Skip to main content
Parental Care FAQ

Parental Care FAQ

  • A Parental Leave provides a parent time off to bond with his or her child. A mother may take a Parental Leave following a Maternity Leave.

    Parental Leave runs concurrent with any FMLA entitlement.

  • You may be eligible for a Parental Leave under Civil Service Commission Rules if you are a non-Exclusively Represented Employee (NERE) or your collective bargaining agreement (CBA) if you can provide proof of parentage.
     
    Proof of parentage includes:
     
    Birth certificate
    Hospital certificate of birth
    Letter from attending physician
    Affidavit of parentage
    Adoption documentation
    Foster care documentation
    Non-represented employees (NERE) will also need to have completed 2,080 hours of satisfactory service to be eligible for a Parental Leave.
     
    If you are covered by a collective bargaining agreement you must have completed the number of satisfactory service hours shown below:
     
    UAW  1,040 hours
    AFSCME  2,080 hours*
    MSEA    2,080 hours*
    MPE/SEIU HSS 2,080 hours*
    MPE/SEIU S&E 2,080 hours*
    MPE/SEIU Tech 2,080 hours*
    *and successful completion of your initial probationary period.
     
    For service requirements for leave qualifying under FMLA, see the question "Am I eligible for the entitlements under the Family Medical leave Act (FMLA)?" below.

  • To apply for a Parental Leave, you  must:

    Complete and submit the Leave of Absence Application form to the Disability Management Office (DMO).
    Submit proof of birth or court documentation verifying the adoption or placement of the child to the DMO.
    Completed forms may be faxed or mailed to the DMO:

    Fax: (517) 241-9926
    Mail: Disability Management, PO BOX 30002, Lansing, MI 48909
    Email: MCSC-DMO@michigan.gov

    Follow your department’s normal timekeeping procedures until the DMO has approved your leave.  You are encouraged to notify your supervisor of your request for a Parental Leave.
    DMO will:
    Email your supervisor and HR office of your request for leave.
    Mail you a letter providing your available FMLA entitlement.
    Mail you a letter of approval or denial of the leave request.
    If Parental Leave immediately follows your maternity leave, you must submit a medical release from your physician stating that you are released to return to work without restriction prior to starting the Parental Leave.

    If you need to start your leave earlier than anticipated, you should contact the DMO as soon as practicably possible at 877-443-6362, option 2.

    Untimely notice or incomplete forms may cause a delay in the processing of your leave of absence.

  • Proof of parentage can be a copy of your child’s official birth certificate, hospital certificate of birth, letter from the attending physician, or legal document stating that you are the legal parent or guardian of the child (affidavit of parentage, adoption or foster care documentation).

  • NERE

    Up to six months.

    AFSCME

    Up to six months. 

    MSEA

    Up to six months.

    MPE/SEIU HSS

    Up to one year with the option of up to an additional one year extension.

    MPE/SEIU S&E

    Up to six months. 

    MPE/SEIU TECH

    Up to six months. 

    UAW

    Up to six months.
  • No. Intermittent or Reduced Schedule Leave is not permitted while on Parental Leave.

  • Yes. Parental Leave must be taken as one continuous period of time.

  • No.  Sick leave cannot be used during a Parental Leave.

  • Two collective bargaining unit agreements have provisions for sick leave to be used before the beginning of a Parental Leave as follows:

    MPE/SEIU S&E:

    Upon the birth of their child, or adoption of a newborn or special needs child, an employee may certify the need to use up to two weeks of sick leave prior to the beginning of a maternity/paternity leave.

    MPE/SEIU TECH:

    Upon birth of their child, an employee may certify the need to use up to two weeks of sick leave prior to the beginning of any Parental Leave.

    If you have questions on Parental Leave entitlements, review your collective bargaining agreement or contact the Disability Management Office (DMO) by phone at 877-443-6362, option 2.  The DMO is open Monday through Friday from 8:00 a.m. to 5:00 p.m.

  • No.  A Parental Leave must be taken within 12 months following the birth, adoption, or foster care placement of a child. 

  • Yes,

  • Yes. Parental Leave counts against FMLA entitlement.

