Paid Parental Leave (Veolia Cares)
Overview:
- Paid Parental Leave offers eligible employees to take time off to bond with a newly born or newly adopted child.
- Eligible employees will be entitled to up to 10 weeks of parental leave at 100% of regular straight-time weekly pay within the 12 month period following the qualified event. (maybe offset from other sources (e.g., state or local leave laws)so that the employee will not receive more than 100% of their regular straight-time weekly pay)
- Runs concurrently with leave under the Company’s Family and Medical Leave Policy, the federal Family and Medical Leave Act (FMLA) and all other legally mandated leave. It cannot be taken with Short Term Disability (STD).
Eligibility:
- All exempt, non exempt hourly and/or nonunion employees, working 20 hours or more per week as of date of hire.
- Union employees – please consult your CBA to determine your eligibility.
Cost:
- Provided at no additional cost to eligible employees
Questions?
Resources:
- Paid Parental Leave Policy
- Reporting or Viewing Leave Claim Flyer
- Initiate a Leave Claim Form
- LOA Checklist for Employees
- You must notify your manager as soon as possible that you will be taking this leave
- If used intermittently, parental leave must be used in weekly (i.e., up to 5 business day) intervals and must be completed within the 12 month period following the qualified event. The leave may not be taken in increments of hours or days, unless otherwise required by applicable law
- Leave requests must be submitted to and approved by Lincoln Financial, otherwise you will not get paid
- Payments will be paid through payroll
- Documentation is required
- Complete Medical Release Authorization Form and submit to Lincoln.
- Give Attending Physician Statement (APS) authorization form to your doctor to complete & submit along with required medical documentation to Lincoln
- States with Paid Family Leaves (Additional steps maybe required)
- As a reminder – Paid Parental Leave may be offset by amounts that the employee is eligible to receive from any other sources (e.g., state or local leave laws) so that the employee will not receive more than 100% of their regular straight-time weekly pay.
