Paid Family Leave Policies For Municipal Employees (March 2020)

Paid Family/Parental Leave Policies for Municipal Employees (Not Exhaustive)1
Updated March 2020

Arizona Georgia Massachusetts New York Oregon
Flagstaff Atlanta Boston New York City Multnomah County
Clarkston Cambridge Syracuse Portland
California Fort Valley
Palo Alto Macon-Bibb County Michigan North Carolina Pennsylvania
Sacramento County Marietta Ferndale Cary Allegheny County
San Francisco Warner Robins Chapel Hill Montgomery County
Minnesota Charlotte Philadelphia
Colorado Idaho Brooklyn Park Durham Pittsburgh
Boulder County Hennepin County Durham County
Boise
Pitkin County Minneapolis Greensboro† Rhode Island
Meridian
Richfield Hillsborough Providence
District of Saint Paul
Illinois Mecklenburg County†
Columbia St. Louis Park Tennessee
Chicago Morrisville
Washington, D.C.† Nashville†
Cook County Orange County
Missouri
Florida Rolesville Texas
Indiana Kansas City
Coral Gables Wake County Austin
Allen County Montana
Cutler Bay DeSoto
Fort Wayne Ohio
Doral Helena Lake Jackson
Lake County* Beachwood
Gainesville Missoula San Antonio
South Bend Cincinnati
Hillsborough County Missoula County
Columbus† Utah
Jacksonville Iowa New Hampshire Dayton
Leon County Midvale
Dubuque Hopkinton Lucas County
Miami Beach Salt Lake City
Iowa City Middletown
Miami-Dade County New Jersey Salt Lake County
Kansas Newburgh Heights
Palm Beach County Hoboken
Roeland Park Oberlin Virginia
St. Petersburg Jersey City
Shawnee Summit County Fairfax County
Tallahassee Upper Arlington
New Mexico Richmond
Tampa
Maryland Albuquerque Virginia Beach
Wellington
Salisbury
West Palm Beach
1The policies summarized in this chart are those that have been reported or that the National Partnership is aware of as of February 2020. Some of the information contained
herein is from secondary sources.
* Policy approved, but details not yet available.
† Policy includes coverage for family caregiving and/or military exigency purposes.
Washington
King County
Seattle†
Shoreline†
Wisconsin
Clintonville
Dane County
Sun Prairie
NATIONAL PARTNERSHIP FOR WOMEN & FAMILIES | FACT SHEET | PAID FAMILY/PARENTAL LEAVE POLICIES FOR MUNICIPAL EMPLOYEES
2
Location (appx. Purpose Covered Workers Max. Leave Duration Benefit Amount Interaction with Other
effective date) Forms of Leave
Arizona
Flagstaff, Ariz. Birth, adoption, Benefit eligible All purposes: 160 hours Full salary Employee does not need
(2018) foster placement, employees who have (pro-rated for part-time to exhaust paid leave
recovery from completed six months employees); 224 hours for first; can extend leave
stillbirth or live of employment Fire Suppression with accrued leave;
birth, newly Employees; can be used other types of leave
appointed legal intermittently or as continue to accrue
guardianship reduced scheduled leave during paid parental
leave; if a city holiday
occurs during paid
parental leave, the
employee receives
holiday pay
California
Palo Alto, Calif. Birth, adoption, All city employees; All purposes: Six weeks 100 percent of Must be taken
(2018) foster placement parents without regard regular base pay concurrently with FMLA
to marital status or leave; if a city holiday
sexual orientation occurs during paid
parental leave, the
employee receives
holiday pay
San Francisco, Birth, adoption, City employees who Leave to care for new Supplements state Must be taken
Calif. (2003, foster placement; work 20+ hours/week child: 12 weeks benefits up to full concurrently with FMLA
amended 2015) employees and have completed amount of leave; employee must
unable to work either six months of Pregnancy/ employee’s salary first exhaust all accrued
due to continuous service or childbirth/related paid leave (but may
pregnancy, worked 1,040 hours in retain 40 hours) or the
disability: Additional four
childbirth, the previous year; compensation amount
weeks
related condition parents and spouses or will be reduced by the
domestic partners amount of accrued paid
leave the employee
chooses to retain, less 40
hours
2
Sacramento Birth, adoption Full- and part-time All purposes: 160 hours Full salary Must be used before
County, Calif. county employees with used within four months employee takes unpaid
(2010) at least one year of (prorated for part-time leave to care for a new
continuous service; employees) child; counts toward
parents employee’s 12-week
entitlement to medical
leave for a serious
health condition and/or
family leave to care for a
new child (not including
pregnancy leave)
Colorado
Boulder County, Birth, adoption, Full-time employees All purposes: Up to 160 Regular pay Must run concurrently
Co. (2016) foster-to-adopt who have successfully hours (part-time with FMLA leave and
placement completed initial employees will be paid a Short Term Disability
introductory period; percentage of the for eligible employees;
parents, including maximum allowed based vacation, holiday and
adoptive foster-to- on time worked) medical leave continue
adopt parents and to accrue during paid
domestic partners parental leave
ineligible to adopt and
listed as a parent on
the child’s birth
certificate
Pitkin County, Co. Birth, adoption, Regular full- or part- All purposes: 12 weeks 100 percent of Must be taken
(2019) foster placement time employees who regular, straight- concurrently with FMLA
qualify and are time pay leave; may be used in
approved for FMLA addition to other forms
leave of paid time off;
employees continue to
accrue PTO; employees
maintain regular
benefits through leave
3
District of Columbia
Washington, D.C. Birth, adoption, District government All purposes: Eight weeks Full salary Must be taken
(2014)† foster placement, employees who are concurrently with FMLA
guardianship neither temporary nor and D.C. FMLA leave
placement, working an
permanent intermittent schedule);
assumption of parents, spouses,
parental domestic partners and
responsibilities family members
for a child, care
for family
member with
serious health
condition
Florida
Coral Gables, Fla. Birth, adoption, Full-time, regular city All purposes: Six 100 percent of base Must run concurrently
(2017) foster placement employees who have consecutive weeks wages for the first with FMLA leave; does
been employed for at two weeks; 75 not affect the ability to
least one year percent for the take any other kind of
following two weeks leave; if a city holiday
and 50 percent for occurs while the
the remaining two employee is on paid
weeks; employees parental leave, such day
may use accrued will be charged to
leave in order to holiday leave, such
receive 100 percent holiday leave will extend
of base pay for the the total paid parental
weeks reimbursed leave entitlement by the
at 75 or 50 percent number of holidays
wages within the parental
leave pay period.
Cutler Bay, Fla. Birth, adoption, Regular, full-time All purposes: Four weeks, 100 percent of Must run concurrently
(2018) foster placement employees who have to be taken in day or regular, straight- with FMLA leave;
worked for the city for week increments in the time weekly pay cannot be used
at least 12 months and concurrently with short-
4
have worked at least first 12 weeks after a term disability benefit; if
1,250 hours during the qualifying event a city holiday or town
12-months preceding administrative leave
the leave and not occurs during the period
covered by a collective of paid parental leave,
bargaining agreement; such day will be charged
parents to holiday pay but will
not extend the total paid
parental leave
entitlement
Doral, Fla. (2016) Birth, adoption, Full-time regular All purposes: Four weeks 100 percent of Will run concurrently
foster placement employees not covered straight-time, with FMLA leave; after
by a collective regular pay paid parental leave or
bargaining agreement; other short-term
been employed by the disability leave for
city for at least 12 employees giving birth is
months; have worked exhausted, the balance
at least 1,250 hours of FMLA leave (if
during the 12 months applicable) will be
preceding the leave; compensated through
parents the employee’s accrued
sick, vacation or
personal time; once
accrued leave is
exhausted, any
remaining leave will be
unpaid; if a city holiday
occurs during the period
of paid parental leave,
such day will be charged
to holiday pay but will
not extend the total paid
parental leave
entitlement; if the city
offers administrative
leave during the period
5
of paid parental leave,
that time will be
recorded as paid
parental leave and the
entitlement will not be
extended; an employee
who takes paid parental
leave that does not
qualify for FMLA leave
will still be afforded the
same level of job
protection available
under the FMLA while
on paid parental leave
Gainesville, Fla. Birth, adoption, All non-represented All purposes: 12 100 percent regular Must be used
(2018) foster placement regular employees who consecutive weeks base pay concurrently with FMLA
have been employed by immediately following a leave
the city for at least one qualifying event
year and have worked
at leave 1,250 hours
during the 12 months
previous to the leave;
parents
Hillsborough Birth, adoption, Employees who have All purposes: 240 hours 100 percent of Will run concurrently
County, Fla. (2018) foster placement at least one year of (pro-rated for employees regular, straight- with FMLA leave for
continuous service and in reduced-hour positions) time weekly pay employees who qualify
either occupy a full- for FMLA leave; annual
time position or are a and sick leave continue
benefits-eligible to accrue during the
employee within the period of paid parental
classified or leave; if a holiday occurs
unclassified service; during paid parental
parents leave, the employee will
receive holiday pay
instead of paid parental
leave, but a holiday does
6
not extend the duration
of the leave.
