Paid parental leave is a benefit of employment and its use will not be considered
as a negative factor in employment actions, such as hiring, promotions, and disciplinary
actions, or under attendance policies. Use of paid parental leave shall not adversely
affect consideration for future salary adjustments.
Departments should be supportive in managing paid parental leave request to allow
faculty and staff to handle career and family responsibilities effectively and efficiently.
Workload issues should be dealt with proactively so that excessive work demands are
not placed on other faculty and staff.
Paid parental leave is to be used concurrent with FMLA, the State of Tennessee Leave
for Adoption, Pregnancy, Childbirth and Nursing an Infant, and the State of Tennessee
Leave for Adoptive Parents.
An eligible faculty or staff employee will be provided up to 6 weeks (225 hours) of
paid parental leave within 12 months following the birth or adoption of a child. The
amount of leave is prorated based on the employee’s FTE at the time of the leave.
An eligible faculty or staff employee is limited to receiving the paid parental leave
benefit up to three times during their career at the University, regardless of any
breaks in service.
Employees may request additional leave (beyond the six weeks of paid parental leave)
by applying their accrued leave or other benefits. An eligible employee should consult
with the Office of Human Resources for assistance when planning a paid parental leave.
Paid parental leave will be paid at 100 percent of the employee’s base pay rate.
The paid parental leave may be taken upon the birth or adoption of a child under the
age of 18.
If both eligible parents are employed at APSU, each parent may receive up to 6 weeks
(225 hours) of paid parental leave. Parents may choose to take paid parental leave
concurrently or at separate times, according to their preference.
Multiple births or adoptions that occur at the same time (for example, the birth or
adoption of twins) does not increase the length of paid parental leave provided.
Paid parental leave will not reduce any employee’s (staff and faculty) balance of
accrued sick or annual leave or any faculty member’s eligibility for any other form
of academic leave.
Additional Provisions for the Adoption of a Child
When the adoption is in the legal process, the paid parental leave may begin from
the point the child is placed with the eligible employee (granted custody) for the
purpose of adoption. The paid parental leave will generally commence immediately following
the adoption of a child. However, paid parental leave may occur prior to an adoption
when deemed necessary to fulfill the legal requirements for an adoption.
If the adoption involves a child who is incapable of self-care because of a mental
or physical disability the age limit of 18 may be waived.
Concurrent with FMLA Leave
Paid parental leave will run concurrently with FMLA leave, if the employee meets the
eligibility requirements of the FMLA. The concurrent use of paid parental leave and
FMLA leave will decrease, in whole or in part, the amount of FMLA leave available
to the employee.
Coverage for Essential Duties
While an employee is on paid parental leave, the department may be provided with replacement
funds to assist in covering the functions of the employee. This will provide coverage
of on-site and online courses as well as the essential duties of faculty or staff,
in order to prevent the placement of excessive work demands on other faculty or staff.
The University will cover the anticipated replacement costs; however, it is expected
that salary replacements for auxiliary, restricted, or revenue generating units be
funded from within the unit. The replacement cost provided for faculty using paid
parental leave will be in accordance with the salary structure for faculty adjunct
established within each respective academic unit. Replacement costs for staff will
be determined using a salary average based on employee classification and relevant
Intermittent and Reduced Leave
Paid parental leave may be taken within the 12 months following the birth or adoption
of a child and is available on a continuous, intermittent (separate blocks of time),
or reduced schedule (reduces number of work hours per day or per week) basis. However,
intermittent or reduced schedule paid parental leave requires approval by the immediate
supervisor/chair and may require approval by the Dean, Director or Department Head
in accordance with the respective department’s procedures. An eligible employee must
consult with his or her supervisor/chair and make a reasonable effort to schedule
intermittent/reduced schedule paid parental leave so as not to unduly disrupt the
University’s operations. Intermittent or reduced schedule leave may not be taken in
increments of less than one hour.
Taking the paid parental leave on an intermittent or reduced schedule basis does not
extend the 12 months after the birth or adoption in which the leave must be taken.
Any unused paid parental leave at the conclusion of the 12 months following the birth
or adoption of a child will be considered forfeited. Any paid parental leave remaining
at the end of the 12 months is not banked for later use or paid out, and cannot be
combined with any future paid parental leave.