Paid adoption bonding leave is provided by BVH, Inc. (the company), encouraging professionals to take time off work after the adoption of a child(ren). This policy also covers professionals who have a child(ren) born via surrogacy.
Eligibility for Adoption Bonding Leave
Eligible Groups and Minimum Hours Requirement
To be eligible for benefits, a professional must meet the following requirements:
- Full-time professionals must be working a minimum of 40 hours per week.
- Part-time professionals must be working a minimum of 30 hours per week.
NOTE: Normal vacation is considered active employment.
When Does Coverage Begin?
Professionals are eligible for coverage on their date of hire. If the employment start date is delayed, professionals are not covered until they are actively employed with the company.
Professionals are not eligible for paid adoption bonding leave for children who were adopted prior to the professional's date of hire with the company.
When Does Coverage End?
Coverage will end on the earliest of the following:
- the date the policy is terminated
- the date the professional is no longer in an eligible group
- the last day the professional is actively employed or retires
- the date the professional dies
What Happens if a Professional is on a Leave of Absence?
Adoption bonding leave may run concurrently with any Family and Medical Leave Act (FMLA) leave, including any state or local leave benefits. For guidance on eligibility for FMLA leave, refer to the Family and Medical Leave (FMLA) policy. Professionals on adoption bonding leave are not eligible to take the company’s paid maternity or parental bonding leave for the same event.
How Do Professionals Find Out if They are Eligible for Other Leave Benefits?
When the professional requests adoption bonding leave with MetLife, MetLife will advise the professional if they are eligible for any state leave benefits in addition to the company’s adoption bonding leave benefits.
Summary of Adoption Bonding Leave Benefits
Who is the Primary Caregiver for Adoption Bonding Leave?
The primary caregiver is the parent who has the greatest responsibility for the daily care and rearing of a child. They regularly provide the child with the majority of their care.
Who is the Secondary Caregiver for Adoption Bonding Leave?
The secondary caregiver is the parent who has the lesser responsibility for the daily care and rearing of a child. They regularly provide the child with less than the majority of their care.
What is the Weekly Adoption Bonding Leave Benefit Amount for Primary Caregivers?
Beginning the day indicated on the Request for Leave of Absence Form through day 70 (10 weeks), benefits will be 100% of weekly earnings (gross salary or wages). Part-time professionals whose standard hours are 30-39 hours per week will receive a maximum of 30 hours per week of paid adoption bonding leave.
The maximum adoption bonding leave period is 10 weeks (70 calendar days). The adoption bonding leave period is not extended for multiple adoptions (e.g., siblings, twins, triplets).
Leave will begin at time of placement/adoption and must be taken consecutively. Leave may be taken when the child is placed for adoption or when the adoption is finalized, but not both.
What is the Weekly Adoption Bonding Leave Benefit Amount for Secondary Caregivers?
Beginning the day indicated on the Request for Leave of Absence Form through day 28 (four weeks), benefits will be 100% of weekly earnings (gross salary or wages). Part-time professionals whose standard hours are 30-39 hours per week will receive a maximum of 30 hours per week of paid adoption bonding leave.
The maximum adoption bonding leave period is four weeks (28 calendar days). The adoption bonding leave period is not extended for multiple adoptions (e.g., siblings, twins, triplets).
Beginning the day indicated on the Request for Leave of Absence form, adoption bonding time must be taken consecutively within the first six months after the child is placed for adoption or after the adoption is finalized, but not both.
Adoption bonding leave must be exhausted in full by the end of the six months. The benefit cannot extend into the seventh month after the child’s placement/adoption.
Pay During Adoption Bonding Leave
The adoption bonding leave benefit amount will be based on a professional’s current base rate of pay, not counting bonuses, overtime pay or any other fringe benefits, as of the last day the professional was actively at work before the start of the adoption bonding leave.
Adoption Leave Benefit Provisions
For Which Dependent Children May I Take Paid Adoption Bonding Leave?
- Children from birth through age 17 who have been placed for adoption or formally adopted
- Children of the professional who were born via surrogacy
Note: Adoption bonding leave cannot be taken for foster care.
What is the Difference Between the Company’s Paid Adoption Bonding Leave and FMLA Bonding Leave?
Paid adoption bonding leave is a benefit provided by the company to provide paid time off for care and bonding following the placement/adoption of a child.
The FMLA bonding leave is a federal regulation entitling eligible professionals to take unpaid, job-protected time off for care and bonding following the placement/adoption of a child. Refer to the FMLA policy for more details and eligibility requirements.
Adoption bonding leave may run concurrently with any FMLA leave, including any state or local leave benefits.
When Will Adoption Bonding Leave Benefits Stop?
