Coordination with Other Policies. Paid Parental Leave taken under this policy will run concurrently with leave under the FMLA, CFRA and PDL. • If a City holiday occurs while the employee is on Paid Parental Leave, such day will be charged as holiday pay and will not be counted against the employee’s 30 consecutive calendar days of Paid Parental Leave.
Coordination with Other Policies. You must substitute any accrued paid vacation days, personal time, and sick days (if you otherwise qualify) for unpaid leave under this policy, and any such paid time off must be taken concurrently with your Family and Medical Leave. If you otherwise qualify for disability pay, you will collect it at the same time you are on unpaid Family and Medical Leave. Further, if you otherwise qualify for any other type of leave of absence, you must take that leave at the same time as you are taking your Family and Medical Leave. All time missed from work that qualifies for both Family and Medical Leave, and for workers' compensation, will be counted toward your Family and Medical Leave. To receive any type of paid time off benefit while on FMLA leave, you are required to meet the County's conditions for taking the paid leave (although the County may in its discretion waive any procedural requirement for the paid leave in appropriate circumstances).
Coordination with Other Policies pg. 24 In no case will the amount of leave – whether paid or unpaid – granted to the employee exceed 12 weeks. Available paid time off (PTO) cannot be used to extend leave. Employees are not required to exhaust PTO before taking paid leave. The Borough of Dormont will maintain all benefits for employees during these leave periods just as if the employee were taking any other paid leave, such as paid holidays or PTO. If a Borough of Dormont recognized holiday occurs while the employee is on these leave periods, such day will be charged to holiday pay; however, such holiday pay will not extend the total leave periods.