Employees who are

eligible for short-term
disability (STD) or long
term disability (LTD)
benefits must apply for
those benefits; if an
employee receives STD
benefits, the county will
compensate the
difference in benefit
amount to ensure the
employee receives a total
of 100 percent of regular
pay.
Jacksonville, Fla. Birth, adoption Employees who have All purposes: Six weeks 100 percent of Will run concurrently
(2018) worked for the village immediately following the regular, straight- with FMLA and be
for at least 12 birth or adoption; may be time pay counted toward 12-week
consecutive months taken intermittently entitlement; if a city
and have worked at during the six-week holiday occurs during
least 1,250 hours period paid parental leave, the
during the 12 months employee receives
preceding the leave; holiday pay and the
parents holiday will not reduce
the original six week
benefit; other benefits
remain the same during
the period of paid
parental leave
Leon County, Fla. Birth, adoption Regular full-time and All purposes: Six For Week 1 and 2: Will run concurrently
(2017) part-time employees continuous weeks 100 percent of base with FMLA leave;
who meet the hours following the qualifying hourly rate of pay; annual and sick leave
and service eligibility event. If both employees For Week 3 and 4: continue to accrue
requirements under work for the county, 75 percent of base during the period of paid
7
the Family and under FMLA there is a hourly rate of pay; parental leave; if a
Medical Leave Act combined 12-week limit. For Week 5 and 6: holiday occurs during
(FMLA); an employee Additionally, each 50 percent of base paid parental leave, the
must have worked for employee is entitled to a hourly rate of pay employee will receive
the county for at least six week paid parental holiday pay instead of
12 months and worked leave period; the two six paid parental leave, but
at least 1,250 hours week periods cannot be a holiday does not
during the 12 month shared between each extend the duration of
period preceding the spouse; however, spouses the leave
leave; parents (incl. are permitted to stagger
birth and adoption) the start of their
continuous six week
periods as long as the
combined period does not
extend past 12 weeks.
Miami Beach, Fla. Birth, adoption, Employees who have All purposes: Six weeks 100 percent of base Will run concurrently
(2016) foster placement, worked for the city for wages for first two with FMLA leave and
recovery from one continuous year; weeks, 75 percent of any other unpaid leave
stillbirth parents regardless of base wages for offered by the city for
gender, same-sex following two weeks, childbirth or adoption
couples 50 percent of base
wages for remaining
Implementation for two weeks;
employees covered by employee may use
collective bargaining accrued leave to
agreements is receive
contingent upon compensation up to
collective bargaining 100 percent during
and union approval to weeks reimbursed
the extent that union at rates of 75
approval is necessary percent and 50
percent
Miami-Dade Birth, adoption, Employees who have All purposes: Six weeks 100 percent of base Will run concurrently
County, Fla. (2016) foster placement, worked for the city for wages for first two with FMLA leave and
recovery from at least one year; weeks, 75 percent of any other unpaid leave
parents regardless of base wages for
8
stillbirth, gender; same-sex following two weeks, offered by the city for
surrogacy couples 50 percent of base childbirth or adoption
wages for remaining
Includes employees two weeks;
covered by collective employee may use
bargaining agreements accrued leave to
whose agreement receive
explicitly provides for compensation up to
this benefit 100 percent during
weeks reimbursed
at rates of 75
percent and 50
percent
Palm Beach Birth, adoption Full-time employees All purposes: Six weeks 100 percent of base Will run concurrently
County, Fla. (2017) or foster with at least one year pay with FMLA leave;
placement of service; parents vacation and sick leave
continue to accrue
during period of paid
parental leave
St. Petersburg, Fla. Birth, adoption, Full-time city All purposes: Six weeks Full pay of regular Must run concurrently
(2015) foster placement employees; parents base salary with FMLA leave
Tallahassee, Fla. Birth, adoption Permanent full or part- All purposes: 240 hours, Not specified Must run concurrently
(2019) time city employees prorated for part-time with FMLA leave;
who are FMLA-eligible employees, which must personal leave and sick
and not covered by a begin in the first 12 leave continue to accrue
collective bargaining weeks following birth or during parental leave;
agreement; parents health and other
adoption; cannot be used
regardless of gender; insurance benefits will
intermittently.
does not cover foster continue at the same level
during parental leave; if a
parents, surrogate
paid holiday occurs
mothers or sperm
during parental leave, the
donors employee receives holiday
pay, but the holiday does
not extend the duration of
the parental leave
9
Tampa, Fla. (2017) Birth, adoption, Employees who are Primary caregivers: Eight 100 percent of pay Will run concurrently
foster placement assigned at least 40 of consecutive weeks with FMLA leave; sick
hours of work per week and annual leave
and who have worked Secondary caregivers: continue to accrue
for the city for at least Two consecutive weeks during the period of paid
one continuous year parental leave; if a
holiday occurs during
paid parental leave, the
employee receives
holiday pay
Wellington, Fla. Birth, adoption, Employees who have All purposes: Six 100 percent of base Will run concurrently
(2016) foster placement worked for the village consecutive weeks wages with FMLA leave; Short
for at least 12 Term Disability (STD)
consecutive months must be used (as
and have worked at applicable) concurrently
least 1,250 hours with paid parental
during the 12 months leave, and paid parental
preceding the leave; leave will offset any pay
parents not covered by STD
West Palm Beach, Birth, adoption, Full-time employees All purposes: Six weeks Base hourly rate of Will run concurrently
Fla. (2016) foster placement who have worked for pay with FMLA leave
the city at least 12
months and worked at
least 1,250 hours
during the 12 months
preceding the leave;
parents
Georgia
Atlanta, Ga. (2015) Birth, adoption, City employees; Primary caregiver: Six Full salary Must run concurrently
foster placement primary caregivers, weeks with FMLA leave
domestic partners and
spouses Non-primary caregiver
who is a domestic
partner or spouse: Two
weeks
10
Clarkston, Ga. Birth, adoption, Employees who have All purposes: Eight weeks 67 percent of then- Will run concurrently
(2016) foster placement, worked for the city for prevailing salary with FMLA leave;
pregnancy, at least six consecutive annual leave and sick
childbirth months preceding the leave continue to accrue
recovery leave; biological, during the period of paid
adoptive, and foster parental leave, but will
parents, legal only be credited upon
guardians, domestic return from paid
partners, spouses parental leave
Fort Valley, Ga. Birth, adoption Employees of the city Parent who gives birth: Not specified Will run concurrently
(2017) who have accrued at Four weeks (or shift with FMLA leave
least six months of equivalent)
full-time service at the
time leave is granted; Other purposes: One
parents (birth or week (or shift equivalent)
adoption)
Macon-Bibb Birth, adoption Employees who have Parent who gives birth: Not specified Will run concurrently
County, Ga. (2017) accrued at least one Four weeks with FMLA leave
year of full-time
service; biological and Other purposes: One
adoptive parents week
Marietta, Ga. Birth Full-time employees Parent who gives birth: Full salary, Will run concurrently
(2016) who have worked for Four weeks provided the with FMLA leave;
the city for at least one employee has at employees must have at
year; parents who have least four weeks of least 21 hours of
given birth FMLA remaining accruals used during a
weekly pay period in
order to continue
accruing vacation and
sick leave
Warner Robins, Ga. Birth, adoption Employees who have Parent who gives birth: Full salary Will run concurrently
(2017) accrued at least one Four weeks (or shift with FMLA leave;
year of full-time equivalent) annual and sick leave
service; biological and continue to accrue
adoptive parents Other purposes: One during period of paid
week parental leave
11
Idaho
Boise, Idaho (2016) Birth, adoption Regular full and part-- All purposes: Six Not specified Must run concurrently
time employees who continuous work weeks with FMLA leave
have been employed
for 60 days; employees
covered by a collective
bargaining agreement
not included; parents
regardless of gender
Meridian, Idaho Birth, adoption Regular, full-time All purposes: Two Not specified Not specified
