Frequently Asked Questions Paid Parental Leave

1.    What is paid parental leave (PPL)?

The purpose of paid parental leave (PPL) is to give parents time to bond with their new child, adjust to their new family situation, balance personal and professional obligations and provide base salary continuation. PPL is in effect for births (including post-pregnancy disability relating to childbirth), adoptions or foster care placements.

2.    Who is eligible?

All regular, probationary or limited duration employees who have been employed  at the County for at least one hundred eighty (180) days immediately prior to the leave.

3.    What type of leave event qualifies for PPL?

  • Birth of a child.
  • Placement of a child with the employee for adoption or foster care.
  • Post-pregnancy disability relating to childbirth, if the leave is applied for and approved.
  • An employee who needs to care for a spouse / domestic partner who has post-pregnancy disability relating to childbirth, if the leave is applied for and approved.

4.    How much paid time will I receive?

  • Eligible employees working forty (40) hours per week will receive up to a maximum of six (6) weeks of PPL per event.
  • Eligible employees working less than forty (40) hours per week will receive a pro-rated amount of leave per event, based on percentage of time worked.  Employees’ leave is calculated by multiplying the assigned or average number of hours in a workweek by six (6).

5.    Is PPL in addition to the 12 weeks of FMLA/OFLA Parental leave?

No, paid parental leave under this rule will run concurrently (at the same time) with an approved FMLA/OFLA leave.   

6.    How long do I have to use my PPL?

PPL must be used within twelve (12) months following the birth, adoption or foster care placement of a child. If you are approved for FMLA/OFLA you must use PPL during your FMLA/OFLA leave.

7.    What happens if I don’t take all 12 weeks of my FMLA/OFLA Leave at one time?  Can I use the balance of my PPL later, intermittently, or on a reduced schedule?

     FMLA/OFLA only guarantees an employee a continuous block of time up to 12 weeks.

    However, some departments may approve intermittent leave/reduced schedule depending on their business needs. If approved by your manager and HR, you may use the leave intermittently as long as the time is used within 12 months of the date of birth, adoption or foster care placement of a child.

8.    If my baby was born before November 1, 2015, am I eligible for any PPL?

If you are currently on an approved continuous or intermittent leave of absence for the birth (including post-pregnancy disability relating to childbirth), adoption, or foster care placement of a child, you may be eligible for PPL for this year, or additional leave for next year. Please contact Leave Administration at leave.information@multco.us or your department HR representative to determine your eligibility.

9.    Will PPL time coincide with FMLA/OFLA?

Yes, if an employee qualifies for FMLA and/or OFLA leave for the birth (including post-pregnancy disability relating to childbirth), adoption, or foster care placement of a child, PPL under this rule will run concurrently (at the same time) with FMLA/OFLA and must be used during the approved FMLA and/or OFLA Parental leave.

10.    Do I have to use my sick or vacation time first before using my PPL benefit?

    No, you do not need to use your sick/vacation time first. PPL runs concurrently (at the same time) as FMLA/OFLA. However, you must use all parental leave within 12 months following the birth, adoption or foster care placement of a child.

11.    My partner/spouse is also a Multnomah County employee. Can we both receive PPL?

Yes, each parent will be eligible for up to a maximum of six (6) weeks of PPL.

12.    What if I have more than one baby (e.g: twins or adopt more than one baby or child) in a year?

  • The birth, adoption, or foster care placement of multiple children that is part of the same event does not increase the amount of PPL granted.  The total amount of PPL granted for multiple children who are part of the same event will be up to a maximum of six (6) weeks.
  • An employee may receive paid parental leave for up to two (2) events per calendar year.
  • Unused paid parental leave in the first event cannot be carried over to a second event.

13.    Will my medical, dental and other benefits benefits continue while I am on leave?

Yes, all your benefits will continue while on paid leave.

14.    What other benefits might I qualify for while I am out on paid parental leave?

If you are a female pregnant employee enrolled in our Short Term Disability benefit program, you may be eligible for these benefits. Please contact Leave Administration at leave.information@multco.us for additional information.

15.    Who should I call or email with questions?

16.    How do I request my PPL?

  • An employee should provide no less than thirty (30) calendar days notice for the birth, adoption or foster care placement of a child under the provisions of this rule.  If the birth, adoption or foster care placement is unforeseeable, the employee will contact the supervisor as soon as practicable.
  • Employees needing to request PPL shall follow the County’s leave process which can be found on FMLA/OFLA page on Multco Commons.

17.    Can I cash out this benefit?

No, PPL cannot be cashed out.

18.    Will an employee continue to accrue vacation and sick leave while out on PPL?

Yes, both sick and vacation leave will continue to accrue while in paid status.

19.    Will employees receive holiday pay if they are out on PPL and a holiday falls within that time period?

    Yes, they will. The holiday would be coded as holiday and moves a PPL day to the end of the PPL leave.

20.    Does PPL have job protection rights?

Yes, when an employee returns from family leave, they will be reinstated to their former position. If the employee cannot be reinstated to the former position because that position no longer exists, the employee will be reinstated to an available equivalent position in accordance with applicable laws, rules, and/or collective bargaining agreement. If no suitable position is available, the employee will be subject to the layoff provisions of these rules and/or any applicable collective bargaining agreement.

21.    Can PPL be used prior to a birth, adoption or foster care placement of a child?

No, PPL can only be used for leave post-birth/adoption/placement of child.

22.    Will incentives and/or pay premiums that I am receiving continue while I am on PPL?

    Most incentives and pay premiums will continue while on PPL. Please contact your Department HR Unit for additional information.