Paid Parental Leave
Frequently Asked Questions
To provide employees with time to bond with and care for a newborn child or a legally adopted child under the age of 18.
If you had a child on or after July 1, 2023, you may be eligible for partial benefits, please contact Kelly Ramey for details.
All full-time employees who have a minimum of one year of continuous service with the company at the time of the birth or adoption event (consecutive temp service counts toward this) and have worked at least 1250 hours during the 12 consecutive months immediately preceding the date the leave would begin.
PPL payments will generally be made on the next normally scheduled pay day for the time period in which leave is taken assuming the leave has been approved.
Payment is based on your regular, straight-time (base pay rate) as of the time you go out.
Payment will be based on your regularly scheduled work week; you will not be scheduled overtime during an approved PPL.
Point of placement with the parent.
PPL must be taken by the birthing or non-birthing parent anytime within six months of the date of the birth or placement for adoption event.
Yes, you may split up the four weeks into 2 separate continuous two week leave periods. Exceptions will be made where state law requires.
Yes, or anytime within the six months after the date of the birth or adoption event.
Yes, both employees are eligible provided they each meet the eligibility criteria.
Benefits and deductions will continue from your paycheck the same as when you are actively at work.
Yes, you do not need to be covered by a Duke medical plan to be eligible for PPL.
You are not eligible to take PPL after six months of the birth or adoption event.
No, each fully benefits-eligible employee may take one PPL in a 12-month period. The birth or adoption of multiple children does not increase the length of leave approved for that event.
No.
Four weeks (up to 160 hours) total paid within a 12-month calendar period based on your standard weekly work schedule. Note: weekend shift 4 work weeks is 144-hour equivalent.
You should provide notice of your 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). PPL runs concurrently with any applicable FMLA. Contact VOYA to apply for FMLA and reach out to your local HR department to discuss your PPL requested time off.
The PPL only allows for four weeks however, you may be eligible for more time off for care of a child, such as for bonding, under the FMLA. You can review eligibility for FMLA and discussion options for time off by contacting our FMLA administrator – VOYA.
