This virtual resource center offers information and resources for faculty, staff and students who are challenged by the need for accessible, affordable and quality childcare.
On this page, you can learn about the following resources available to familes:
Disclaimer: UNCW maintains this web site as a convenience to UNCW parents and legal guardians of children. UNCW does not screen child care services nor match potential child care services with specific parents or legal guardians. It is the responsibility of each individual to interact with prospective child care services regarding specific hours of operation, costs, and other requirements that each individual desires for his or her child. This listing is not inclusive nor does it constitute an endorsement, sponsorship, or support of any particular business entity.
To support its faculty, staff and students, UNC Wilmington offers dedicated lactation rooms on campus.
Hours: Monday through Friday 8am - 5pm
Please call 910.962.3160 to make arrangements
Hours: Monday through Friday 8am - 5pm
Please call 910.962.3280 and ask to speak to the Lead Nurse or the Director to make arrangements
Hours: Monday through Friday 8am – 5pm
Hours: Monday through Friday 8am - 5pm
UNCW offers Paid Parental Leave to promote physical and mental health for employee families, increase worker retention and improve worker productivity and morale. Paid Parental Leave provides four weeks of paid leave to parents for the bonding period (“Paid Parental Bonding Leave” or “Bonding Leave”) with a child due to birth, adoption or foster care placement.
The birth mother may receive an additional four weeks of paid leave for recuperation from the period of disability following the birth (“Paid Parental Recuperation Leave” or “Recuperation Leave”).
No. Only full- and part-time (half-time or more) employees who are in permanent, probationary or time-limited positions are eligible for Paid Parental Leave.
Time as a temporary employee, including student, graduate assistantships and postdoctoral fellowships can be included in determining the 12 months of continuous employment eligibility for Paid Parental Leave so long as the employee is in a permanent, probationary or time-limited position at the time of the qualifying event.
Yes. If the employee remains employed by the State of North Carolina and does not incur a 31-day break in service, then the employee will be considered continuously employed, provided they meet all other eligibility requirements.
The two types cover different uses of the leave. The four weeks of Paid Parental Recuperation Leave is for the birthing parent to use for the disability / recuperation period following the birth of the child. The four weeks of Paid Parental Bonding Leave can be used by both parents for the bonding period associated with a newborn or placement of a child through adoption, foster care, or similar eligible events.
For this reason, the birthing parent may receive up to eight weeks of Paid Parental Leave (four weeks of Recuperation Leave; four weeks of Bonding Leave).
The Paid Parental Recuperation Leave is applied only to the birthing parent for their recovery from the birth. The other parent does not have the same medical necessity for recovery as this birthing parent and so is not eligible for this type of leave.
Yes. Surrogates are eligible for up to four weeks of Paid Parental Recuperation Leave following the birth.
No. Once an employee has received approval and has begun to take Paid Parental Leave, management cannot revoke approval based on staffing issues.
In loco parentis is eligible under Paid Parental Leave. In loco parentis refers to a relationship in which a person is placed in the role of a parent by assuming and discharging the obligations of a parent to a child who is under 18.
Although no legal or biological relationship is necessary, grandparents or other relatives, such as siblings, may stand in loco parentis to a child as long as the relative satisfies the in loco parentis requirements and provide necessary documentation. Guardian ad Litem (GAL) assignments are not eligible under Paid Parental Leave.
Paid Parental Bonding Leave may only be used for bonding period with the child. Social Services and doctor visits as well as court dates that occur prior to the placement of the child may be scheduled by using other sources of leave.
Once the child is placed, incidental appointments that may occur during the four-week Bonding Leave are included within the Bonding Leave.
No. Paid Parental Bonding Leave is not available until the qualifying event occurs. Once the child is placed, incidental appointments that may occur during the four-week Bonding Leave are included within the Bonding Leave.
No. If you provide an acceptable document certifying your eligibility and you meet all other requirements, then you will be eligible for Paid Parental Leave.
For more details regarding eligibility, please consult with your benefits counselor.
