Faculty, Administrative Professional and Other Non-Classified Staff

Two sets of Baby Feet with Parents

Full program details can be found on the Office of Policy and Compliance website or the Human Resources Manual.

Colorado State University is committed to helping employees achieve a positive work life balance. Part of this effort includes the Parental leave benefit which provides paid time off for parents to bond and care for their new child. Additional, unpaid leave is permitted under the Family Medical Leave Act (FML).

Eligibility: Faculty, Admin Pro, Post-Doctoral Fellows, Veterinary Interns and Clinical Psychology Interns with an appointment of at least half-time (50%) or greater who are benefits eligible.

Who is a Parent: The birth and non-birth parent, adoptive parents, primary caregivers*, non-primary caregivers
*A primary caregiver is the parent who has primary responsibility for the care of a child immediately following the birth or adoption of the child.

Parental Leave Entitlement: Three (3) work weeks of paid time off, in addition to the employee’s accrued sick and annual leave (and any STD benefits to which the birth parent is entitled) to be used for the purpose of caring for and bonding with the child.

When Can Leave be Taken: Parental Leave may be taken within the first year after delivery or placement for adoption and runs concurrently with (is considered part of) Family Medical Leave.

How to Apply: An eligible employee should meet with their department HR Liaison to notify them of the timing and duration of leave. The HR Liaison will complete the Parental Leave application and submit it to HR for approval.

Department Processing

An eligible employee who is a birth parent or non-birth parent of a newborn or newly adopted child.

Employee must be eligible and active at the time the child is born or placed for adoption. An employee is not an Eligible Employee during any period in which the employee is not in regular, paid employment status (for example when on leave without pay for purposes other than the birth or adoption of a child).

Both a birth parent and non-birth parent are eligible for three (3) work weeks of paid time off (prorated if they are at least 50%, but less than 100%). 

Entitlement is in addition to the employee’s accrued sick and annual leave (and any STD benefits to which the birth parent is entitled) to be used for the purpose of caring for and bonding with the child.

The department may request reimbursement for up accrued sick, annual and parental leave up to 480 hours (for a full-time) birth parent. See specific information below.

The department may request reimbursement for three (3) work weeks of paid time off for the non-birth parent.

The three (3) work weeks of leave must be taken within the 12 months following the date of birth or adoption and must be taken in one continuous block (not split into intermittent days). Parental Leave must run concurrent with Family Medical Leave (FML), if eligible.

Parental Leave must be used in increments equal to their normal schedule (e.g. a person who is full-time may not work four hours and use Parental Leave four hours. They must use eight hours of Parental Leave).

Parental Leave may not be used to meet the 10 day waiting period for STD for the birth parent.

Scenario 1: Birth Parent (normal delivery)
Sick/annual leave accruals more than 360 hours

  • Weeks 1-6: Sick and Annual Leave (enter in TimeClockPlus (TCP))
  • Weeks 7-9: Parental Leave (enter in TCP)
  • Weeks 10-12: Sick and Annual Leave (enter in (TCP))

Scenario 2: Birth Parent (Cesarean delivery)
Sick/annual leave accruals less than 360 hours

  • Weeks 1-2: Sick and Annual Leave (enter in TCP)
  • Week 3-8: Short Term Disability (enter LWOP in Oracle)
  • Weeks 9-11: Parental Leave (enter in TCP)
  • Week 12: LWOP (enter in Oracle)

Scenario 3: Non-Birth Parent
Taking one month off for care and bonding

  • Weeks 1-3: Parental Leave (enter in TCP)
  • Week 4: Sick and Annual Leave (enter in TCP)

For successful processing of Parental Leave, the department HR Professional will:

  • Ensure the hours of Parental Leave requested for reimbursement on the form, match the hours entered in TimeClockPlus (TCP).
  • Attach the report from TCP showing the hours of Parental Leave entered. If the report is not attached or the hours are not accurate, the form is considered incomplete and will be returned to the department.
  • Submit the form within 30 days of the completion of leave. Forms received after the end of the fiscal year will not be processed.
  • Attach completed FML paperwork to the Parental Leave form.

Parental leave provides for the transfer of funds from the fringe pool to the employee’s home department for up to:

Birth Parent: 12 weeks of sick and annual leave, Special leave (STD waiting period) & Parental leave

Non-Birth Parent: 3 weeks of Parental leave (no sick and annual leave)

Adoptive Parent (Primary Caregiver): 9 weeks of sick, annual leave & Parental leave

Adoptive Parent (Non-Primary Caregiver): 3 weeks of Parental leave

Non-Tenure Track Faculty16 weeks (for the birth parent) of sick and annual leave, Special leave (STD waiting period), Parental leave, plus an additional 5 (or 7) weeks of teaching relief