Paid Family Leave and Adoption Assistance
(For IBEW 29 members working at DLCO)
Effective on January 1, 2022, IBEW Local 29 represented employees working at DLCO will be eligible to participate in the Company’s Paid Family leave and Adoption Assistance benefits program as provided in section F of the Paid Time Off Policy for Non-Union Employees.
1. Employee Eligibility - To be eligible for Paid Family Leave, an employee must have worked for the Company for a total of at least 12 months, and have worked at least 1,250 hours over the previous 12 months, as of the start of the leave.
2. Time taken as Paid Family Leave for the birth or adoption of an employee’s child(ren) will run concurrently with any approved FMLA leave taken by the employee for the birth or adoption of the same child(ren).
3. An employee may use Paid Family Leave for the birth or adoption of the employee's child, and to be with the child, within 12 months following: (1) birth of the employee’s child(ren), or (2) physical placement with the employee of the adopted child(ren) and completion of the adoption process. An employee’s approved allotment of Paid Family Leave expires at the end of the 12-month period beginning on the a. date of birth, or b. placement of the adopted child(ren) with employee and completion of the adoption process.
4. An employee may use up to a maximum of four (4) weeks of Paid Family Leave at 100% pay within a rolling 12-month period measured backward from the day an employee uses any Paid Family Leave.
5. If both parents (birth or adoptive) are employed by the Company and are eligible for Paid Family Leave, each employee-parent will be eligible to use up to four (4) weeks of Paid Family Leave at 100% pay in accordance with this Policy.
6. To request Paid Family Leave, an employee must submit a completed Certification of Health-Care Provider form (“Certification”) to Human Resources. The completed Certification should be submitted as far in advance as practicable at least 30 days before the initial start of the leave.
7. Paid Family Leave may be granted as a single continuous block or on an intermittent basis.
a. Under some circumstances, employees may take Paid Family Leave intermittently – which means taking leave in separate blocks of time for the birth or adoption of a child and to be with the newborn or adopted child, or by reducing the employee’s normal weekly or daily work schedule for those reasons, up to a maximum of four (4) weeks within 12 months following birth or adoption in accordance with this Policy. Intermittent Paid Family Leave may be taken in increments of no less than one-half (1/2) hour.
b. Employees who take Paid Family Leave intermittently or on a reduced work
schedule basis must make a reasonable effort to schedule the leave so as not to
unduly disrupt the Company’s operations.
c. When an employee who has been approved for intermittent Paid Family Leave requests leave time that is unforeseeable, notice should be given to the
employee’s supervisor of the need for leave at least 30 minutes before the
employee’s normal start time. If circumstances prevent notice within the above
time, then employee must give notice of need for such leave as soon as
practicable. The employee must specifically reference the basis for the
intermittent Paid Family Leave at the time the employee calls off.
d. If an employee’s request for intermittent leave is approved, the Company may later require a new Certification supporting the request for leave.
If you have any questions on your eligibility for paid leave please contact DLC’s HR department first and then feel free to follow up with a call to the Hall if you are not in agreement with some of their responses.
Paid Family Leave and Adoption Assistance
(For IBEW 29 members working at DLCO)
Effective on January 1, 2022, IBEW Local 29 represented employees working at DLCO will be eligible to participate in the Company’s Paid Family leave and Adoption Assistance benefits program as provided in section F of the Paid Time Off Policy for Non-Union Employees.
1. Employee Eligibility - To be eligible for Paid Family Leave, an employee must have worked for the Company for a total of at least 12 months, and have worked at least 1,250 hours over the previous 12 months, as of the start of the leave.
2. Time taken as Paid Family Leave for the birth or adoption of an employee’s child(ren) will run concurrently with any approved FMLA leave taken by the employee for the birth or adoption of the same child(ren).
3. An employee may use Paid Family Leave for the birth or adoption of the employee's child, and to be with the child, within 12 months following: (1) birth of the employee’s child(ren), or (2) physical placement with the employee of the adopted child(ren) and completion of the adoption process. An employee’s approved allotment of Paid Family Leave expires at the end of the 12-month period beginning on the a. date of birth, or b. placement of the adopted child(ren) with employee and completion of the adoption process.
4. An employee may use up to a maximum of four (4) weeks of Paid Family Leave at 100% pay within a rolling 12-month period measured backward from the day an employee uses any Paid Family Leave.
5. If both parents (birth or adoptive) are employed by the Company and are eligible for Paid Family Leave, each employee-parent will be eligible to use up to four (4) weeks of Paid Family Leave at 100% pay in accordance with this Policy.
6. To request Paid Family Leave, an employee must submit a completed Certification of Health-Care Provider form (“Certification”) to Human Resources. The completed Certification should be submitted as far in advance as practicable at least 30 days before the initial start of the leave.
7. Paid Family Leave may be granted as a single continuous block or on an intermittent basis.
a. Under some circumstances, employees may take Paid Family Leave intermittently – which means taking leave in separate blocks of time for the birth or adoption of a child and to be with the newborn or adopted child, or by reducing the employee’s normal weekly or daily work schedule for those reasons, up to a maximum of four (4) weeks within 12 months following birth or adoption in accordance with this Policy. Intermittent Paid Family Leave may be taken in increments of no less than one-half (1/2) hour.
b. Employees who take Paid Family Leave intermittently or on a reduced work
schedule basis must make a reasonable effort to schedule the leave so as not to
unduly disrupt the Company’s operations.
c. When an employee who has been approved for intermittent Paid Family Leave requests leave time that is unforeseeable, notice should be given to the
employee’s supervisor of the need for leave at least 30 minutes before the
employee’s normal start time. If circumstances prevent notice within the above
time, then employee must give notice of need for such leave as soon as
practicable. The employee must specifically reference the basis for the
intermittent Paid Family Leave at the time the employee calls off.
d. If an employee’s request for intermittent leave is approved, the Company may later require a new Certification supporting the request for leave.
If you have any questions on your eligibility for paid leave please contact DLC’s HR department first and then feel free to follow up with a call to the Hall if you are not in agreement with some of their responses.