Employees must use Paid Parental Leave (Recuperation or Bonding) for continuous blocks of up to four weeks. The four weeks of Recuperation Leave for the birth parent must be used immediately following the birth.
Either eligible parent may use the four-week Bonding Leave with the child for any continuous block of time within the 12 months following the birth or legal placement. For the birthing parent, the four-week Bonding Leave does not have to occur immediately following the four-week Recuperation Leave. Although the Bonding Leave cannot be used intermittently, parents are not required to use the entire four weeks of Bonding Leave.
Voluntary Shared Leave has specific eligibility rules that may allow for some portion of the absence to be eligible. Consult with your institution’s human resources office for additional information. Voluntary Shared Leave cannot be used for the bonding period with a child for either parent under Paid Parental Leave or Family & Medical Leave. Voluntary Shared Leave may be used during Family & Medical Leave if the birthing parent has exhausted the four-week Paid Parental Recuperation Leave and exhausted all other available leave but has further medical issues associated with the birth.
If Voluntary Shared Leave is being used to cover the remainder of the disability period associated with the birth, then the birthing parent is not required to apply the 4-week Bonding Leave until after the available Voluntary Shared Leave has been applied. Regardless, the four-week Recuperation Leave must be used prior to using Voluntary Shared Leave for the disability period following the birth.
Paid Parental Leave is not paid out if it is not used. If an employee leaves state employment, their eligibility for Paid Parental Leave ends.
No. Spouses cannot use Paid Parental Bonding Leave during the disability period for the purpose of caring for the spouse; however, they could choose to use Paid Parental Bonding Leave to bond with the child within the same period that the birth parent is taking Paid Parental Recuperation Leave or choose to use Family & Medical Leave (if eligible) to care for the birth parent during the recuperation period and then use the Paid Parental Bonding Leave at some other time within the first 12 months after the birth.
If the pregnancy results in a stillbirth at twenty weeks or greater into the pregnancy, then the birth mother is allowed to use up to four weeks of Paid Parental Recuperation Leave immediately following the event. Miscarriages or other issues related to a pregnancy are not qualifying events under Paid Parental Leave but may be covered under Family & Medical Leave for one or either parent.
Paid holidays occurring during a full week of Paid Parental Leave count toward the Paid Parental Leave entitlement. Paid holidays occurring during a partial week of Paid Parental Leave do not count against the Paid Parental Leave entitlement, unless the employee was otherwise scheduled and expected to work during the paid holiday.
Condition 3 Adverse Weather closings with pay are counted as part of an employee’s use of Paid Parental Leave, consistent with other leave programs, and would not extend the Paid Parental Leave period.
Yes. Funding source is not a requirement or restriction for eligibility, so long as the employee meets all other eligibility requirements.
For information on process and procedures for applying for Paid Parental Leave, please consult with your benefits counselor.
Non-leave earning faculty (and leave-earning 12-month faculty at some institutions) are eligible for the Faculty Serious Illness & Disability Leave program, which provides a comparable benefit to this Paid Parental Leave program.
No. A multiple birth is considered one qualifying event, and the same leave is provided. Parents do not receive Paid Parental Leave for each child born in a multiple birth event.
Yes.
Yes. Paid Parental Leave runs concurrent with Family & Medical Leave; however, if Family & Medical Leave has been exhausted, an employee is still eligible for Paid Parental Leave so long as all other criteria are met.
No. Employees are allowed one qualifying event per 12-month period. The 12-month period begins with the birth or placement of the child, so if another child is born within that 12-month period, the birth would not be a qualifying event for Paid Parental Leave.
No. The birthing parent must use Paid Parental Recuperation Leave prior to using sick or vacation leave for the birth. All Paid Parental Leave must be used concurrently with available Family and Medical Leave.
No. An employee must have twelve months of continuous state service and have been in pay status for 1,040 hours in the previous 12 months to be eligible for Paid Parental Leave.
Phone: (910) 962-3160
Fax: (910) 962-2911