9.3.11 Paid Parental Leave
Policy Statement
The language used in this document does not create an employment contract between the employee and the College of Charleston this document does not create any contractual rights or entitlements. The College reserves the right to revise the content of this document, in whole or in part. No promises or assurances, whether written or oral, which are contrary to or inconsistent with the terms of this paragraph create any contract of employment.
Purpose
The purpose of this policy is to establish the eligibility requirements and provisions governing paid parental leave (PPL) at the College of Charleston in accordance with Sections 8-11-150(A) and 8-11-155 of the South Carolina Code of Laws and applicable state regulations.
Policy
Sections 8-11-150(A) and 8-11-155 of the South Carolina Code of Laws provide six weeks or four weeks of paid parental leave upon the occurrence of a qualifying event to eligible employees.
Effective October 1, 2026, the law expands employee eligibility, includes stillbirth as a qualifying event, and increases the amount of paid parental leave available to eligible employees in certain circumstances.
Employees in FTE positions, as well as temporary grant and time-limited research grant positions, are eligible for PPL as of October 1, 2026. Temporary employees are not eligible for PPL. The purpose of this policy is to guide the administration of paid parental leave (PPL).
Definitions
Child:
A newborn biological child or a foster child in state custody and under the age of eighteen, or a child initially legally placed for adoption and under the age of eighteen. No child can have more than two parents eligible for paid parental leave.
Eligible Employee:
An employee occupying any percentage of a full-time equivalent (FTE) position, or an eligible temporary grant or time-limited research grant position, as of the date of the qualifying event. Temporary employees and other employees who do not occupy an eligible position are not eligible for PPL.
There is no service requirement to be eligible for PPL. Eligible employees are immediately eligible for PPL as of the date of the qualifying event.
Paid Parental Leave (PPL):
Six weeks of paid leave at one hundred percent of the eligible employee’s base pay or four weeks of paid leave at one hundred percent of the eligible employee’s base pay. Leave for part-time eligible employees must be on a prorated basis corresponding to the percentage of hours they are normally scheduled to work.
Parent/Co-Parent:
The biological, adoptive, or foster parent of a child.
Qualifying Event:
tthe birth of a newborn biological child to an eligible state employee, or after a
co-parent’s birth of a newborn child, fostering a child in state custody, the initial legal placement of
a child by adoption or stillbirth.
Stillbirths are considered births for the purposes of PPL. A “Certificate of Birth Resulting in Stillbirth” issued in accordance with Section 44-63-55 of the South Carolina Code of Laws should be provided as documentation of this qualifying event. To qualify for PPL for stillbirths, the qualifying event must occur on or after Oct. 1, 2026.
Eligibility
To be eligible for PPL, the employee must occupy an eligible position as of the date of the qualifying event.
There is no service requirement to be eligible for PPL. Eligible employees are immediately eligible for PPL upon occupying an eligible position and experiencing a qualifying event.
Eligibility determinations are made as of the date of the qualifying event. If an employee does not meet all eligibility requirements as of the date of the qualifying event, they are not eligible for PPL even if they later meet the eligibility requirements.
An eligible employee shall receive no more than one occurrence of six or four weeks of PPL for any twelve-month period, even if more than one qualifying event occurs.
Regardless of the qualifying event (adoption, birth, stillbirth, or foster care placement), the entitlement to PPL expires at the end of the twelve-month period beginning on the date of the qualifying event. If the leave is not used by the eligible employee before the end of the twelvemonth period after the birth, adoption, stillbirth, or foster placement, the leave cannot be carried forward for subsequent use.
Any leave remaining at the end of the twelve-month period or at separation of employment is forfeited and the employee is not paid out for the leave. PPL may not be donated.
Leave Amount
Effective October 1, 2026, an eligible employee is entitled to Paid Parental Leave as follows:
| Qualifying Event | Eligible Employee | PPL Available |
| Adoption | Employee primarily responsible for the care and nurture of a child under age 18 initially placed for legal adoption | 6 weeks |
| Adoption | Employee who is not primarily responsible for the care and nurture of the child | 4 weeks |
| Birth or Stillbirth | Employee who gives birth to a child or experiences a stillbirth of a biological newborn child | 6 weeks |
| Birth or Stillbirth | Employee whose co-parent gives birth to a child or experiences a stillbirth of a biological newborn child | 4 weeks |
| Foster Care | Employee who fosters a child under age 18 in state custody | 2 weeks |
Only one eligible employee may be designated as the parent primarily responsible for furnishing the care and nurture of a child placed for adoption. If both parents are eligible state employees and use PPL for the same adoption, one parent must be designated as the primary caregiver and the other as the secondary caregiver.