(2019) employees who are consecutive calendar
FMLA-eligible; parents weeks
Illinois
Chicago, Ill. (2011) Birth, adoption, Non-union city Parent who gives birth: Full salary Must be taken
recovery from employees who are Six weeks for employee concurrently with FMLA
childbirth FMLA-eligible (have who gives birth via C- leave; can extend leave
worked for the city for section; Four weeks for with other earned paid
at least 12 months and vaginal birth time off
for 1,250 hours in the
previous year); parents Other purposes: Two
and spouses or weeks
domestic partners
Cook County, Ill. Birth, adoption Full-time, non-union Parent who gives birth: Full salary Must run concurrently
(2013) county employees who Six weeks for employee with FMLA leave; may
are FMLA-eligible; who gives birth via C- be combined with other
parents and spouses of section; Four weeks for accrued paid vacation,
domestic/civil union vaginal birth personal and/or sick
partners time to achieve the
Other purposes: Two maximum paid time off
weeks
Indiana
Allen County, Ind. Birth, adoption Full-time, regular All purposes: Three Full salary Must run concurrently
(2019) employees who have weeks, which must be with FMLA leave
worked for the city for
12
at least 12 months; taken within six weeks of
parents birth or adoption
Fort Wayne, Ind. Birth, adoption Employees who have All purposes: 120 hours Full salary Must run concurrently
(2018) worked for the city for during the first 12 weeks with FMLA leave; runs
at least 12 months and following a birth or in addition to but
worked at least 1,250 adoption, not to be taken concurrent with short-
hours during the 12- intermittently term disability benefit; if
month period a city holiday occurs
preceding leave; birth For employees with short- during paid parental
mothers, biological term disability benefits leave, the employee
fathers, and adoptive associated with receives holiday pay but
mothers or fathers; childbirth, the 120 hours length of parental leave
does not cover will cover the one week is not extended; vacation
individuals who adopt waiting period before continues to accrue
a spouse’s child benefits pay, then will during the period of paid
cover 40 percent of salary parental leave
not covered by short-term
disability for the
following five weeks
South Bend, Ind. Birth, adoption Full-time and benefit- All purposes: Six weeks; 100 percent of Will run concurrently
(2018) eligible employees who may be taken regular, straight- with FMLA and be
have worked for the continuously or in one- time weekly pay counted toward 12-week
city for at least 12 week increments within entitlement; if a city
months and have the first six months holiday occurs during
worked at least 1,250 following birth or paid parental leave, the
hours during 12-month adoption employee receives
period preceding the holiday pay but length of
leave; parents who are parental leave is not
primary caregivers, extended; vacation and
which may be both sick leave continue to
parents; does not cover accrue during the period
individuals who adopt of paid parental leave
a spouse’s child
13
Iowa
Dubuque, Iowa Birth, adoption, Full-time, non- All purposes: 12 weeks, Regular base pay Use of parental leave
(2019) foster-to-adopt bargaining unit can be used plus longevity will not reduce eligibility
placement employees; parents; intermittently for other types of leave
does not cover foster
parents, legal
guardians, surrogate
mothers or biological
parents with no
parental rights,
miscarriage or the
death of a child, or
individuals who adopt
a spouse’s child
Iowa City, Iowa.† Birth, adoption; Employees who have All purposes: Four weeks, 70 percent of Must run concurrently
(2018) spouse, parent or been employed for one available after two weeks regular rate of pay; with FMLA leave
child diagnosed year in a permanent of leave during which employee may use
with a serious position who are not employees must use other other leave or
health condition covered by a collective accrued leave or go accrue additional
bargaining agreement; unpaid paid work hours to
parents, individuals supplement
with a spouse, parent remaining pay
or child with a serious
health condition
Kansas
Roeland Park, Kan. Birth, adoption, Full time regular and All purposes: Six Employee’s certified Eligible employees must
(2020) foster placement appointed employees continuous weeks, must normal rate of pay apply for short-term
who have worked for be used within 12 weeks disability benefits as a
the city for at least 12 of birth, adoption or condition of receiving
months and at least foster placement paid parental leave, and
2,080 hours; does not short-term disability
cover surrogate benefits will offset
mothers, sperm salary continuation
donors, individuals through paid parental
who adopt a spouse’s leave; vacation and sick
14
child, or respite leave continue to accrue
placement (temporary during the period of paid
care for a foster child parental leave; if a
of another foster holiday occurs during
family) the period of paid
parental leave, the
employee will receive
holiday pay in lieu of
paid parental leave but
length of parental leave
is not extended
Shawnee, Kan. Birth, adoption, Regular full time and Parent who gives birth: Not specified Must run concurrently
(2019) foster placement part-time employees; For 40 hour/week with FMLA leave; if a
parents (incl. birth, employees, 240 hours; for city holiday occurs
adoption and foster), fire department 24-hour during the period of paid
does not cover shift employees, 336 parental leave, the day
individuals who adopt hours; for part-time will be charged to
a spouse’s child employees classified as holiday pay and will
three-quarter time, up to extend the total paid
180 hours; for part-time parental leave
employees classified as entitlement; an
half-time, up to 120 hours employee who takes paid
parental leave but does
Other parents: For 40 not qualify for FMLA
hour/week employees, 120 will be afforded the
hours; for fire department same level of job
24-hour shift employees, protection for the paid
168 hours; for part-time parental leave as if they
employees classified as were on FMLA-
three-quarter time, 90 qualifying leave
hours; for part-time
employees classified as
half-time, 60 hours
15
Maryland
Salisbury, Md. Birth, adoption Employees who have All purposes: Six weeks; Not specified Must run concurrently
(2018) worked for the city for can be non-consecutive. If with FMLA leave; may
at least 12 months and both parents are exhaust paid parental
for at least 1,250 hours employed by the city, six leave before using other
during the previous 12 weeks is the maximum accrued sick or leave
months; parents combined total available. time; use of accrued sick
time and leave time will
not extend or delay the
12 week family/medical
leave period
Massachusetts
Boston, Mass. Birth, adoption, Exempt/non-union city All purposes: Six weeks Full base wages for Must run concurrently
(2015) surrogacy, employees with at first two weeks; 75 with leaves under
recovery from least one year of percent for next two FMLA, Massachusetts
stillbirth service and employees weeks; 50 percent Parental Leave Act and
covered by a collective for final two weeks the city’s unpaid leave
bargaining agreement due to childbirth or
providing for this adoption; can receive full
benefit; parents, pay for final four weeks
spouses and domestic of leave by
partners supplementing with
vacation and sick time
Cambridge, Mass. Birth, adoption, Non-union employees All purposes: Eight weeks Not specified Must run concurrently
(2015) foster placement, in regular, benefitted with leaves under FMLA
surrogacy, positions who have and Massachusetts
stillbirth worked for the city for Parental Leave Act;
at least three policy provides for up to
continuous months in 24 weeks of leave with
a regular, non-union first eight weeks paid
position budgeted to through paid parental
work at least 20 hours leave policy; In addition,
per week; union women who have given
employees are covered birth may use up to
only if specifically eight weeks of
16
provided for in accumulated sick time
collective bargaining immediately following
agreements; parents birth; all new parents
regardless of gender may use up to four
weeks of accumulated
sick time to bond with
new child; employees
can also use accrued
vacation, personal,
compensatory and/or
administrative time;
service credit, sick leave,
vacation leave and
personal time continue
to accrue during paid
portion of leave
Michigan
Ferndale, Mich. Birth, adoption Permanent full-time All purposes: 12 weeks Full salary; up to Must run concurrently
(2016) employees who work at (six weeks of city paid nine weeks – six with FMLA leave;
least 35 hours per parental leave, initial weeks of city employee must exhaust
week or permanent immediately followed by paid parental leave banked leave being used
