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Pryor Creek adopts paid bonding leave for city employees
Summary
Council approved an amendment to the employee leave policy that provides six weeks of paid bonding leave (four weeks for the birthing parent, two weeks for the spouse) within a six-month period for eligible full‑time employees.
The Pryor Creek City Council on Jan. 21 approved an amendment to Chapter 12 of the city’s employee leave policy to add paid bonding leave for eligible employees.
Under the adopted change, the city will provide an additional four weeks of paid leave to an employee who bears a child and two weeks to a spouse or domestic partner for bonding, to be used within six months of the birth. The leave is intended to be supplemental to federal Family and Medical Leave Act (FMLA) protections; FMLA still governs job‑protected leave but does not require paid time off.
Councilmembers and staff said the change responds to recent state legislation and comparable local policies. At the meeting city staff noted the state’s recent action on paid parental leave (referred to in discussion as Senate Bill 16) and explained that FMLA provides up to 12 weeks of job‑protected unpaid leave. The council limited eligibility to full‑time employees who meet the city’s service and hours requirements; staff said the policy will apply to full‑time employees after approximately two years of service and subject to hours‑worked criteria consistent with FMLA definitions.
Council discussion emphasized flexibility: the approved leave may be used in blocks and for related medical appointments within the six‑month period rather than solely as a continuous block of time. The mayor and councilmembers framed the action as a retention and family‑support measure intended to promote healthier outcomes for families and to reflect demographic changes in the city workforce.
The ordinance amendment was adopted by a unanimous council vote. Councilmembers suggested adding language later to explicitly include adopted children if the council wants to expand coverage; staff said that language can be considered in a future amendment.
Ending: City staff will update the employee handbook and implement the leave in payroll procedures; details on eligibility, documentation and coordination with FMLA will be published to employees after administrative review.