Paid Parental Leave Usage
Employees do not have to exhaust all other forms of leave before being eligible to take PPL.
If both parents are eligible state employees, PPL may be taken concurrently, consecutively, or at a
different time than the other eligible state employee. No child may have more than two parents
eligible for PPL.
If an employee requires leave before the birth, adoption, stillbirth, or foster care placement due to
medical reasons or to fulfill legal obligations, other available leave balances shall be utilized per the
College’s leave policy. PPL may not be used before the qualifying event.
Legal holidays are not counted against PPL.
PPL is paid at one hundred percent of the eligible employee’s base pay. This does not include any
additional pay, such as overtime, supplements, bonuses, longevity pay, temporary salary
adjustments, shift differential pay, on-call pay, call back pay, special assignment pay, or market or
geographic differential pay.
Adoption and Birth:
- Leave taken for an adoption or birth must be taken consecutively. Therefore, once leave commences, the employee must continue leave until the leave is exhausted or they choose to return to work. Any leave remaining when the employee returns to work is forfeited.
Foster Care:
- Leave for foster care placement may be taken consecutively or upon request and approval in two, one-week, increments. The employee is not permitted to take leave in increments smaller than one week.
An eligible employee shall receive no more than one occurrence of six or two weeks of PPL for any twelve-month period, even if more than one qualifying event occurs. An eligible employee may, however, be able to use PPL for two qualifying events that occur within the same twelve-month period so long as the start date of the second period of PPL is at least twelve months from the end date of the first period of PPL.
Paid Parental Leave and FMLA Leave
PPL must run concurrently with leave taken pursuant to the Family Medical and Leave Act (FMLA) and any other unpaid leave to which the eligible employee may be entitled as a result of the qualifying event.
However, an eligible employee shall be eligible for PPL even if the employee has exhausted their FMLA leave, or is not eligible for FMLA coverage, at the time of the qualifying event.
If an employee becomes eligible for FMLA leave while on PPL, the employee must use FMLA leave, and the PPL runs concurrently with FMLA leave.
Payment While Using Paid Parental Leave and Accrual of Other Leave Types
The hours of PPL are calculated based on the employee’s average workday.
PPL is paid at 100% of the eligible employee's rate of pay.
Eligible employees shall accrue annual and sick leave at the normal rate and receive holiday pay while on PPL, if applicable.
Requesting Paid Parental Leave
Employees must complete and sign the PPL Request Form located on the Office of Human Resources website.
Requests to use PPL should be submitted to the Office of Human Resources at least 30 days prior to the qualifying event. If 30 days’ notice is not possible, an employee is required to provide notice as soon as practicable.
An employee may withdraw their request for PPL at any time prior to the start of the PPL. However, an employee on FMLA leave may not use leave without pay if PPL is available. The request to withdraw the request must be submitted in writing.
Upon receiving a request for PPL and documentation following the birth or placement of a child, the Office of Human Resources will notify the employee of their eligibility status within five (5) business days or as soon as is practical.
Required Documentation
The documentation required for PPL is provided in the table below. The employee is required to supply only one form of documentation and may choose which documentation to provide based on the applicable qualifying event.
| Qualifying Event | Required Documentation (Employee Selects One) |
| Adoption | Adoption order and/or agreement confirming the initial date of placement. |
| Birth |
|
| Foster Placement |
|
All documents must include the date of the qualifying event and reflect that the employee is a parent of the child.
Employees must submit the required documentation to receive PPL within thirty (30) days of the birth, adoption, stillbirth, or foster care placement, or as soon as is practical after the documentation becomes available. Employees may be permitted to begin PPL following the qualifying event and pending receipt of this documentation. However, if the required documentation is not provided within thirty (30) days of the event, the employee will be required to substitute all other paid leave available and, if sufficient leave is not available, will be placed on Leave Without Pay for the period they were absent from work.
Please note that documentation required related to FMLA leave is governed by the FMLA. While the request for PPL and the paperwork related to FMLA leave require some of the same information, the PPL request and FMLA paperwork are separate documents.
All documents must include the date of the qualifying event and, where applicable, reflect that the employee is a legal parent of the child.
Policy Manager and Responsible Department or Office
Vice President of Human Resources; Office of Human Resources
Departments/Offices Affected By The Policy
All departments are affected by this policy.
Procedures Related To The Policy
Related Policies, Documents or Forms
PPL Request Form
PPL FAQs
FMLA Policy
FMLA Forms
9.3.11 Paid Parental Leave PDF
Revision Log
Issue Date: 9/16/2022
Last Review Date:
Date of Policy Revision: 9/24/26
Next Review Date: 10/1/2031
Web Publication Date: 2/2/2026, 9/25/2026