Nourish will provide up to 16 weeks of parental leave to bond with and care for a new family member, following the birth of an employee’s child or the placement of a child with an employee in connection with adoption or foster care. The purpose of parental bonding leave is to enable the employee to care for and bond with a newborn or a newly adopted or newly placed child. This policy will run concurrently with Family and Medical Leave Act (FMLA) leave and State Paid Family Leave Policies as applicable. This policy will be in effect for births, adoptions, or placements of foster children.

• Eligible employees must meet the following criteria:

  • Have been employed by Nourish for at least 6 months at the beginning of your leave.

  • Be a full- or part time W2 employee.

• In addition, employees must meet the following criteria:

  • Have given birth to a child.

  • Be a spouse or committed partner of a woman who has given birth to a child.

  • Have adopted a child or been placed with a foster child (in either case, the child must be age 17 or younger). The adoption of a new spouse’s child is excluded from this policy.

All employees employed with Nourish for at least 6 months will be eligible for Paid Parental Bonding Leave based on their average weekly compensation for the preceding 6 months (starting the day before parental leave begins).

• If you have been with Nourish for at least 6 months on the first day of your leave, you are eligible for 6 weeks of paid parental bonding leave at 100% of your average compensation for the preceding 6 months beginning 30 days before due date or placement date.

• If you have been with Nourish for at least 1 year (12 months) on the first day of your leave, you are eligible for 8 weeks of paid parental bonding leave at 100% of your average compensation for the preceding 6 months beginning 30 days before due date or placement date.

• If you wish to take additional leave beyond the paid period, you can take up to 16 weeks of leave in total, and that remaining time will be unpaid.

  • Please see Coordination with Other Policies for more information on Short Term Disability, FMLA, and State Paid Family Leave.

• Submit your leave by emailing people@usenourish.com

  • Make the subject line of the email "Parental Leave Request". Please include the leave start date, and estimated return date. Include any other information that would be helpful when submitting your leave request, like STD enrollment, etc.

• Once your leave is submitted please give the People Team 3 business days to review your claim and start the submittal process!

• You can expect an email from our leave management partner, Sparrow, to set up time with their team to kick off your leave. They will be your go to contact for any questions pertaining to your leave. You can find more information on Sparrow at the bottom of this page.

  • The People Team initiates the first step with Sparrow, you do not need to create an account with Sparrow until they reach out to you directly to kick off the process. Once they reach out to you, you will be given a contact to direct any questions, information on how to create your account and where to submit paperwork!

• As is the case with all company policies, the organization has the exclusive right to interpret this policy.

• Amount, Time Frame, and Duration of Paid Parental Leave

  • Eligible employees will receive a maximum of 8 weeks of paid parental leave per birth, adoption, or placement of a child/children. The fact that a multiple birth, adoption, or placement occurs (e.g., the birth of twins or adoption of siblings) does not increase total amount of paid parental leave granted for that event. In addition, in no case will an employee receive more than 8 weeks of paid parental leave in a rolling 12-month period, regardless of whether more than one birth, adoption, or foster care placement event occurs within that 12-month time frame.

  • Each week of paid parental leave is compensated at 100 percent of the employee’s average gross weekly pay. Paid parental leave will be paid on a semi-monthly basis on regularly scheduled pay dates.

  • Approved paid parental leave may be taken at any time during the 12-month period immediately following the birth, adoption, or placement of a child with the employee. Paid parental leave may not be used or extended beyond this 12-month time frame.

  • For birthing parents, short-term disability (STD) and any applicable state-paid leave benefits must run concurrently with Nourish’s paid parental leave policy. The company’s paid parental leave will “top off” these benefits to ensure the employee receives 100% of their weekly salary during the medical recovery period following childbirth.

  • Employees must take paid parental leave in one continuous period of leave and must use all paid parental leave during the 12-month time frame indicated above. Any intermittent leave must be pre approved by the People Team. Intermittent leave must be used in a minimum of 2 week increments. Any unused paid parental leave will be forfeited at the end of the 12-month time frame.

  • Employees will be expected to return to work at the conclusion of the benefits under this policy or at the earliest point permissible by law, whichever is sooner. Failure to return will be regarded as a voluntary termination of employment. No provisions herein shall conflict with an employee's statutory rights and protections under federal, state, or local law.

  • Upon termination of the individual’s employment at the company, he or she will not be paid for any unused paid parental leave for which he or she was eligible.

• Coordination with Other Policies

  • Paid Parental Bonding Leave taken under this policy will run concurrently with leave under the FMLA; thus, any leave taken under this policy that falls under the definition of circumstances qualifying for leave due to the birth or placement of a child due to adoption or foster care, the leave will be counted toward the 12 weeks of available FMLA leave per a 12-month period. All other requirements and provisions under the FMLA will apply. In no case will the total amount of leave—whether paid or unpaid—granted to the employee under the FMLA exceed 12 weeks during the 12-month FMLA period. Please refer to the Family and Medical Leave Policy for further guidance on the FMLA.

  • All health insurance benefits Nourish provides will remain active while the employee is on parental leave. Regular employer contribution to premiums for the employee and all enrolled dependents will remain the same. If your leave is unpaid, you must still pay your portion of the premium.

  • If a company holiday occurs while the employee is on paid parental leave, such day will not extend the total paid parental leave entitlement.

  • If the employee is on paid parental leave when the company offers administrative leave (known as an “admin day”), that time will be recorded as paid parental leave. Administrative leave will not extend the paid parental leave entitlement.

  • An employee who takes paid parental leave that does not qualify for FMLA leave will be afforded the same level of job protection for the period of time that the employee is on paid parental leave as if the employee was on FMLA-qualifying leave.

