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Full-time regular or probationary employees continuously employed for at least 12 months before leave may use PPL within 12 months after qualifying events such as childbirth or adoption placement. The policy provides 320 hours for eligible employees, prorated for part-time, defines limitations within a 12-month rolling calendar, and clarifies coordination with PDL, FMLA, and CFRA, including reinstatement and benefit calculations. It also includes a PPL request form and approval workflow through Human Resources and the City Manager.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":35,"@type":76,"position":81},"https://docshare.wps.com/document/healthcare/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/city-of-petaluma-paid-parental-leave-policy-final/388904/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/city-of-petaluma-paid-parental-leave-policy-final/388904.png","ImageObject",300,407,{"name":92,"@type":93},"Noah","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-30","2026-09-25",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",12,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"Who is eligible for Paid Parental Leave (PPL) in the City of Petaluma policy?","Question",{"text":113,"@type":114},"Eligible employees are full-time regular or probationary employees who have been continuously employed by the City for at least 12 months prior to the start of the leave. They may use PPL within 12 months following eligible events such as childbirth or placement of a child for adoption.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"How many hours of PPL are provided, and how is the 12-month limitation applied?",{"text":118,"@type":114},"Eligible employees are granted 320 PPL hours to use within 12 months of the qualifying event. No more than 320 hours may be used in any 12-month period, unused hours are forfeited at the end of that period, and PPL cannot be extended beyond it.",{"name":120,"@type":111,"acceptedAnswer":121},"How does PPL coordinate with other leave programs like PDL, FMLA, and CFRA?",{"text":122,"@type":114},"PPL runs concurrently with FMLA/CFRA and PDL. It can be integrated with short-term disability or California Paid Family Leave, but total pay for covered periods must not exceed 100% of the employee’s normal gross salary rate. For bonding purposes, PPL must generally be used prior to other accrued leave or unpaid leave, subject to specified exceptions.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},388904,1790960700,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":34,"category_name":35,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":81,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":144,"read_time":39,"preview_page_count":4},8796095462418,"https://ap-avatar.wpscdn.com/avatar/80000253c1241d02b47?x-image-process=image/resize,m_fixed,w_180,h_180&k=1778826106357471780","DocuSign Envelope ID: D771204B-543E-4067-9995-2467CD63EC6F  \nCITY OF PETALUMA  \nADMINISTRATIVE POLICY  \nEstablished: October 2021 Effective FY 2021/2022  \nPaid Parental Leave Policy  \nEligibility:  \nEffective July 1, 2021 any full time, regular or probationary employee who has been continuously employed by the City for at least 12 months prior to the start ofthe leave shall be eligible for Paid Parental Leave (PPL) to use within 12 months of the following eligible events:  \n1. Birth of a child of the employee, the employee’s spouse, or the employee’s domestic partner.  \n2. Placement of a child with the employee’s family for adoption.  \n3. PPL does not apply to the adoption of a stepchild by a stepparent.  \nFor the purposes of PPL, the definition of “parent” and “child” are as defined by the California Family Rights Act. The City Manager has discretion to terminate or modify this policy at anytime.  \nBenefit and Use:  \n1. Eligible employees shall be granted 320 (this is equivalent to 40 – 8-hour workdays) PPL hours to use within 12 months of the qualifying event for the purposes of disability due to pregnancy and/or parental bonding. Regular part-time employees shall be eligible for a prorated number of PPL hours, based on scheduled hours of work.  \n2. PPL is based on a 12-month rolling calendar. No more than 320 PPL hours may be used in any 12-month period. PPL may not be used or extended beyond this 12-month time frame and any unused PPL will be forfeited at the end of the 12-month period for the qualifying event.  \n3. Upon termination of the employee’s employment at the City, he or she will not be paid for any unused PPL for which he or she was eligible.  \n4. Ifa City holiday occurs while the employee is on PPL, such day will be charged as holiday pay and will not be counted against the employee’s allotted PPL.  \n5. PPL is based on the employee’s regularly scheduled hourly base wage. It is considered “paid status” for the purpose of merit, seniority, benefit premium contributions, vacation and sick leave accrual, and City benefit eligibility and contributions.  \n6. PPL counts towards retirement service credit.  \n7. PPL shall be used in a block of continuous time or on an intermittent or reduced schedule as approved by the eligible employee’s supervisor. Intermittent leaves must be arranged and approved by the employee’s supervisor in advance.  \n8. PPL shall run concurrently with PDL/FMLA/CFRA. Eligible employees will be reinstated to the same or equivalent position subject to permitted defenses under PDL/FMLA/CFRA.  \nDocuSign Envelope ID: D771204B-543E-4067-9995-2467CD63EC6F  \nThis may include altered assignments to accommodate the department’s operational needs when the employee is working a reduced work schedule.  \n9. An employee on Pregnancy Disability Leave (PDL): Once the eligible employee has reduced their sick leave balance to 40 hours or less, they are eligible to use PPL. An eligible employee is not required to further reduce their balance once they have reached the initial threshold of 40 hours or less.  \nCoordination of Benefits & Leaves  \n• PPL taken under this policy will run concurrently with leave under the FMLA, CFRA and PDL.  \n• PPL can be fully integrated with any short-term disability or California Paid Family Leave program but shall not exceed one hundred percent (100%) of the employee’s normal gross salary rate.  \n• The use of Short-Term Disability (STD) and Paid Family Leave (PFL) will not reduce available hours under the PPL leave entitlement.  \n• For time covered by FMLA/CFRA job protected leave for bonding purposes, PPL must be used prior to other accrued leave or unpaid leave except as discussed in paragraph 9 above.  \n• If an employee has exhausted FMLA/CFRA entitlements for reasons other than bonding, PPL must be used prior to other accrued leaves or Leave Without Pay for arranged leaves for the purpose of bonding. Scheduling of non-FMLA/CFRA protected PPL is subject to department approval.  \n• PP","cbCaitu0TqbXMZwN","https://ap.wps.com/l/cbCaitu0TqbXMZwN","pdf",272487,"English","# Paid Parental Leave Policy\n## Eligibility\n## Benefit and Use\n## Coordination of Benefits & Leaves\n## Approved\n# Paid Parental Leave (PPL) Request Form\n## Employee Submission Requirements","[{\"question\":\"Who is eligible for Paid Parental Leave (PPL) in the City of Petaluma policy?\",\"answer\":\"Eligible employees are full-time regular or probationary employees who have been continuously employed by the City for at least 12 months prior to the start of the leave. They may use PPL within 12 months following eligible events such as childbirth or placement of a child for adoption.\"},{\"question\":\"How many hours of PPL are provided, and how is the 12-month limitation applied?\",\"answer\":\"Eligible employees are granted 320 PPL hours to use within 12 months of the qualifying event. No more than 320 hours may be used in any 12-month period, unused hours are forfeited at the end of that period, and PPL cannot be extended beyond it.\"},{\"question\":\"How does PPL coordinate with other leave programs like PDL, FMLA, and CFRA?\",\"answer\":\"PPL runs concurrently with FMLA/CFRA and PDL. It can be integrated with short-term disability or California Paid Family Leave, but total pay for covered periods must not exceed 100% of the employee’s normal gross salary rate. For bonding purposes, PPL must generally be used prior to other accrued leave or unpaid leave, subject to specified exceptions.\"}]","City of Petaluma - Paid Parental Leave Policy - Final | PDF",1790311557]