Overview/Policy Statement
Employees who work in New Hampshire may take up to twenty-five (25) hours of leave from work to attend medical appointments associated with childbirth, postpartum care, and their child’s medical appointments within the first year of the child’s birth or adoption.
Twenty-five (25) hours of parental medical leave will be made available to New Hampshire-based employees for one (1) year following their child’s birth or adoption.
Leave under this policy is unpaid for non-exempt (hourly) employees and for exempt employees who do not perform any work during the pay period that this leave is used. However, employees may elect to use their available PTO.
Rationale
The Hartford complies with all applicable state laws.
Eligibility
This policy applies to all New Hampshire employees who take time off work to attend medical appointments associated with childbirth, postpartum care, and their child’s medical appointments.
Applying the Policy
Tracking Usage
Employees who take parental medical leave should record the time in Workday as “NH Parental Medical Leave.”
Non-exempt (hourly) employees who elect to use PTO must record the actual amount of PTO used in one-minute increments as “PTO – Sick or Protected.”
Exempt employees will be paid while taking time under this leave unless no work is performed during the pay period that leave is taken.
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If no work is performed during the pay period, and the employee elects to use PTO, it should be recorded in Workday as “PTO – Sick or Protected” using half-day or full-day increments as outlined in the Time to Take Care of You policy. Absences shorter than half a day will be paid without recording PTO.
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If no work is performed during the pay period, and the employee elects not to use PTO, employees should enter a separate record in Workday as Unpaid Leave.
Requesting Time Off
Employees must notify their manager prior to or at the time of the absence that it is for a parental medical leave purpose.
Documentation
Managers should not request details or documentation to support an employee’s request for parental medical leave. Medical information cannot be kept in an employee’s personnel file. If an employee provides their manager with documentation containing medical information, it should be immediately returned to the employee or, if that is not possible, deleted (if electronic) or destroyed (if hard copy).
Job Protection
Employees cannot be disciplined or retaliated against for using or requesting the use of leave protected by a state law. Therefore, if an employee advises their manager that they need to use parental medical leave, those absences should not be treated as unscheduled absences when managing attendance until the allotted amount has been exceeded.
Impact to Pay
Leave under this policy is unpaid for non-exempt (hourly) employees and for exempt employees who do not perform any work during the pay period that this leave is used. However, employees may elect to use their available PTO.