Update to Paid Parental Leave MOU
Sisters and Brothers,
NATCA very recently became aware that in January of 2021, the Agency updated its policy that covers Paid Parental Leave (PPL), LWS-8.20, Family and Medical Leave Act (FMLA), to remove the requirement that employees have worked for at least 1,250 hours over the previous 12-month period to be eligible for PPL. The Agency had failed to send NATCA notice on this change when it was initially implemented.
As soon as NATCA became aware of this change, we initiated bargaining to reopen the Parties’ September 3, 2020, PPL MOU, remove the 1,250 work-hour requirement for our BUEs, and ensure that it applied retroactively.
In the new PPL MOU, the Parties have agreed to lift the 1,250-hour work requirement and apply it retroactively to NATCA BUEs. We have also updated the MOU reference in Appendix 1. The PPL MOU otherwise remains unchanged.
In addition, the Parties have agreed in the PPL Retroactive Application MOU that within thirty (30) days, we will identify BUEs who may have been denied PPL between January 1, 2021, and May 16, 2024, because they had not worked for at least 1,250 hours during the previous 12-month period. Within sixty (60) days, the Parties will meet and agree on and effectuate an appropriate make-whole remedy for each BUE identified.
If you believe that you were denied PPL between January 1, 2021, and May 16, 2024, because you did not work at least 1,250 hours during the previous 12-month period, please contact your regional leadership as soon as possible but no later than June 3, 2024, so that your situation can be analyzed for potential inclusion in the retroactive application process.
Please contact your regional leadership with any questions about this MOU.
In Solidarity,
The National Executive Board