full-time employees on up to three weeks of and three weeks of for the up to three weeks
a leave of absence employee’s own accrued, city matched of employee-paid leave
(incl. but not limited to vacation, parental leave – are matched by the city
extended sick leave) sick and/or personal time, funded from the city
who ordinarily work to be matched by the city budget and up to
35+ hours per week; for up to three weeks of three weeks are
biological parents of a additional paid parental paid by the
newborn and legal leave) employee through
guardians of a newly banked time
adopted/placed minor
child
17
Minnesota
Brooklyn Park, Birth, adoption City employees who All purposes: Two weeks Full salary One week (five
Minn. (2014) have worked an consecutive days) is
average of 20 immediately available,
hours/week for six and a second week may
consecutive months, be taken immediately
excluding independent after the employee has
contractors or used 12 weeks of FMLA
employees covered by a or state parenting leave,
collective bargaining which will also require
agreement; parents the employee to use
accumulated sick leave
until 80 hours remain
Hennepin County, Birth, adoption County employees, All purposes: 120 hours Full salary Must be taken
Minn. (2015) including those for full-time employees concurrently with FMLA
covered by collective (prorated for part-time leave; can use sick time
bargaining employees) and short-term
agreements; parents, disability before leave
spouses and domestic and vacation donation
partners program after leave
Minneapolis, Minn. Birth, adoption Regular or seasonal All purposes: 120 hours Wages and fringe Must run concurrently
(2015) full-time or regular (three weeks) for regular benefits with FMLA, Minnesota
part-time city or seasonal full-time Pregnancy and
employees who are employees Parenting Leave and
eligible to accrue sick paid holiday leave;
leave and have no 60 hours for regular part- vacation and sick leave
disciplinary action in time employees who work continue to accrue while
the previous two years 20 hours per week employee is out on paid
for tardiness, parental leave
absenteeism or the 163.8 hours for sworn fire
misuse of sick leave; personnel working a 24-
parents, domestic hour shift
partners and spouses
18
Prorated leave for eligible
employees not described
above
Richfield, Minn. Birth, adoption Regular benefit- All purposes: Ten 100 percent of Holidays count as
(2016) earning employees who consecutive working days regular base wage regularly scheduled
have been employed by (80 hours; prorated hours work days and are
the city and are benefit for part-time employees) included in the 10 days;
earning for a minimum must run concurrently
of one continuous year with FMLA leave,
(12 months); adoptive Minnesota Parental
or biological parents Leave and/or Short
regardless of gender; Term Disability (STD);
does not cover foster other leave continues to
parents, surrogate accrue during paid
mothers or sperm or parental leave
egg donors
St. Louis Park, Birth, adoption Regular benefit- All purposes: 21 calendar Full regular base For birthing parents,
Minn. (2015) earning city employees days wage must run concurrently
who worked at least 20 with short-term
hours/week for one disability coverage and
continuous year; FMLA; ER benefit
parents (excludes contribution and leave
sperm or egg donors accrual continues during
and surrogate leave
mothers)
Saint Paul, Minn. Birth, adoption Certified, provisional Parent who gives birth: Full certified normal Must be taken
(2015) and appointed city Four weeks rate of pay for full- concurrently with FMLA
employees who are time employees; leave; can extend leave
FMLA-eligible; parents Other purposes: Two part-time employees with vacation and sick
(excludes sperm donors weeks paid according to time
and surrogate average hours
mothers) worked in past 12
months
19
Missouri
Kansas City, Mo. Birth, adoption Regular and appointed All purposes: Six weeks Full base pay Must run concurrently
(2016) city employees who with family and medical
have been employed by Parent who gives birth: leave under the city’s
the city for at least 12 Additional two weeks if Family and Medical
months and have medically necessary to Leave Policy; does not
worked a minimum of recover from a C-section reduce eligibility for
1,250 hours in the 12 delivery and/or other other types of paid and
months prior to the birth complication unpaid leaves (sick
leave; parents leave, vacation, personal
leave, holiday, short-
term disability, etc.)
Montana
Helena, Mont. Birth, adoption, Regular full and part- All purposes: Four weeks Current hourly rate Will run concurrently
(2017) foster care time employees who (160 hours) immediately of pay; part-time with FMLA leave; must
have been employed following the birth, employee’s pay is exhaust paid parental
for at least 12 adoption or foster prorated based on leave before using other
consecutive months placement average weekly paid or unpaid leave;
and who have hours that their sick and vacation leave
successfully completed position is budgeted continue to accrue
their probationary for during the during parental leave; if
period; parents, current fiscal year a holiday occurs during
including established paid parental leave, the
domestic partners employee receives
holiday pay, but a
holiday does not extend
the duration of leave
Missoula, Mont. Pregnancy, Full- and part-time Parent who gives birth: Current hourly rate Will run concurrently
(2016) childbirth employees who have Six continuous weeks of pay; part-time with FMLA leave; sick
worked for the city for employees’ pay is and vacation leave
at least 90 days; prorated based on continue to accrue
individuals with average weekly during period of
physical limitations hours worked pregnancy-related
imposed by pregnancy during six weeks medical leave (PRML); if
or childbirth before leave a holiday occurs during
20
employee receives
holiday pay in lieu of
PRML pay, but a
holiday does not extend
the duration of PRML
Missoula County, Birth, adoption Regular or All purposes: Six Full salary Will count concurrently
Mont. (2016) probationary status continuous weeks (based against family and
county employees who on average hours worked medical leave for FMLA-
have been employed in six weeks preceding eligible employees;
for at least 180 leave for part-time employee must exhaust
consecutive calendar employees) paid parental leave
days; parents and before using other paid
established domestic or unpaid leave;
partners holidays that occur
during leave will be paid
as such and not counted
as leave
New Hampshire
Hopkinton, N.H. Birth, adoption Full- and part-time Parent who gives birth: Full base rate of pay Must run concurrently
(2015) city employees who Six weeks for employee for full-time with FMLA; vacation,
work at least 20 who gives birth via C- employees; part- personal time and sick
hours/week, excluding section or vaginal birth time employees paid time benefits will
call/per diem and according to regular continue during
temporary employees; Other parents: Two weekly work parental leave
parents, spouses and weeks schedule prior to
partners leave
New Jersey
Hoboken, N.J. Birth, adoption City employees who All purposes: Six weeks, City will Information not
(2018) have one year of full- increasing to 12 weeks on supplement weekly available
time service at the July 1, 2020 wages provided to
time of application for the employee
leave, are approved for through New Jersey
parental leave under Family Leave
21
the FMLA and/or New Insurance to bring
Jersey Family Leave the employee to full
Act, and for leave weekly wages
under the Family
Leave Insurance
provision of the New
Jersey Temporary
Disability Benefits
Law; parents
Jersey City, N.J. Birth, adoption City employees who All purposes: Six weeks, City will Information not
(2018) have one year of full- increasing to 12 weeks on supplement weekly available
time service at the July 1, 2020 wages provided to
time of application for the employee
leave, are approved for through New Jersey
parental leave under Family Leave
the FMLA and/or New Insurance to bring
Jersey Family Leave the employee to full
Act, and are approved weekly wages
for leave under the
Family Leave
Insurance provision of
the New Jersey
Temporary Disability
Benefits Law; parents
New Mexico
Albuquerque, N.M. Birth, adoption, Benefits eligible All purposes: 12 weeks Full pay Must run concurrently
(2018) foster placement employees who have within 6 months after the with FMLA leave
worked for the city for birth, adoption or foster
at least 12 months and placement
have worked at least
1,250 hours in those 12
months; parents,
including domestic
partners; does not
cover individuals who
adopt a spouse’s or
22
domestic partner’s
child
New York
New York City, City employees: City employees: City employees: 30 work City employees: Full City employees: Must