The professional’s adoption bonding leave benefits will end on the earliest of the following:
- the date the professional returns to work before the end of the maximum parental bonding period
- the end of the maximum period of adoption bonding benefits
- the date the professional dies
- the date the professional is no longer actively employed or retires
Return to Work from Adoption Bonding Leave
Prior to returning to work from adoption bonding leave, the professional must contact their Supervisor and Human Resources Partner five days before they expect to return to work for business planning purposes.
Until you return to work, you cannot conduct any work-related activities (e.g., checking and responding to work-related emails, participating in meetings, driving company vehicles). However, you are encouraged to initiate and respond to requests related to your company benefits, pay, and leave of absence as lack of timely response can impact benefits coverage, taxes, and continued absence (e.g., qualified life event benefits change submissions, W4 updates, beneficiary updates, approval for continued time off, return to active work status).
Holidays During Adoption Bonding Leave
When holidays fall within paid adoption bonding leave professionals will receive their leave pay instead of holiday pay. The leave period is not extended due to the holiday.
Health & Welfare Benefits Continuation During Adoption Bonding Leave
The professional’s current elections for health and welfare benefits will continue during adoption bonding leave. The professional’s portion of contributions for health and welfare benefits will continue to be deducted from the professional’s paychecks during any period of time that the professional is receiving paid adoption bonding benefits.
Who Will Complete the Professional’s Timesheets While on Adoption Bonding Leave?
The U.S. HR support Center will notify the following persons, in addition to the professional, via email of the professional’s leave status.
- Department Administrative Assistant
- Supervisor and/or Department Head
- Human Resources Partner
This email will include the leave types approved, leave dates approved, anticipated date of return and detailed instructions for completing the professional’s timesheets during any period of approved absence.
Professionals should coordinate with one of the above indicated persons to complete their timesheets during any period of approved absence.
Adoption Bonding Leave Request Process
How do Professionals Request Paid Adoption Bonding Leave?
Professionals should request adoption bonding leave by completing the Request for Leave of Absence Form. Completed forms should be submitting through the U.S. HR Support Center for processing.
If foreseeable, professionals should provide the company at least 30 days advance notice of their need for adoption bonding leave. If unforeseeable, professionals should notify the company as soon as practicable of their need for adoption bonding leave.
When Do Professionals Request FMLA Bonding Leave from MetLife?
The company has engaged MetLife to provide certain administrative claims handling services for FMLA bonding benefits.
MetLife
Web www.metlife.com/mybenefits
+1 877-638-8262 Phone
7 a.m. – 10 p.m. CT, Monday through Friday
Notify MetLife for any FMLA request as soon as possible, so a decision can be made in a timely manner. If foreseeable, professionals should provide MetLife at least 30 days advance notice of their need for FMLA. If unforeseeable, professionals should notify MetLife as soon as practicable of their need for leave.
What Information is Needed as Proof of FMLA Bonding Leave?
- For adoption, the adoption court document
- For surrogacy, either
- the FMLA healthcare provider certification for child bonding,
- hospital birth announcement, or
- surrogacy legal documentation
This proof, provided at the professional’s expense, must be received within 15 days of a request by MetLife. MetLife may deny the professional’s claim or stop the professional’s bonding benefits if the appropriate information is not submitted.
What Are the Professional’s Responsibilities During Any Adoption Bonding Leave?
- Timely completion of the Request for Leave of Absence Form to the U.S. HR Support Center
- Keeping their Supervisor and/or Department Head and Human Resources Partner informed of expected return to work date
- Providing the U.S. HR support Center with the date of returning to work
- Timely filing request for FMLA leave with MetLife, if applicable
- Timely response to MetLife, if applicable (to complete FMLA paperwork, answer questions, etc.)
To Whom Will Adoption Bonding Leave Benefits be Paid?
Adoption bonding leave benefits will be paid to the professional by the company.
What Happens if Adoption Bonding Leave Benefits are Overpaid?
The company has the right to recover from professionals any overpayment of paid adoption bonding leave benefits due to any error made in the processing of a claim. Professionals have the obligation to refund the company for any such amounts.
San Francisco Paid Parental Leave
The company complies with the city of San Francisco’s Paid Parental Leave Ordinance. If you are eligible for California Paid Family Leave benefits for new child bonding and you work in San Francisco, you may be eligible for supplemental compensation from the company. To determine eligibility, complete the Paid Parental Leave Form and return it to the company’s U.S. HR Support Center.
Colorado Family and Medical Leave Insurance (FAMLI) Program
The company complies with the state of Colorado’s FAMLI Program. The Colorado FAMLI Program will run concurrently with any company leaves you may be eligible for. If you are eligible for compensation through the Colorado FAMLI Program, the compensation from that program combined with the compensation you may be eligible for through the company cannot exceed 100% of your weekly earnings (gross salary or wages). To determine eligibility, complete the Paid Parental Leave Form and return it to the company’s HR Support Center.
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