  • No.  Any FMLA Parental Leave you take runs concurrently with a Parental Leave.

  • Submit a revised application, Application for Leave of Absence, to the Disability Management Office (DMO) with the updated leave start date and updated estimated return-to-work date.

  • Yes.  Non-FMLA, unpaid Parental Leave may be allowed under the provisions of the Civil Service Rules for non-represented employees (NERE) and under the collective bargaining agreements for represented employees.

    For specific information on unpaid Parental Leave, refer to your collective bargaining agreement, or the Civil Service Rules and Regulations or contact the Disability Management Office (DMO).

    Contact the DMO by phone at 877-443-6362, option 2.  The DMO is open Monday through Friday from 8:00 a.m. to 5:00 p.m.

  • A Parental Leave may be extended by submitting a written request and revised application, Application for Leave of Absence, to the Disability Management Office (DMO).  The written request should include the end date of the current approved Parental Leave and the requested extension date. Once approved, notify your supervisor of your leave extension.

  • To return to work from Parental Leave, you must notify the Disability Management Office (DMO) at least five days prior to your return to work.  Failure to notify the DMO may result in a delay of your status change and timely processing of your first paycheck. 

  • You may return from your Parental Leave early by submitting a revised return date in writing to the Disability Management Office (DMO) at least five days prior to your return.  You must also notify your supervisor of your new return-to-work date. Failure to notify the DMO may delay your status change and timely processing of your first paycheck.

  • No.  LTD does not cover a Parental Leave.

  • To be eligible for FMLA, you must have 12 months of employment with the State of Michigan (does not need to be consecutive) and you must have physically worked 1,250 hours within the previous 12 months. 
               
    For questions on FMLA eligibility, contact the Disability Management Office (DMO) by phone at 877-443-6362, option 2.  The DMO is open Monday through Friday from 8:00 a.m. to 5:00 p.m.

  • If you substitute paid leave credits for unpaid FMLA, your health, dental, vision, and dependent life insurance premiums will continue to be deducted from your paycheck while you remain on payroll.

    If you exhaust or do not use leave credits while covered under FMLA, your health, dental, and vision insurances will continue until your FMLA ends.

    Once you are no longer covered under FMLA, the Employee Benefits Division (EBD) will mail you a (CS-1820) Application to Continue Insurances that includes the plans (health, dental, vision, and life) that are eligible for continuation.  You must select the insurance plans you wish to continue and return the application to EBD. 

    EBD will mail you an invoice. You will be responsible for making a direct payment for coverage to continue.
    If you have questions on the Application to Continue Insurances form (CS-1820), contact EBD at 1-800-505-5011.

  • Once you are no longer receiving a paycheck, the Employee Benefits Division (EBD) will mail you a (CS-1820) Application to Continue Insurance that includes the plans (health, dental, vision, and life) that are eligible for continuation.  You must select the insurance plans you wish to continue and return the application to EBD.   

    EBD will mail an invoice and you will be responsible for making a direct payment for coverage to continue
    If you have questions on the Application to Continue Insurances form (CS-1820), contact EBD at 1-800-505-5011.

  • No, parental leave is an unpaid leave of absence. If you are eligible for FMLA Parental Leave, you may use annual leave credits.

    If you have questions on eligibility for FMLA Parental Leave contact the Disability Management Office (DMO) at 877-443-6362, option 2.

  • Advise your supervisor on how you want your time entered.  Be precise on whether you are using some or all of your annual or other available leave credits. Use of sick leave is not allowed while on Parental Leave.

    If you are eligible for FMLA, your supervisor will see that your hours are entered and coded accurately as follows:
    FMAL   -    Annual leave time
    FMBL   -    Bank leave time
    FMCM  -    Comp time
    FMHL   -    Holiday time
    FMLA   -    Unpaid time

  • It is your responsibility to follow normal call-in and absence reporting procedures until your parental leave has been approved.

    The Disability Management Office (DMO) will notify you and your supervisor via mail or email when a determination has been made on your leave request and subsequent extensions.

  • The DMO is open Monday through Friday from 8:00 am to 5:00 pm. You may contact them by phone at (877) 443-6362 (Select #2). You may also fax documentation to (517) 241-9926.