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Kane County staff propose expanding extended-illness bank to cover nonmedical parental leave; committee requests department feedback
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Summary
HR presented a draft policy to allow employees to use accrued extended-illness leave for nonmedical parental leave (inclusive of fathers and adoptive parents), keeping use within existing 12-week FMLA limits; committee asked staff to circulate the draft to department heads and the state's attorney and return with a resolution.
Kane County human-resources staff on Wednesday proposed a change to the county's extended-illness policy to allow employees to use accrued extended-illness leave for nonmedical parental leave, enabling fathers and adoptive parents to draw on their accrued leave toward family and medical leave act (FMLA) protections.
Under the current policy, extended-illness leave accrues at one day per month (12 days per year) and is limited to the employee's own medical condition, with up to three days per year allowed for a family member's medical condition. Jamie explained the draft change would expand permitted use to "nonmedical parental leave" but would not create an unaccrued, employer-funded parental leave bank.
"It has been requested not just by individuals, but, a union did actually come forth and ask for parental leave," Jamie said, noting the union's initial request sought employer-funded leave; staff proposed the expansion of existing accrued time as a more budget-neutral compromise.
Committee members generally supported the concept but asked staff to gather implementation details, including how departments have covered prior maternity leaves, whether overtime or temporary hires would be required, and the potential budget effect of covering duties while staff are out. Several members noted the county already manages maternity and other FMLA leaves and that the proposal would only change the question of whether leave is paid from the extended-illness bank.
Legal and administrative next steps: Jamie said she would circulate the draft policy to department heads for operational feedback and to the state's attorney for legal review, then return with a resolution for committee consideration. Committee counsel reminded members that applying the policy to union-covered positions may not require reopening bargaining if it is an increase in benefit, but staff should confirm.
Ending: The committee requested additional quantification of potential overtime or coverage costs and invited staff to bring a formal resolution after consultation with affected departments and the state's attorney.