N.Y. (2015; United Birth, adoption, Managerial and non- days (pro-rated for part- salary run concurrently with
Federation of foster placement managerial city time employees) FMLA leave; employee
Teachers (UFT) employees not UFT-represented need not use accrued
agreement 2018) UFT-represented represented by a union UFT-represented employees: Full sick or annual leave and
employees: (original jurisdiction employees: Six salary provided will continue to accrue
Birth, adoption workers) in active continuous weeks, not to through the UFT such leave during the
or foster status; parents extend beyond the end of Welfare Fund period of paid parental
placement of a the school year for leave, but will only be
child or children UFT-represented employees who work a credited with it upon
under the age of employees: Eligible school year employee’s return from
six employees represented paid parental leave
by the United
Federation of UFT-represented
Teachers, including employees: Must run
full time employees, concurrently with FMLA
non-pedagogical and leave; employees have
adult education multiple options for
employees who work a coordinating paid
regular schedule of 20 parental leave with
hours per week or other accrued leave
more, and hearing
officers who worked
more than 960 hours
in the 12 calendar
months prior, who
have been employed
for at least 12 months;
parents, regardless of
gender; does not cover
surrogate mothers
23
Syracuse, N.Y. Birth, adoption, Employees who are not All purposes: 12 weeks; Not specified Not specified
(2018) foster placement covered by a collective can be used
bargaining agreement; intermittently in one-
other eligibility week increments or to
requirements not create a part-time
specified schedule
North Carolina
Cary, N.C. (2017) Birth, adoption, Regular employees All purposes: Six weeks Regular salary Not required to run
foster or who have worked for concurrently with FMLA
guardianship the city for at least 12 leave; other forms of
placement months and are leave continue to accrue
eligible for FMLA during the period of paid
leave parental leave
Chapel Hill, N.C. Birth, adoption Regular full or part- All purposes: Six Full regular salary Will run concurrently
(2017) or foster time employees who continuous weeks; must with FMLA leave; other
placement have been in pay be taken immediately forms of leave continue
status for the prior 12 following the qualifying to accrue during the
month period; parents event. If both parents are period of paid parental
(incl. birth parent, employed by the town, leave
spouse, qualifying each parent will receive
domestic partner, six weeks of paid parental
adoptive and foster leave and must use it at
parents; excl. those the same time.
adopting a stepchild or
partner's child)
Charlotte, N.C. Birth, adoption, Employees who have All purposes: Six weeks Information not Will run concurrently
(2017) foster or completed a total of 12 provided with FMLA leave
guardianship months of employment
placement (does not have to be
concurrent) and 1,250
compensable hours
during the 12-month
period preceding leave;
parents (incl. birth,
24
adoptive, foster and
legal guardian)
Durham, N.C. Birth, adoption Non-probationary, full- All purposes: Twelve Full salary Will run concurrently
(2017) or guardianship time and temporary consecutive weeks within with FMLA leave;
placement with benefits 12 months of the vacation and sick leave
employees who have qualifying event. If both continue to accrue
completed one year of parents are employed by during the period of paid
service and who the town and are FMLA- parental leave
qualify under the eligible they will be
Family and Medical eligible for a combined
Leave Act (FMLA); total of 12 weeks of paid
parents (incl. birth, parental leave
adoptive or legal
guardian; excl.
adoption of a spouse’s
or certified dependent’s
children)
Durham County, Birth, adoption, County employees who All purposes: 12 weeks Full pay Will not run
N.C. (2016) foster or in loco accrue and use sick concurrently with FMLA
parentis leave covered by the leave; other forms of
placement Personnel Ordinance leave continue to accrue
and those pursuant to during the period of paid
a Memorandum of parental leave
Understanding;
biological, adoptive,
step-, and foster
parents, and those
standing in loco
parentis to a child
Greensboro, N.C. Birth; adoption, Benefit-eligible full- All purposes: Six Full salary Will run concurrently
(2016)† foster, in loco and part-time consecutive weeks with FMLA leave;
parentis or employees who have employee may exhaust
guardianship worked for the city for all available Planned
placement, or at least 12 months; Leave Without Pay, Fair
care of adult parents (including Labor Standards Act
child incapable biological parents, compensatory time,
25
of self-care due legal custodians, holiday leave, other
to physical or persons acting as a compensatory time,
mental disability child’s guardian annual leave or sick
regardless of legal leave after Paid
status, aunts, uncles Parental Leave has been
and grandparents); exhausted; annual leave
and spouses of any of and sick leave continue
the foregoing to accrue during the
period of paid parental
leave
Hillsborough, N.C. Birth, adoption, Regular full-time or All purposes: Six Full salary Will run concurrently
(2016) foster, part-time, benefit- continuous weeks within with FMLA leave;
guardianship or eligible employees who 12 months of the vacation and sick leave
in loco parentis qualify under the qualifying event. If both continue to accrue
placement Family and Medical parents are employed by during the period of paid
Leave Act (FMLA); the town and have one parental leave
parents (incl. birth, qualifying event, each
adoptive, foster, legal parent is eligible for the
guardian and those six weeks of paid parental
standing in loco leave, either
parentis to a child) consecutively or
intermittently.
Mecklenburg Birth, adoption Full-time benefit- All purposes: Six 100 percent of Will run concurrently
County, N.C. or foster care eligible employees who continuous weeks within employee’s salary with FMLA leave; other
(2017)† placement or to are qualified under the 12 months of the forms of leave continue
care for a spouse, Family and Medical qualifying event. If both to accrue during the
son, daughter or Leave Act (FMLA) and parents are employed by period of paid parental
parent who has a on approved FMLA the county, each parent is or family leave
serious health leave for qualifying eligible for the six weeks
condition leave purposes of paid leave.
Parental leave: Parents

(incl. birth, adoption
and foster)
26
Family care leave:
Employees providing
care for a spouse, son,
daughter or parent
who has a serious
health condition
Morrisville, N.C. Birth, adoption, Regular, full-time All purposes: Six weeks. 100 percent of Will run concurrently
(2017) foster or employees who have If both parents and/or regular, straight- with FMLA leave;
guardianship worked for the town legal guardians work for time pay employees who are
placement for at least 12 months the town, the combined enrolled in a voluntary
and have worked at maximum amount of paid short-term disability
least 1,250 hours over parental leave is six benefit associated with
the previous 12 weeks. childbirth may use paid
months; parents and parental leave during
legal guardians the waiting period and
short-term disability for
the qualifying medical
period for recovery after
childbirth, and may
request to use any
remaining paid parental
leave at the conclusion
of short-term disability
leave; paid parental
leave may be taken in
weekly increments
Orange County, Birth, adoption, Full-time and part- All purposes: Six Information not Will run concurrently
N.C. (2017) guardianship or time benefit-eligible consecutive weeks. If both provided with FMLA leave;
foster care employees who qualify parents are employed by vacation and sick leave
placement for family medical the county, each parent is continue to accrue
leave under the Family eligible for the six weeks during the period of paid
Medical Leave Act; of paid leave. parental leave
parents (incl. birth,
adoption, guardian and
foster)
27
Rolesville, N.C. Birth, adoption, Regular full-time or All purposes: Six weeks Normal rate of pay Will run concurrently
(2017) foster, part-time employees within 12 months of the with FMLA leave; other
guardianship or who have worked for date of the qualifying forms of leave continue
in loco parentis the town for at least 12 event. If both parents are to accrue during the
placement months and who employed by the town period of paid parental
qualify for family and and have one qualifying leave
medical leave; parents event, each parent is
(incl. biological, eligible for six weeks of
adoptive, foster, legal paid parental leave,
guardian and those either consecutively or
standing in loco intermittently.
