AECOM’s Paid Parental Leave Program provides new parents through childbirth, adoption, foster care placement and surrogacy with paid time off to bond with their new child(ren).
All new parents are eligible to receive up to four weeks of Parental Leave at 100% of their base pay.
Regular full-time and regular part-time employees are eligible for the Paid Parental Leave Program upon hire for new child events that occur on or after the date of hire.
The Paid Parental Leave Program is not applicable to temporary employees, casual/variable employees, or employees covered by a collective bargaining agreement.
AECOM Paid Parental Leave Program is distinct and separate from FMLA and other programs and regulations. You do not need to be eligible for FMLA to be eligible for Parental Leave.
If you are eligible for FMLA, the usage will run concurrent with (at the same time as) Parental Leave. Paid Parental Leave runs concurrently with federal and state leave regulations when applicable.
Paid Parental Leave is applicable to new child events that occur on or after your date of hire.
If you work in a state with a paid leave program and/or protected leave, you may be eligible for leave with that state entity. Some state programs base eligibility upon the wages that you have paid into these programs, rather than your length of service with your current employer.
Please confirm with your state entity if you think this may apply to you.
If you are approved for a state family leave program, please notify LOA@aecom.com.
Paid Parental Leave takes effect on or after the date of delivery, adoption or placement.
If you need time before your child arrives, such as to support your partner during delivery, you may use FTO or accrued PTO.
In certain circumstances, Paid Parental Leave can be used to finalize adoption. Please contact The Hartford to discuss your specific situation.
Up to four weeks (20 days) at 100% of your regular base pay. This may be used within the first 12 months of your new child event.
You receive 100% of your regular pay for up to four weeks (20 days) based on your schedule. For example, if you are scheduled to work 24 hours a week, you receive 24 hours a week for four weeks.
You can use your Parental Leave on a continuous or intermittent schedule. The minimum increment of usage is one full day, which for most employees is 8 hours. You can’t take Parental Leave for less than a day or for a partial day.
Continuous leave means you take leave from the start date to the end date of your leave, and you don’t work any days during this four week period of time.
Intermittent leave means you take days or weeks of leave between the start date and end date of your leave but also work some days or weeks during this time.
You receive a maximum of four weeks (20 days) of paid leave. There is no additional time off for multiple births or adoptions (adopting multiple children on the same date).
If you have more than one event for the same child, such as foster placement and later an adoption, you may use Paid Parental Leave for one of those events. There is no additional time off for multiple events for the same child.
There is no limit to the number of times that you can take Paid Parental Leave during the duration of your career at AECOM.
Within 12 months of your new child event.
You can apply for Parental Leave by contacting The Hartford at 866.262.7316 or visiting AbilityAdvantage.TheHartford.com.
You should apply for leave and notify your manager at least 30 days prior to your leave, when possible.
When you apply (open a claim) with The Hartford, your manager and AECOM will receive a notification.
Provide the date that you anticipate your child’s birth, adoption or placement. It is common for the anticipated date to be different from the actual delivery date. You will provide the actual date later.
Provide a reason:
- If you are a non-birthing parent, select “bonding” as the leave reason.
- If you are a birthing parent and taking Pregnancy Leave immediately before Parental Leave, select “pregnancy” as your leave reason.
- If you are a birthing parent and returned to work after Pregnancy Leave and before taking your Parental Leave, select “bonding” as the leave reason.
You will need to submit documentation of your new child event before your claim is approved by The Hartford.
You don’t need to wait for the official birth certificate. The hospital letter/temporary certificate typically is sufficient, as long as it contains your name and your child’s date of birth. You may upload this documentation to The Hartford’s online portal.
In the case of adoption or placement, there are multiple types of documents that may be acceptable. Please contact The Hartford to discuss your options.
After your child arrives, please provide The Hartford with the following:
- Actual date of delivery, adoption or placement
- Actual dates of leave (not including days that you plan to work)
- Provide documentation of your new child event to The Hartford
Important: If you want to add your child to your benefits, contact the AECOM Benefits Service Center at 844.779.9567, Monday through Friday (8 a.m. – 8 p.m. Central Time) or log in to myAECOMbenefits.com and select “Change My Coverage” within 31 days of the birth, adoption or placement.
Your claim will show as pending until actual dates of leave are available and The Hartford receives acceptable documentation.
Your claim will be finalized after you submit documentation. It may take up to five business days for The Hartford to review your documentation. If further documentation is needed, The Hartford will notify you via a letter.
If you are a birthing parent, your Parental Leave will be approved at about the same time that your Pregnancy Leave is approved. You will not need to provide any additional documentation.
The Hartford will send you a notification according to your communication preferences. You can review and update your communication preferences under your profile at AbilityAdvantage.TheHartford.com.
An “open” claim with The Hartford does not indicate approval.
