks of paid parental leave following the birth or adoption of a minor child as set forth in this policy.

The following staff employees are eligible for paid parental leave on the conditions set forth in this policy:

• The staff employee must be in a benefits eligible position at the time of leave, have been employed by Bethel in such a position for at least twelve months prior to the start of leave, and have experienced a birth of a biological child or an adoption of a minor child.
  • If an employee has not been employed for at least twelve months, an employee can use vacation and sick leave.
• Paid parental is a benefit for employees who intend and do return to work and is not available for anyone who does not intend to return to work. Bethel reserves the right to recover any payment made under this policy should the employee fail to return to work.
• If two otherwise eligible staff employees are both employed by Bethel at the time of the birth of their biological child or their adoption of a minor child, they may share the paid leave time available under this policy but may not both take 12 weeks of leave under this policy.

Paid parental leave is subject to the following:

• Paid parental leave must be used immediately following the birth of the baby
• The paid leave period must begin on the day of the birth or adoption 
• Any period of disability prior to birth is not covered under paid parental leave, but may be covered under Short Term Disability (STD) - salary continuation
• Eligible employees must work in a benefits eligible position
• Benefits are 100% of pre-birth base weekly earnings and do not include stipends, overtime or any other type of Pay

FMLA runs concurrently with Paid Parental Leave.

• FMLA provides 12 weeks of protected time off.
• Paid Parental Leave provides 12 weeks of pay.

A staff employee may submit a request to the office of People and Culture that Bethel agree to defer the start date of the leave to a later date, and Bethel may agree to a later start date if it determines, in its discretion, that job responsibilities or other needs of Bethel will be better served by a later start date. In addition, a staff employee may, if eligible for federal Family Medical Leave Act (“FMLA”) leave, MN Parental Leave Act (“MPLA”) leave or any other parental leave under applicable law, take unpaid parenting leave starting at a later date than the date of birth or adoption to the extent permitted by such laws.  See Bethel’s FMLA and MPLA policies for more information.

If a staff employee who has given birth is eligible for disability benefit pay following the birth of their biological child, the disability pay period will run concurrent with any paid leave taken under this policy.  Employees will not be eligible for disability payments while they are receiving paid parental leave. In addition, any paid leave period under this policy that takes place during a time that an employee is also eligible for FMLA, MPLA, or any other applicable law providing for unpaid pregnancy-related medical leave or post-birth or adoption medical or bonding leave will run concurrently with such FMLA, MPLA or other leave.  See Bethel’s FMLA and MPLA policies for more information. 

A staff employee who is not eligible for paid leave under this policy because they do not meet the eligibility criteria and conditions of this policy may take unpaid time off for the birth, adoption or foster care placement of a child pursuant to any leave rights they may have, if any, under the FMLA, MPLA or other applicable law.  See Bethel’s FMLA and MPLA policies for more information.

In addition, a staff employee with accrued paid time off benefits may use those benefits in accordance with Bethel’s paid time off policies, as amended from time to time, and Bethel’s FMLA and MPLA policies if applicable to the staff employee.

By way of example only, the following chart sets forth some examples of how a staff employee may or may not be eligible for paid leave under this policy.  These examples are illustrative only and each staff employee’s potential entitlement to leave under this policy will be determined based on their individual circumstances and the application of this policy to those circumstances.

Effective:  March 1, 2024