Pregnant and New Parent Leave (PNPL) Policy

Overview

It is The Hartford's policy to provide a reasonable leave of absence to employees who have disabilities related to their pregnancy or child-birth or who desire to bond with and care for a new child following a birth or adoption. Covered employees will be provided with job protected leave as outlined below.
 

Rationale

The Hartford recognizes that pregnancy and the birth or adoption of a child is a life-changing event. It, therefore, encourages eligible employees to take a leave of absence from work to care for themselves and their new family member(s).
 

Eligibility/Scope

This policy applies to all active employees of The Hartford and its participating subsidiaries who are based in U.S. locations of The Hartford.  Note: This policy does not apply to temporary employees.
 

Applying the Policy

  • Pregnant mothers may take a reasonable unpaid leave of absence for disabilities related to their pregnancy. This applies to all pregnant employees, regardless of whether they qualify for a leave of absence under the Family or Medical Leave policy.
  • Birth mothers may take an unpaid leave of absence following child birth. Those who qualify for a leave of absence under the Family or Medical Leave policy should refer to that policy for further details.
  • Those who do not qualify for a leave of absence under the Family or Medical Leave policy may take a reasonable leave of absence up to 8 weeks immediately after giving birth.
  • If the birth mother has a certified disability related to child birth, this leave of absence may continue as long as the disability continues, which may be longer than 8 weeks and may commence prior to actual delivery. 
  • Only birth mothers are eligible for intermittent leave related to medical conditions caused by their pregnancy. 
  • Birth spouses, adoptive parents and domestic partners may take an unpaid leave of absence immediately after the birth or adoption of a child. Those who qualify for a leave of absence under the Family or Medical Leave policy should refer to that policy for further details. Those who do not qualify for a leave of absence under the Family or Medical Leave policy may take a leave of absence up to 8 weeks immediately following the birth or adoption of a child. The leave must be continuous; intermittent leave is not allowed.  
  • PNPL leaves are unpaid, unless the employee has Paid Time Off ("PTO") available, coverage under the Short Term Disability ("STD") plan or is eligible for and elects to use Paid Parental Leave. Employees may use available time in their PTO bank, or may borrow up to one work week equivalent (maximum 40 hours) of time to be paid. Birth mothers who have been employed more than six months should refer to Short Term Disability for details about eligibility during this leave of absence for income protection under the Income Protection Plan.  
  • Employees will not accrue PTO while on a PNPL leave. 
  • Employees will not be paid for holidays that occur during PNPL leave. You will receive credit for holiday time while on leave and will be able to take that time when you return to work.  
  • HartLeave will administer leaves of absences under this policy.  
  • Employees applying for a leave under this policy must submit medical and legal certifications to HartLeave to substantiate disabilities, births or adoptions and relationship status.
 
Revised: 7/2/2020