Contact The Hartford at 866.262.7316 if you have questions about the status of your claim.
Call The Hartford if you need to make changes, such as:
- Changing or removing dates of leave
- Changing claim type between intermittent and continuous
These changes cannot be made in the online portal.
You may add dates to your existing intermittent claim via the online portal.
Important: Notify The Hartford in a timely manner to avoid a delay in payment.
You do not need to complete a timesheet.
You must take Parental Leave in full day increments; increments less than one full day will not be paid.
You need to complete a timesheet so that overhead hours do not autogenerate.
Use the appropriate time code based on your business group:
- Corporate — charge code: 03001001 (LWOP)
- DCS — charge code: 04101001 (LWOP)
- CM — charge code: 05191001 (LWOP)
All business groups use:
- Task code: 82 (Parental)
- Type: LWOP Parental Leave
Important: The LWOP code is a placeholder and does not generate a benefit. It also does not create an alert that you have used Parental leave. You must notify The Hartford of your actual leave dates to notify AECOM. You must take Parental Leave in full day increments; increments less than one full day will not be paid.
Enter your Parental Leave days in the CMIC Etime system by selecting code FMLA from the hours type drop-down list. Someone from Payroll may contact you directly with other instructions.
If you are birthing parent transitioning from Pregnancy Leave to Parental Leave, you do not need to complete a timesheet.
If you have already returned to work from Pregnancy Leave and are using Parental Leave intermittently, please follow the timesheet instructions for non-birthing parents.
If you typically work a 9/80 schedule or other alternate schedule, Paid Parental Leave is paid in full-day increments until you reach the 160-hour maximum.
Please complete your timesheet using the above instructions according to your compensation type (exempt or non-exempt).
The Parental Leave benefit is paid in the pay period in which AECOM receives the approval notification from The Hartford. This means that you may not be paid in the pay period that you use Parental Leave.
Once the claim approval is received by AECOM, the paid leave is included on the next regular pay date.
Important: This paid leave is processed internally. Even though you may need to complete a timesheet (see previous FAQ question), this does not automatically generate a payment. Nor does it alert AECOM that you have used leave. It is important to notify The Hartford whenever you are using Parental Leave.
Please notify The Hartford.
You do not need to set up a new claim each time you take additional Parental Leave for the same new child event.
Even if your claim is shown as closed in The Hartford’s online portal, you may add time to this existing claim. Adding time will reopen the claim. Do not open a new claim.
You are not eligible for holiday pay while out on continuous leave.
If you have an intermittent Parental Leave claim, you do not need to request a day of Parental Leave on a company paid holiday.
The Hartford will automatically transition your leave type to AECOM Paid Parental Leave after the 8 weeks of AECOM Pregnancy Leave. If you plan to return to work prior to using all or some of your Paid Parental Leave, please notify The Hartford.
If your work state program approval extends more than 8 weeks after delivery (most common for those working in Colorado and Massachusetts), please notify LOA@AECOM.com. Your AECOM Paid Parental Leave start date can be adjusted to begin after the approved state paid leave for pregnancy ends.
To learn more about Pregnancy Leave, please review Leave of Absence.
Notify The Hartford that you are returning to work after your Pregnancy Leave and that you plan to take your Parental Leave later. You may provide your Parental Leave dates at that time or notify The Hartford later. You must use your remaining Parental Leave within 12 months of your child’s birth.
If you work in New York, the New York Paid Family Leave (PFL) runs concurrent with AECOM Parental Leave. The Hartford administers the New York PFL on behalf of AECOM and you will receive the PFL benefit directly from The Hartford.
If you work in any other state with a paid family leave program, you do not apply for the state benefit program at the same time you are using AECOM Paid Parental Leave. We recommend that you use the AECOM Paid Parental Leave benefit first and apply for the state benefit after exhausting your AECOM Parental Leave. If you have questions about coordination of leaves, please contact LOA@aecom.com.
You continue to pay your benefit contributions through AECOM Payroll.
- If you transition directly from Pregnancy Leave to Parental Leave, the direct billing already in place will continue through the duration of your leave. Refer to the Benefits & Leave Direct Bill FAQ for more information about payment and benefit eligibility.
- If you return to work after Pregnancy Leave and take Parental Leave at a later date, you continue to pay your benefit contributions through AECOM payroll.
- Intermittent leave – You continue to pay your benefit contributions through AECOM Payroll.
- Continuous leave – You pay your benefit contributions directly to the AECOM Benefits Service Center. Refer to the Benefits & Leave Direct Bill FAQ for more information about payment and benefit eligibility.
If you want to add your child to your benefits, contact the AECOM Benefits Service Center at 844.779.9567, Monday through Friday (8 a.m. – 8 p.m. Central Time) or log in to myAECOMbenefits.com and select Change My Coverage within 31 days of the birth, adoption or placement.