The Parental Leave of Absence Policy located on the University Policies website.

The Family and Medical Leave Act. Information about the FMLA can be found in the University Policies Family & Medical Leave Policy 

Please contact your HR Business Partner or call the main Human Resources line at 616-331-2215 to discuss further.

To be eligible, Faculty/Staff members must have worked at GVSU for at least 12 months and have worked at least 1,250 hours in the 12 months before the first day of leave.

An FMLA eligible Faculty/Staff member can take up to 12 weeks off for parental leave.

The birth parent may be eligible to take University Medical Leave to cover the time period that they are medically unable to work following the birth of their child. Birth and non-birth parents qualifying for salary continuation/sick and/or short-term disability policies may be eligible to take Parental Leave to cover up to 6 weeks of bonding time with their new child. Please refer to your appropriate employment handbook for eligibility information.

The birth parent will need to complete the University Medical and FMLA Leave Application. There is one version of the form for hourly staff members and another for salaried staff/faculty.

The non-birth parent can also take a parental leave of absence, if they so desire. The non-birth parent will need to contact the Human Resources Office, 616-331-2215, to provide additional information and details regarding their planned time off.

The forms should be submitted at least 30 days in advance of the leave start date.

It is best to give your supervisor notice as soon as possible. There are various benefits to telling your supervisor sooner rather than later. The more planning and preparation you and your supervisor do before you go on leave the easier both of you will find it when you return. An earlier announcement will enable all those involved to support you and the operational requirements of your department.

Eligibility of benefits is based on your staff group and if there is medically necessary recovery time associated with your leave. Please refer to your appropriate employment handbook for information.

The physician's medical documentation determines medical recovery time. Typical recovery time for an uncomplicated vaginal delivery is six weeks and for cesarean delivery is eight weeks.

Qualifying non-birth parents are eligible to utilize paid time off through the Parental Leave Policy for up to 6 weeks of bonding time with their new child. Salary continuation/sick benefits may be utilized for the medical recovery period associated with birth and delivery for the birth parent.

If eligible for vacation benefits, you can use vacation time to supplement your time off on a parental leave of absence.

The parental leave start date can be adjusted to reflect the actual date your parental leave starts. If the start date should change, a notification will need to be provided to your supervisor and Human Resources as soon as possible.

Normal salary continuation, sick time, and/or medical leave provisions will apply. If extended leave needs are required prior to delivery, then you should reach out to Human Resources for further information and next steps, 616-331-2215.

Please contact your HR Business Partner or call the main Human Resources line at 616-331-2215 to discuss further.

While on an approved parental leave, benefits will continue as if you were working.

During paid leave, employee contributions continue to be deducted out of paychecks.

During unpaid leave, you will receive information from   iSolved Solutions notifying you of the cost you are responsible for and where to send the payments.

To add your baby/child to your insurance(s), please login to eBenefits on the Health & Wellness website.

A list of things to consider following the birth of a child, such as increasing your HSA contributions, can be found on the Health and Wellness website under Life Event Changes.

Yes, FMLA paperwork is considered a medical expense and is HSA eligible.

For birth parents, a return to work release from your physician will need to be provided to Human Resources before you return to work.

You do not have an automatic right to return to work part-time but you can discuss the possibility of a Flexible Work Arrangement with your supervisor. Information about Flexible Work Arrangements can be found at www.gvsu.edu/fwa.

You will continue to be entitled to the remainder of any parental leave and pay, however, you are required to provide as much notice as possible to the University and the absolute minimum should be your normal contractual notice.

New parent resources can be found on the Benefits and Wellness website.

Resources for finding childcare can be found on the Benefits and Wellness website.

GVSU is striving to make it easier for nursing parents to maintain breastfeeding after returning to work by providing private and comfortable rooms for nursing. A list of rooms for nursing can be found on the Facilities Services website.