parentis to a child)
Wake County, N.C. Birth, adoption, Employees who have All purposes: Six weeks Not specified Will run concurrently
(2016) foster, in loco worked for the county with FMLA leave;
parentis or for at least 12 months Medical complications or annual leave and sick
guardianship and qualify for FMLA cesarean delivery: leave continue to accrue
placement leave; parents, legal Additional two weeks during the period of paid
guardians, individuals parental leave;
who permanently employees who have
assume and discharge elected Short Term
parental Disability (STD) may
responsibilities (in loco choose to use STD first
parentis) before receiving paid
parental leave
Employees who are not

eligible for FMLA leave
may be approved for a
leave of absence to use
other paid leave or leave
without pay
Ohio
Beachwood, Ohio Birth, adoption, Employees who have Birth or adoption: Four Full salary Will run concurrently
(2018) stillbirth, worked for the city for continuous weeks; with FMLA leave; other
adopted child’s at least 12 months and beginning on the date of leave benefits continue
death have worked at least the qualifying event. An to accrue during the
28
1,250 hours the 12 employee may elect to period of paid parental
months preceding the take intermittent leave, leave; employee must
leave; biological in which case the leave exhaust paid parental
parents, legal shall not extend beyond leave before using
guardians of newly six calendar months from accrued leave time;
adopted children, the qualifying event. holidays that occur
individuals who lose a during leave will be paid
pregnancy during the Third-trimester as such and not counted
third trimester, or miscarriage, stillbirth or as leave
whose newborn or new child’s death: Three
adopted child dies
weeks
during the period of
paid parental leave
Cincinnati, Ohio Birth, adoption Permanent full-time All purposes: Six weeks 70 percent of Must run concurrently
(2016) employees working at (two weeks during which regular rate of pay with FMLA leave;
least three-quarter employee may use paid after unpaid 14-day during 14-day waiting
time1; parents sick or vacation time, waiting period, pro- period, employee may
followed by four weeks of rated for fewer than use accumulated paid
paid parental leave) 40 hours/week sick time, and if
insufficient,
accumulated vacation
time and/or up to 80
hours (pro-rated for
part-time employees) of
future paid sick time;
employee may receive
full pay during parental
leave period by
supplementing
accumulated sick or
vacation time
Columbus, Ohio Birth, adoption, Employees who have Parental leave: Up to a 70 percent of Will run concurrently
(2017)† care for a family worked for the city for total of six weeks, current salary; with FMLA leave; paid
1The ordinance states that permanent part-time employees are also covered, but the city’s personnel policy only mentions coverage for employees working at least three-
quarter time.
29
member with a at least 12 months, including an initial two employee may use parental leave is in
serious health who have worked for at weeks of leave for which accrued leave to addition to, but runs
condition least 1,250 hours over employee may use supplement income concurrent with, any
the 12 months accrued leave time or up to 100 percent of short-term disability
preceding the leave, take unpaid, followed by current salary benefit associated with
and who have four weeks of paid childbirth; during leave,
requested and received parental leave employee may not
FMLA leave. accrue additional leave
Caregiver leave: Up to a or receive pay or credit
Parental leave: Parents total of four weeks, for unworked holidays
(incl. biological parent, including an initial two
adoptive parent, weeks of leave for which
spouse or domestic employee may use
partner of biological or accrued leave time or
adoptive parent, or take unpaid, followed by
legal guardian; must two weeks of paid
reside in the same caregiver leave
household as the
child); must not have
taken paid parental
leave in the preceding
12 months
Caregiver leave:
Employees providing
care for a parent,
spouse, son or
daughter with a
serious health
condition; must not
have taken paid
caregiver leave in the
preceding 12 months
Dayton, Ohio Birth, adoption Permanent full-time or All purposes: Six weeks 70 percent of Unpaid or partially paid
(2015) part-time employees (two weeks during which regular rate of pay parental leave
who work at least 35 employee may use paid counts toward FMLA
30
hours per week; sick, personal or vacation after unpaid 14-day entitlement if employee
biological parents of time, followed by four waiting period is not working; EE can
newborn or legal weeks of paid parental receive full pay during
guardians of newly leave) 14-day waiting period
adopted child residing and parental leave by
in same household supplementing sick,
personal or vacation
leave or compensatory
time balance; since
parental leave is
designated as FMLA
leave, employees need
not exhaust accrued
paid leave prior to going
on unpaid leave
Lucas County, Ohio Birth, adoption An employee who has All purposes: Twelve 75 percent of Will run concurrently
(2017) completed 180 days of weeks (480 hours) during straight-time, with FMLA leave, if the
work for Lucas County; the first 12 weeks regular pay (based employee meets
parents (including following birth or on full-time eligibility requirements
birth and adoptive adoption. If both parents equivalency); of the FMLA; if a
parents and same-sex work for the county, each employee may use holiday occurs during
domestic partners of may receive up to 240 accrued paid time paid parental leave, the
birth and adoptive hours of paid parental off to supplement employee receives
parents) leave. the remaining 25 holiday pay in lieu of
percent paid parental leave pay;
paid parental leave may
be taken on an
intermittent or reduced
schedule basis with
supervisory approval
Middletown, Ohio Birth, adoption, Full-time employees, All purposes: Six weeks For employees with Must run concurrently
(2020) foster placement including employees on less than one year of with the first six weeks
probation; parents service, 25 percent of FMLA leave;
(incl. birth, adoption of hourly pay; for employees may use
and foster) one to four years, 50 other forms of accrued
percent; for five or leave to supplement
31
more years of paid parental leave up to
experience, 75 their regular hours
percent
Newburgh Birth, adoption Full-time employees All purposes: Six months 100 percent of Will run concurrently
Heights, Ohio who have been straight-time, with FMLA leave if
(2016) employed by the regular pay employee is eligible; if
village for at least one an official holiday occurs
continuous year and during paid parental
are not elected leave, the employee
officials; biological or receives holiday pay in
adoptive parents, lieu of a paid parental
same-sex domestic leave day
partners
Oberlin, Ohio Birth, adoption, Full or part-time All purposes: Eight weeks 75 percent of Must run concurrently
(2019) foster placement regular employees who in the three months regular, straight- with FMLA leave; for a
have been employed by following a qualifying time weekly pay woman who gives birth,
the city for at least 12 event; can be taken parental leave
months (which do not intermittently or on a commences after any
need to be consecutive) reduced schedule basis pregnancy-related short-
and have worked at term disability leave;
least 1,250 hours in employees are able to
the preceding 12 supplement remaining
months; parents (incl. 25 percent of parental
birth, adoptive and leave pay with accrued
foster parents, paid leave
committed partners of
birth mothers, and
parents by surrogacy
arrangements); does
not cover individuals
who adopt a spouse’s
child
Summit County, Birth, adoption, Employees who have Birth or adoption: Six 100 percent of Will run concurrently
Ohio (2016) recovery from worked for the county consecutive weeks straight-time, with FMLA leave; if a
stillbirth or late- for at least 12 months regular pay holiday occurs during
term miscarriage and have worked at paid parental leave, the
32
least 1,250 hours Stillbirth or death during employee receives
during the 12 months third trimester of holiday pay in lieu of a
