Employee Leave | Grace Church

Parental Leave Policy

Grace Church provides designated time off for full-time staff following the birth, adoption, or fostering of a child.

8 weeks of paid leave starting from the birth, adoption, or when work is no longer possible.
Option for an additional 4 weeks (using PTO or as unpaid leave) with job protection.
Notify Lisa Cline (HR) of your planned leave dates.

Paid at your regular straight-time earnings.
Submit Paternal leave requests through ADP.
- If combining Parental Leave with PTO, submit separate requests.

For fostering, please inform the Foster & Adopt Advisor, HR Director, and your Supervisor so we can provide support.

Grace Church provides paid time off for full-time staff in the event of the death of a family member.

Up to 4 days paid leave for immediate family members
Up to 5 days if out-of-state travel is required
Immediate family includes: spouse, children, parents, in-laws, grandparents, siblings, and step-relations.
Leave also applies in the event of a miscarriage (employee or spouse).
Extensions may be approved by your manager and HR in special circumstances.
If more days are needed, staff may combine Bereavement Leave with available PTO. Separate requests must be submitted through the system.

Grace Church supports full-time staff fulfilling civic responsibilities when summoned for jury duty.

Eligible employees receive up to 3 consecutive paid workdays during jury duty service.
Juror fees received do not reduce Church pay.
To receive compensation, employees must:
- Provide written notice of the summons in advance
- Submit proof of service (e.g., court pay voucher)

Grace Church follows the Family and Medical Leave Act (FMLA) and also offers additional discretionary leave options.

Eligible employees may take up to 12 weeks of unpaid, job-protected leave in a 12-month period for certain family and medical reasons.
Reasons include: birth/adoption/foster placement of a child, serious health condition of the employee, or care of a spouse, child, or parent with a serious health condition.
Eligibility: employed 52 weeks and worked 1,250 hours in the past 12 months.
The Church may continue insurance premium payments at its discretion.

Regular full-time and part-time employees may request a leave of absence up to 6 months (unpaid and without benefits) at the Church’s discretion.
Employees must decide whether to maintain or discontinue discretionary insurance benefits during leave.
Requests must be in writing, stating reason, duration, and contact information.
Approvals require manager, HR, and Leadership Team review; extensions also need Elder Board approval.