Adoption Leave

Policy Statement

The University is committed to supporting best practice in relation to adoption leave to enable working parents to balance the needs of work and family life. The University recognizes that parents appreciate flexibility in how they provide care for their children and makes provision to support this.

Reason for Policy

This policy sets out rights to which employees are entitled, before being eligible for New York State Paid Family Leave (after six months of full-time of employment) or a family leave under the Family and Medical Leave Act (after being employed for at least 12 months and having worked 1,250 hours during the 12-month period prior to the start of a leave period) for the placement of a child.

Who Is Governed by this Policy

Non-Union and Public Safety Full-Time Staff

Policy

Adelphi University provides adoption leave to full-time non-union employees who have worked for the University for at least one month for adoption in order to care for the child. This leave can only be utilized if the employee does not qualify for leave under New York State Paid Family leave (after six months of full-time employment) or a family leave under the Family and Medical Leave Act (after being employed for at least 12 months and has worked 1,250 hours during the 12-month period prior to the start of a leave period) and upon approval of the supervisor.

Definitions

This policy does not have definitions associated with it at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Procedures

Eligible employees will be allowed to take up to a maximum of eight (8) weeks of unpaid leave in order to care for a child being adopted by the eligible employee. Employees may supplement their unpaid leave with any accrued vacation or personal days. An additional 30-day Leave of Absence cannot be added to the Adoption Leave.

Adelphi will continue to provide insurance benefits for eligible employees for the term of this leave, at the active employee rate, as long as the eligible employee continues to make the required contributions on a timely basis. If the employee does not return from Adoption leave, he or she will be required to reimburse the University for the full cost of benefits provided during the leave, including the portion of cost paid for by the University.

Forms

Contact Human Resources to submit application.

Related Information

This policy does not have related information at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Document History

• Policy Origination Date: January 01, 2005
• Last Reviewed Date: April 22, 2024
• Policy Reviewed by: Policy Owner and Policy Experts
• Last Approved Date: April 22, 2024

Who Approved This Policy

Executive Leadership