preceding the leave; pregnancy: Three weeks paid parental leave day,
biological and adoptive but a holiday does not
parents who reside in extend the duration of
the same residence as paid parental leave; all
the child other forms of paid leave
continue to accrue
during the period of paid
parental leave
Upper Arlington, Birth, adoption Full-time, non- All purposes: Four 70 percent of base Employees may work or
Ohio (2018) bargaining unit continuous weeks (160 rate of pay utilize other forms of
employees with at hours), following a 14-day accrued leave during 14-
least one year of unpaid waiting period day waiting period and
service and who have that begins on day of to supplement the paid
worked for at least event leave benefit to 100
1,250 hours during the percent of base rate;
12 months preceding other forms of paid leave
the leave; biological continue to accrue
parents and legal during the period of paid
guardians who reside parental leave; ineligible
in the same household to receive holiday or
as a newly adopted overtime pay while on
child paid parental leave
Oregon
Multnomah Birth (including Regular, probationary All purposes: Six weeks Regular pay rate, Must run concurrently
County, Ore. post-pregnancy and limited duration (240 hours) for full-time not including with FMLA, Oregon
(2015) disability), county employees with employees (prorated for overtime Family Leave Act
adoption, foster at least 180 days of part-time employees) (OFLA) and/or
placement employment; parents contractual leaves; must
(including biological, be used during the
adoptive, foster and approved FMLA and/or
step parents, legal OFLA parental leave;
guardians, and must be used before
individuals standing in other accrued leave (sick
loco parentis), leave, vacation,
33
domestic partners and compensatory time,
spouses saved holiday, etc.) or an
unpaid leave of absence
Portland, Ore. Birth, adoption, Regular, probationary, All purposes: Six weeks Full salary Must run concurrently
(2016) foster placement limited duration and with FMLA and/or
temporary city OFLA
employees in budgeted Leaves or parental leave
positions with 180 under a collective
consecutive calendar bargaining agreement,
days of employment; and must be used during
Bureau Directors and the approved FMLA
“at will” employees in and/or OFLA parental
elected official offices; leave; must also be
parents exhausted prior to use of
sick leave, personal
holidays, vacation leave,
deferred holiday,
management leave,
compensatory time or
unpaid leave during
parental leave not
covered under this policy
Pennsylvania
Allegheny County, Birth, adoption, Non-union, permanent All purposes: Six weeks Full base rate at 40 Does not need to be
Pa. (2015) foster placement and full-time county hours/week taken concurrently with
employees who have FMLA leave; can extend
worked for at least 12 leave with vacation time
months and at least
1,250 hours in the
previous year; parents
without regard to
gender, marital status
or sexual orientation
34
Montgomery Birth, adoption, Full-time employees All purposes: Six weeks, Not specified Must be taken
County, Pa. (2019) guardianship or not represented by a can be used concurrently with FMLA
foster placement union or bargaining intermittently leave
unit; parents
(incl. birth, adoption,
foster and legal
guardians)
Philadelphia, Pa. Birth, adoption, Non-civil service All purposes: Four weeks Full salary Must be taken
(2014) foster placement employees and/or non- concurrently with FMLA
of children under represented employees leave; can extend leave
18 with six months of with other accrued time;
service; parents and birth mothers may also
life partners use up to eight weeks of
accrued sick time
immediately following
the birth of a child
Pittsburgh, Pa. Birth, adoption, Non-union full-time All purposes: Six weeks Full base rate at 40 Must be taken
(2015) foster placement city employees who hours/week concurrently with FMLA
have worked for at leave; can extend leave
least 12 months and with available benefitted
1,250 hours in the time
previous year; parents
Rhode Island
Providence, R.I. Birth, adoption, Regular, full-time All purposes: Six weeks; Not specified Must be taken
(2017) foster placement employees who have can be used concurrently with FMLA
worked for the city for intermittently leave; employee must use
at least 12 continuous all but two weeks of
months, and who are accrued paid time off
not covered by a prior to receiving paid
collective bargaining parental leave; other
agreement; parents forms of leave continue to
accrue during the period
of paid parental leave
35
Tennessee
Nashville, Tenn. Birth, adoption Full-time employees All purposes: Thirty work Full salary Will run concurrently
(2017)† placement, care (32 hours per week or days within 12 months of with FMLA leave if the
for a spouse, son, more) who have the qualifying event. For employee is eligible for
daughter or worked for the city for spouses who are both FMLA leave; other
parent who has a six continuous months employed by the city, forms of leave continue
serious health each spouse shall be to accrue during the
condition Parental leave: Parents entitled to 30 days of paid period of paid parental
(incl. birth and leave leave
adoption)
The Tennessee
Family care leave: Maternity Leave Act
Employees providing shall apply to paid
care for a spouse, son, family leave. An
daughter or parent employee may begin
who has a serious childbirth or bonding
health condition leave by using paid
family leave for 30 days
and may follow such
leave by using regular
FMLA leave for a
combined total not
exceeding 12 weeks
pursuant to the FMLA;
the employee may then
use an additional four
weeks of paid or unpaid
leave, provided they are
determined eligible to
take leave under the
Tennessee Maternity
Leave Act
36
Texas
Austin, Texas Birth, adoption, FMLA-eligible city All purposes: 240 hours Full salary Must be taken
(2013) foster placement employees in regularly (prorated based on concurrently with FMLA
budgeted positions budgeted workweek) leave; must exhaust
(excludes city safety vacation and sick time
workers, temporary first
employees and
employees covered by a
collective bargaining
agreement or meet and
confer agreement);
parents without regard
to marital status or
sexual orientation
DeSoto, Texas Birth, adoption, Employees who have Non-firefighter 100 percent of base Concurrent use of paid
(2019) foster placement been employed full employees: 120 pay rate parental leave and
time for at least one contiguous, FMLA leave does not
year and are FMLA- uninterrupted hours increase the amount of
eligible; parents; does either available to the
not cover surrogate Firefighters: 180 employee; paid parental
mothers or sperm leave must be exhausted
contiguous,
donors before using other forms
uninterrupted hours
of paid or unpaid leave
under the FMLA; use of
parental leave does not
reduce any accrued
vacation or sick leave
balances; holidays that
occur during the period
of paid parental leave do
not increase paid
parental leave time
Lake Jackson, Birth, adoption, Employees who have Employees who are Regular pay Will run concurrently
Texas (2016) foster placement worked for the city for pregnant with a child: Six with FMLA leave
at least 12 months and
have worked at least
37
1,250 hours for the city consecutive weeks (240
in the 12 months hours)
preceding the leave;
parents without regard All other employees who
to the marital status or qualify for parental
sexual orientation of leave: Three consecutive
the parenting weeks (120 hours)
individual
San Antonio, Texas Birth, adoption, Full-time civilian All purposes: Six 100 percent of Will run concurrently
(2016) foster placement employees are eligible consecutive weeks compensation with FMLA leave;
upon hire; does not annual and personal
apply to uniformed leave continue to accrue;
employees covered by a the employee receives
collective bargaining holiday pay where
agreement or trainees eligible
attending the police or
fire academies;
birthing and non-
birthing parents
Utah
Midvale, Utah Birth, adoption, FMLA-eligible city All purposes: Two Full salary Will run concurrently
(2018) foster placement employees consecutive weeks (80 with FMLA leave and
hours), starting on the Short Term Disability (if
date of birth, adoption or applicable).
