City of Kansas City, Missouri Paid Parental Leave Policy

This set of vocabulary flashcards summarizes the eligibility, provisions, and documentation requirements of the Kansas City Paid Parental Leave Policy as of February 2023.

FML Eligibility Requirements

Twelve (12) months of employment with the City and a minimum of 1,250 hours worked during the 12-month period prior to the leave.

Part-time Employee Leave Amount

The average weekly hours worked in the twelve months prior to the effective date of the leave.

Limited Term Contract Employees

A specific employee category to which the Paid Parental Leave policy does not apply.

Paid Parental Leave Period and Rate

Up to twelve (12) weeks of pay at 100% of the employee's base pay.

Certified Normal Rate of Pay

The basis for paid leave calculation, based on full-time equivalency and excluding premiums or scheduled overtime.

Usage Window

Paid Parental Leave must be utilized within nine (9) months following the birth or adoption of a child.

Intermittent Leave Minimum

Paid Parental Leave taken in blocks of no less than one week.

Non-exempt Employee Work Restriction

Prohibition from performing work or working other shifts during leave; appearing for work results in immediate forfeiture of remaining leave.

Holiday Pay Rule

If a City-observed holiday occurs during leave, the employee receives holiday pay instead of parental pay, but the total leave length is not extended.

Multiple Birth or Adoption Provision

The birth or adoption of multiples (e.g., twins) does not increase the length of the granted Paid Parental Leave.

FML Leave Documentation Deadline

A completed Employee Request for Family Medical Leave Form must be submitted at least thirty (30) days prior to the anticipated lead date, or as soon as possible.

Adoption Documentation

Appropriate documentation required for leave, such as a letter from an adoption agency or an attorney for private adoptions.

Intermittent Leave Schedule Approval

A proposed schedule must be submitted to the supervisor; if not approved, the supervisor and employee must work to find a mutually acceptable schedule.

Fraudulent Request Penalty

Grounds for serious disciplinary action, up to and including termination of employment.