Parental Leave Policy​

Effective Date:

November 2025

Focus Group:

Eligible Employees

Purpose:

GOI values the importance of family and desires to support employees during significant life transitions involving the birth, adoption, or foster placement of a child. This policy provides paid parental leave to ease the financial and practical burdens associated with welcoming a new child while ensuring compliance with FMLA and consistent organizational practices.

Guidelines:

Eligibility RequirementsTo qualify for paid parental leave, an employee must:

• Have been employed by GOI for at least 12 months, in either part-time or full-time capacity;
• Have given birth, be the spouse of the birthing mother, or have legally adopted or been placed with a foster child under age 18
  • (Adoption of a spouse’s existing child is excluded from eligibility);
• Meet applicable documentation requirements as outlined by HR.

Integrated Safeguard:

• Eligibility must be verified by HR to ensure consistent application and prevent discrimination or inequitable treatment.

 
Leave Duration and Caregiver Definitions

• Primary caregivers are eligible for up to 4 weeks of paid parental leave.
• Secondary caregivers are eligible for up to 4 weeks of paid parental leave.
• A maximum of 4 weeks per caregiver may be taken within any rolling 12-month period, regardless of multiple birth or placement events.

Integrated Safeguard:

• HR will assist supervisors in determining caregiver status to avoid inconsistent approvals or disputes.

 
Compensation During Paid Parental Leave

• Each week of paid parental leave is paid at 100% of the employee’s regular straight-time pay, following the organization’s regular bi-weekly payroll schedule.
• Paid parental leave must be taken within 6 months of the birth, adoption, or placement.
• Leave cannot be extended beyond this 6-month window, and unused leave is forfeited.

 
Interaction with the Family and Medical Leave Act (FMLA)

• If the employee is FMLA-eligible, paid parental leave will run concurrently with FMLA leave.
• Once paid parental leave is exhausted, any remaining FMLA time may be paid using available sick, vacation, or floating holiday time.
• After paid leave banks are exhausted, remaining FMLA leave will be unpaid.
• Employees taking paid parental leave for circumstances that do not meet FMLA criteria will nonetheless receive equivalent job protection for the duration of paid parental leave.

Integrated Safeguard:

• This ensures compliance with federal regulations while protecting employees who may not meet strict FMLA hour thresholds.

 
Request and Approval ProcessEmployees must:

• Provide at least 30 days’ notice to their supervisor and HR when the need for leave is foreseeable;
• Provide notice as soon as practicable when not foreseeable;
• Complete required HR forms and provide documentation supporting the need for leave.

HR will review requests to ensure consistent application, accuracy, and compliance with legal requirements.
Integrated Safeguard:

• Supervisors must not approve or deny leave verbally; all decisions must go through HR to avoid inconsistent treatment or exposure to discrimination claims.

 
Benefits During Paid Parental Leave

• GOI will maintain employee benefits (including health coverage) during paid parental leave as if the employee were on any other paid leave.
• Paid holidays, weather days, or organization-wide paid closures are not credited toward an employee on parental leave.

 
Separation of EmploymentUpon separation from GOI, employees will not be paid for any unused parental leave.
 
Interpretive AuthorityGOI retains the exclusive right to interpret, administer, and apply this policy.