Published on Rhodes College: Rhodes Handbook (

Parental Leave

This policy does not apply to faculty. Paid parental leave for faculty is discussed in the Faculty Handbook.

Rhodes currently provides sixteen (16) weeks of FMLA leave for the birth or adoption of a child, and twelve (12) weeks of FMLA leave for the placement of a child with the employee for foster care. Under the new parental leave policy, six (6) weeks of that leave will be paid for the Rhodes employee who is the primary caregiver of the child and two (2) weeks of that leave will be paid for the Rhodes employee who is the non-primary caregiver for the child. This paid leave must be taken within 12 months of the birth, adoption, or state placement of the child and must be taken in consecutive weeks.

The six weeks of paid parental leave include any holidays during that time, with the exception of the College's winter break. 

This paid parental leave is available to full-time staff with at least one year of full-time service at Rhodes at the time of the event (birth, adoption, etc.). Staff who are otherwise eligible for FMLA leave but not eligible for paid parental leave under this policy must follow the terms of the College’s FMLA policy.

The primary caregiver is the staff member who is primarily responsible for the day to day custody, care and control of the child. A request for Parental Leave must be accompanied by an Affidavit of primary caregiver status. The affidavit form is available in Human Resources.

Paid parental leave should generally commence following the birth, adoption, or placement of a child, but in some instances, may occur prior to the event when deemed medically necessary or when it is requisite to fulfill the legal requirements for an adoption, provided all eligibility requirements are met. Except in emergency situations, paid parental leave must be requested no later than sixty (60) days in advance of the start of the leave. Employees may be asked to provide a birth certificate, adoption agreement, or court papers. Paid parental leave must be the first leave used for the birth, adoption, or placement of a child.

Paid parental leave will run concurrently with family and medical leave. If the amount of FMLA leave available is less than the amount of paid parental leave to be taken, paid parental leave will still be granted as specified in this policy, without regard to the existence of the individual's available FMLA leave.

Paid parental leave shall be exhausted prior to the use of vacation or sick leave when such leave is requested for the purpose of a birth or adoption event. Paid parental leave shall be exhausted prior to the use of unpaid leave.

One paid parental leave benefit is available per employee, per birth, adoption, or placement event. The number of children involved does not increase the length of paid parental leave granted for that event. Leave under this policy is not available when a spouse adopts the already born minor child(ren) of a spouse.

While on parental leave the employee may not work secondary jobs at the College.

If an employee does not return to work after parental leave and give proper advance notice (two weeks) they may be responsible for reimbursing the College full payment for compensation paid while on leave.

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