Policy Area: HR / Benefits Subject: Adoption Leave

Title of Policy: Adoption Leave Number:

Effective Date: January 1, 2014 Page Number:
Approved Date:
Revision Date: April 1, 2014
Approved by: J DiBianca ____________


Policy:
An active, eligible GTM employee who adopts a child will receive up to 5 fully paid weeks of
Adoption Leave. Adoption Leave is designed for the Primary Caregiver (which is typically
designated to be the mother). Primary Caregivers who adopt within 1 year of their GTM start
date will be eligible for 2 fully paid weeks of Adoption Leave, while those who have been at
GTM for longer than 1 year will receive 5 weeks of fully paid Adoption Leave. Non Primary
Caregivers will utilize the Paternity policy.

Purpose of this document:
To provide guidance to employees to follow policy; including communication of intent, how to
complete time sheet, and frequently asked questions.

Scope:
All GTM employees who adopt are eligible by virtue of the fact that they are scheduled for a
minimum of 30 hours per week (STD minimum) at time of birth. For those scheduled at less
than 40 hours per week, benefit time will be prorated.

Definitions:
MPA The term MPA specifically refers to the Time & Expense code that you will use to
complete your timesheet. MPA is short for NCH Maternity/Paternity/Adoption.

Primary Caregiver The primary caregiver is typically the individual tasked with providing the
most day to day care, and under most guidelines, it is considered to be the mom. For any non-
traditional arrangement, GTM would require you to sign a declaration indicating that you are
the Primary Caregiver in your family.

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A note from HR:

Congratulations on your soon to arrive child!

Everyone wants to celebrate with you, when you have the opportunity to adopt a child. Please
make sure your Director, Scheduling Manager and HR are all aware. All of these individuals will
need a sense of how long you will be out during this process.

Paid Leave:

Your Adoption Leave must be used within the first 3 months of Adoption. To record your time,
use MPA on your T&E (may also be listed as NCH Maternity/Paternity/Adoption) which will be
found under GTM Non-Chargeable time.

Primary Caregiver MPA Time:


Wk 1 Wk 2 Wk 3 Wk 4 Wk 5
Primary Caregiver with < 1 Yr Tenure at Adoption 40 40 0 0 0
Primary Caregiver with > 1 Yr Tenure at Adoption 40 40 40 40 40

PTO:
If you elect to take off more time past the point where the GTM Paid Adoption benefits will
take you, and you have available PTO time, you may use that time.

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FAQs:

How does FMLA fit into all of this?

FMLA stands for the Family Medical Leave Act which is a federally mandated program
applicable to Employers with 50 or more employees within a 75 mile radius. GTM Malvern,
Radnor & Bridgewater are all covered under the FMLA guidelines due to their size and
proximate locations combined. The designation will protect the employees job for up to 12
weeks of time in a 1 year period from being eliminated due to their FMLA related absence.

For an employee to be covered under the FMLA, they must have worked for their employer for
at least 1 year and 1250 hours.

FMLA time is designated by the employer, and may be requested by the employee. Adoption
Leave is covered by FMLA. It is important to note that this designation does not mean an
automatic 12 weeks of protection after adoption of a child. It does mean that you may opt to
take 12 weeks of protected time per year, which may happen to be the 12 weeks after the child
is adopted. There is also no requirement that the FMLA be 12 consecutive weeks the time
may be taken intermittently, as needed for example it may be used to cover doctors visits
and subsequent illnesses as they arise.

FMLA runs concurrently with PTO and MPA. MPA is automatically an FMLA event. PTO is
considered FMLA if it is being utilized as part of your Adoption leave or for illness. PTO is not
FMLA if it is used as vacation time.

If both parents are GTM employees, what happens with FMLA?

If both parents are GTM employees, their FMLA for the birth/adoption event is split between
them. For example, the Mom may take 9 FMLA weeks and the Dad may take 3 FMLA weeks, so
that for the event, they have a total of 12 weeks. That being said, because they are each
individually allotted 12 weeks per year of protected time, the Mom would then have an
additional 3 weeks to use during the year, and the Dad would still have 9 weeks. This time
could be paid or unpaid time.

What happens with my benefits?

First and foremost, if the babys insurance will be under your plan, make sure you complete
the enrollment form and get it to HR ASAP! Obtain the enrollment form ahead of time,
complete it within the childs first week and submit it to HR.

Can I change my FSA amounts with the birth of the baby?

Yes. This is one of the very few times you can make changes to FSA without having to wait for
Open Enrollment. With the adoption of your child, you can increase your Medical FSA and add
Dependent Care FSA. Contact HR for more information.

















Revision Date Description of Changes Requested By:
Initial 1/1/14