foster placement
Salt Lake City, Birth, adoption, All full-time employees All purposes: Six weeks 100 percent of Will run concurrently
Utah (2017) foster placement regular salary with FMLA leave; Short
Term Disability (STD)
must be used (as
applicable) concurrently
with paid parental
leave; other forms of
leave continue to accrue
during the period of paid
parental leave
38
Salt Lake County, Birth, adoption, All employees who are Parental leave: Six Not specified Will run concurrently
Utah (2017) recovery from approved for FMLA consecutive weeks with FMLA leave;
pregnancy and leave due to birth or (prorated for employees employees who qualify
childbirth adoption, including who work less than 40 for short-term disability
time-limited hours per week) may receive those
employees; parents payments while
Recovery from receiving paid parental
pregnancy and childbirth: leave
Additional six consecutive
weeks. Birth mothers are
eligible for six weeks of
recovery leave in the
event of a stillbirth
Virginia
Fairfax County, Va. Birth, adoption, "Merit" employees All purposes: 80 hours for Full salary Must be taken
(2012) foster placement (excludes part-time merit employees concurrently with FMLA
employees who work (prorated for part-time leave; however, if FMLA
less than 20 employees); 120 hours for leave has been
hours/week and other full time 24-hour shift fire exhausted, paid parental
limited-term protection employees leave can still be used
employees), full time
24-hour shift fire
protection employees;
parents
Richmond, Va. Birth, adoption, Parental leave: Birthing parent: Eight Base salary Must be taken
(2018) foster care Employees who have weeks (320 hours, or 448 concurrently with FMLA
placement, care worked for the city for hours for firefighters who leave and available
for parent with at least 12 months and work 112 hours biweekly) duration of paid
serious health have worked a within the 12 weeks parental leave will be
condition minimum of 1,250 following the birth; based on employee’s
hours during the 12 cannot be taken FMLA eligibility
months preceding the intermittently balance; must exhaust
leave; parents (incl. paid parental leave
39
and foster parents); Non-birthing parent before using other
individuals providing (incl. adoption or foster accrued paid leave;
care for a parent with placement: Eight weeks,
a serious health may be taken
condition (incl. intermittently
foster and step
Family care leave: Four
parents, legal
weeks, may be taken
guardians and
intermittently
individuals standing in
loco parentis to the
For eligible part-time
employee)
employees, leave duration
for all leave types is
prorated based upon
average hours worked per
week. If two married city
employees are both
eligible for paid parental
leave under FMLA, they
are eligible for a
combined total of eight
workweeks of paid
parental leave or four
workweeks of paid leave
to care for a sick parent.
Virginia Beach, Va. Birth, adoption, Full-time or part-time Birthing parent: Three Base salary Will run concurrently
(2018) care for parent city employees; consecutive weeks (120 with FMLA leave;
with a serious parents (incl. birthing, hours) immediately maternity paid leave
health condition non-birthing); does not following the birth, must be used
cover surrogate cannot be used immediately after event
mothers, sperm donors intermittently and cannot be used
or foster placement; intermittently; paid
individuals caring for a parental leave must be
parents with a serious used within 12 weeks
health condition (incl. following event and may
biological parents and be taken intermittently;
40
individuals standing in Non-birthing parent employees can donate
loco parentis to the (incl. adoption or foster sick leave to provide
employee) placement): another employee with
Two weeks (three weeks paid leave for a FMLA-
(168 hours) for qualified serious
firefighters who work a personal or family
56 hour workweek); must medical illness or injury
be taken within 12 weeks
following the birth or
adoption; may be taken
intermittently
Family care leave: One

week
Washington
King County, Birth, adoption, County employees with All purposes: Up to 12 Full base pay Must run concurrently
Wash. (2016) foster-to-adopt at least six months of weeks (pro-rated for part- with county, state and
placement continuous service that time employees), may be federal FMLA; employee
are either non- used on a part-time or must reserve one week
represented or intermittent basis. The of accrued vacation and
represented by a union city will supplement the one week of accrued sick
that has signed a paid employee’s accrued paid leave, and may use any
parental leave vacation and sick leave unreserved accrued paid
memorandum of balances so that total leave in combination
agreement; parents available paid parental, with paid leave under
vacation and sick leave is this policy to reach 12
12 weeks. One week of weeks, but is not so
paid vacation and one required
week of sick leave are set
aside.
Seattle, Wash. Birth, adoption, Full- or part-time city Parental leave (birth, Full straight-time Parental leave: Can be
(2015, expanded foster placement, employees who have adoption or foster rate of pay used in addition to
2017)† care for a family worked at least six placement): Twelve available unpaid city
member with a months and temporary weeks, including eight family medical leave
workers who: have weeks of paid parental (may run concurrently
41
serious health been in interim and leave (prorated for part- for library employees,
condition short-term time employees), after however)
assignments for 1,040 which the city will
hours, are in term- supplement the Family care leave: Runs
limited assignments, employee’s accrued paid concurrently with
or have been converted vacation and sick leave employee’s family
to a regular position; balances so that total medical leave
available paid parental, entitlement
Parental leave: Parents vacation and sick leave is
(incl. biological, 12 weeks. One week of
adoptive, foster and paid vacation and two
step parents, legal weeks of sick leave are
guardians and set aside.
individuals standing in
loco parentis) Family care leave: Four
weeks. Employee must
Family care leave: reduce paid sick leave to
Employees providing two weeks and paid
care for a parent, vacation leave to one
spouse/domestic week prior to taking paid
partner, son or family care leave.
daughter
Shoreline, Wash. Birth, adoption, Regular employees All purposes: Up to a Full salary; regular Will run concurrently
(2017)† foster placement, who have worked for total of 12 weeks of part-time employees with FMLA leave, state
care for a family the city continuously supplemental paid leave, will receive the family and medical leave
member with a for at least 12 months when combined with benefit on a pro-rate and city family and
serious health and for 1,250 hours employee’s accrued leave basis relative to medical leave; vacation
condition, over the previous 12 (vacation, sick leave, their normal work and sick leave continue
military months, and who lack personal holiday, week to accrue during period
exigency (as enough accrued leave compensatory time and of supplemental paid
defined by the to pay for a leave of management leave) while family leave;
FMLA), absence of up to 12 maintaining two weeks of supplemental paid leave
employee’s own weeks while accrued leave. is limited to a maximum
serious health maintaining a balance of 12 weeks per year;
condition, of two weeks Parental leave: If both supplemental paid leave
qualifying event parents work for the city, may be taken on an
42
under the Parental leave: Parents the total supplemental intermittent or part-
Victims of (incl. biological, paid leave available to time basis if certain
Domestic adoptive and foster them is 12 weeks and the conditions are met
Violence policy parents) city may grant leave to
only one parent at a time.
Family care leave:
Employees providing
care for a parent,
spouse/domestic
partner, son or
daughter
Wisconsin
Clintonville, Wis. Birth, adoption Full-time employees Parent who gives birth: 100 percent of pay Must run concurrently
(2019) who have been 240 hours in the first 12 with FMLA
employed for 12 weeks after birth
consecutive months;
parents; does not cover Other parents: 80 hours
sperm donors, in the first 12 weeks after
surrogate mothers or birth, adoption or
stillbirths. placement. For adoptive
parents, leave may be
split between post-
adoption and post-
placement.
Dane County, Wis. Birth, adoption County employees who All purposes: 240 hours Full regular pay Must run concurrently
(2016) are entitled to accrue (prorated for part-time with FMLA leave if an
leave balances and employees), may be used employee is eligible for
have a qualifying intermittently. If both FMLA; non-salary fringe
event, not including parents are county benefits continue to
limited term employees, each employee accrue while an
employees; parents receives a paid parental employee is on paid
leave benefit parental leave; if a
county holiday occurs
while the employee is on
43
employee will receive
holiday pay and the
holiday does not count
against approved paid
parental leave
Sun Prairie, Wis. Birth, adoption, City employees who All purposes: 240 hours Full salary Must run concurrently
(2018) foster placement are entitled to accrue (pro-rated for part-time with FMLA leave;
(once a year) leave balances and employees), may be used vacation and sick leave
have a qualifying intermittently continue to accrue while
event, not including an employee is on paid
limited term and parental leave; if a city
seasonal employees; holiday occurs while the
parents (incl. employee is on paid
biological, adoptive parental leave, the
and foster); does not employee will receive
cover individuals holiday pay and the
servings as surrogates holiday does not count
or sperm donors against approved paid
parental leave
The National Partnership for Women & Families is a nonprofit, nonpartisan advocacy group dedicated to promoting fairness in the workplace, access to quality health care and policies
that help all people meet the dual demands of work and family. More information is available at NationalPartnership.org.
© 2020 National Partnership for Women & Families. All rights reserved.
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Paid Family Leave Policies For Municipal Employees (March 2020)

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Paid Family Leave Policies For Municipal Employees (March 2020)

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Paid Family/Parental Leave Policies for Municipal Employees (Not Exhaustive)1

Updated March 2020

Employees who are

Parental leave: Parents

Employees who are not

Family care leave: One

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