THE FINANCE AND ADMINISTRATIVE SERVICES DEPARTMENT AND THE HUMAN RESOURCES DIVISION RECOMMEND APPROVAL OF THE ABOVE MOTIONS.
On June 6, 2017 (Item No. 77), the Board directed County staff to fully evaluate the paid parental leave benefits being provided to eligible employees in Miami-Dade County and Palm Beach County; to work with the Office of Management and Budget to determine the estimated financial impact such benefits would have if granted to eligible Broward County employees; and to report back to the Board to enable the Board to consider whether an ordinance or policy addressing such benefits should be drafted for the Board’s consideration.
Exhibit 1 is a summary of paid parental leave benefits offered by Miami-Dade County and Palm Beach County. The duration of paid parental leave offered by these employers is six weeks, with Palm Beach County offering an additional two weeks of paid leave for employees recovering from a cesarean delivery. Miami Dade County provides full pay for the first two weeks of leave, 75% of base pay for weeks three and four; and 50% of base pay for weeks five and six. This formula is the equivalent of 180 hours of leave paid at 100% of the employee's base pay. Palm Beach County provides the benefit at 100% of the employee's base pay for the entire leave duration. In both counties the benefit is offered to unrepresented benefit-eligible employees with at least one year of service, and must be used concurrently with federally-mandated benefits provided under the Family Medical Leave Act (FMLA). It should be noted that Miami Dade County has also bargained this benefit with all of their unions, with the exception of two, which are currently at impasse. To date, Palm Beach County has also bargained the benefit with one of their three unions.
Currently Chapter 14, Part XIX, Section 14.232 of the Administrative Code provides for “Parenting Leave”, whereby a parent may request leave “for the purpose of pregnancy complications, postpartum recovery, assistance in that recovery related to temporary disability, illness of a new child, bonding with a new child by either or both parents, other related medical conditions, or other reasonable need associated with adjustment to the addition of a child to a parental family.” The existing policy further provides that “Parenting Leave may consist of a combination of paid time off and unpaid leave of absence. Portions of the time off may be charged to accrued sick leave, family illness leave, accrued annual leave, or leave without pay.”
This motion seeks approval of the proposed paid parental leave policy recommended by staff (detailed in Exhibit 2). This proposed policy can be implemented by revising Section 14.232 of the Administrative Code. This motion directs the County Attorney's Office to amend the Administrative Code as needed to implement this policy. Exhibit 2 outlines the recommended paid parental leave policy which has the following major provisions:
- Eligibility: An eligible employee is a parent, legal guardian, foster parent, or registered domestic partner of a parent at the time of the qualifying event (birth, adoption, placement, or guardianship of a child), who has worked for the County as a benefit eligible employee for at least twelve months and worked at least 1250 hours during the 12-month period preceding the leave. Eligible full-time employees will receive a maximum of 180 hours of paid parental leave in a rolling 12-month period. Where both parents are County employees, each will receive 180 hours. Eligible part-time employees are entitled to a pro-rated benefit.
- Duration of Benefit: A maximum of 180 hours of paid leave for full time employees. Part-time employees receive a pro-rated benefit.
- Compensation: 100% of the employee’s base salary during paid leave.
- Bargaining and Non-Bargaining employees: The paid parental leave policy will apply to unrepresented employees. Any change in benefits for bargaining employees, including applying this paid parental leave policy, would be made through the collective bargaining process. It should be noted that the recently approved bargaining unit contracts had language that would extend this policy to bargaining unit members, should this policy be adopted by the County Commission.
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