• Information on State Paid Family Leave (NY, NJ, CA, CT, WA, & MA)

  • New York employees can learn more about their right to Paid Family Leave, and paid prenatal time off by visiting paidfamilyleave.ny.gov/employees and https://www.ny.gov/new-york-state-paid-prenatal-leave/information-employees.

  • New Jersey employees can learn more about their right to Temporary Disability Insurance and Family Leave Insurance by visiting https://www.myleavebenefits.nj.gov/

  • California employees can learn more about their rights to job protection under the California Family Rights Act (CFRA) and California Pregnancy Disability Leave (PDL) at this link, and to salary continuation under Statutory Disability (DI) and/or Paid Family Leave (PFL) at this link.

  • Connecticut employees can learn more about their rights to job protection under the Connecticut Family Medical Leave here and wage replacement under the Connecticut Paid Leave program by visiting https://ctpaidleave.org/s/?language=en_US.

  • Washington employees can learn more about their right to Washington Paid Family & Medical Leave by visiting https://esd.wa.gov/paid-family-medical-leave.

  • Massachusetts employees can learn more about their right to Massachusetts Paid Family Medical Leave by visiting https://www.mass.gov/topics/paid-family-and-medical-leave-in-massachusetts

In order to ensure that you have the best leave experience, Nourish has partnered with Sparrow, a software-based leave management company. Sparrow will work with you throughout your leave so that you can focus on your health and/or your family.

Your Sparrow leave specialist will work with you to discuss your leave plans, identify the key dates when they need to be involved, and gather the necessary information to file your leave paperwork on your behalf. Sparrow takes care of all the logistics related to your leave, including the paperwork, deadlines, payroll calculations, and coordination for our internal teams.

Once you are connected with Sparrow, your Sparrow Leave Specialist will do intake with you to develop your leave plans based on your unique circumstances. This intake will include an overview of Nourish’s LOA policy applicable to your leave type, state and/or private disability insurance benefits, and federal, state and local job protection regulations. They’ll help you map out your entire leave and answer any questions that you may have about your leave and wage replacement during your absence.

After intake, Sparrow will provide a recap and create your custom leave plan based on your leave goals. If elected by you, Sparrow will also prepare any claims paperwork on your behalf and be on standby to file them when your leave begins.

If elected, your Sparrow Leave Specialist will file any state or private disability claims on your behalf as soon as your leave starts. For disability claims, Sparrow will also reach out to your healthcare provider to provide them instructions for their portion of the claim. Throughout your leave, you will be notified of the status of your claim and any next steps. Sparrow will always be available to ensure all your questions or concerns are addressed, and will check-in at significant touch-points during your leave. One to two weeks prior to your return, your Sparrow Leave Specialist will send reminders to the People team to prepare for your return.

After your leave has been completed, your Sparrow Leave Specialist will be available to answer any remaining leave-related questions that arise.

About 3-4 weeks before your leave begins, please take the following steps to ensure your patients are taken care of during your time away, and that your portal is set up correctly!

• Disable “accepting new patients.”

• Notify current patients of upcoming leave.

• Use the transfer tool to move patients who request another Dietitian. Others will receive automated emails 1–2 weeks before leave.

  • Find message templates here that you can make your own when communicating with your patients!

    • Please note, if a patient does not want to transfer during your time away, no action is needed on their end, or yours. They can remain under your care while you are away and transferring is not a requirement.

• Let patients know they may return to you post-leave or stay with their interim Dietitian. CX team will contact them before your return.

• If leave begins earlier than planned, email people@usenourish.com and we’ll assist with updates.

• Block your schedule during leave. Calendar setup info.

Who is eligible for paid parental leave?

To be eligible, you must:

• Be a full-time or part-time W2 employee, and

• Have been employed at Nourish for at least 6 months

  AND one of the following must apply:

• You gave birth to a child

• Your spouse/partner gave birth to a child

• You adopted a child or were placed with a foster child under age 18

What if I haven’t been at Nourish for 12 months yet?

• If you’ve been here at least 6 months → you're eligible for 6 weeks of fully paid leave

• If you’ve been here at least 12 months → you're eligible for 8 weeks of fully paid leave

Can I take unpaid leave if I want more time off?

Yes — you may take up to 16 total weeks of parental leave (paid + unpaid).

If you want to take additional time off beyond 16 weeks, you’ll need to request formal approval from the People Team.

Can I delay or start my leave early?

If your leave starts earlier than expected, please notify the People Team and Sparrow as soon as possible so your leave and pay can be adjusted.

If your leave starts later than anticipated, also notify the People Team and Sparrow so your timeline can be updated accordingly.

Can I take intermittent leave?

Parental leave must be taken in one continuous block by default. If you wish to take leave intermittently (non-consecutive days or weeks), you must receive advance approval from the People Team.

How is my weekly pay calculated for leave?

Your weekly pay is based on your average weekly compensation over the past 6 months beginning 30 days before your due date, or placement date.

During your approved time away, your caseload average will not be impacted

When does my paid leave start, and when will I get paid?

• Your paid leave begins on the date of the qualifying event (birth, adoption, or placement).

• You will continue to be paid on your regular semi-monthly payroll schedule during leave.

What if I also qualify for Short Term Disability (STD) or state leave programs?

Nourish will "top off" payments from STD or state benefits so that you receive 100% of your usual weekly pay.

What happens to my benefits while I’m on leave?

• Your health insurance and other benefits stay active.

• If you’re on unpaid leave, you’ll still need to pay your regular portion of the premium.

  • The People Team will connect with you on payments to continue benefits coverage.

Can I take more than 16 weeks of leave?

The max under this policy is 16 weeks total.

Any time off beyond that requires approval from the People Team and may require documentation.

What if I don’t qualify for FMLA? Will I still have job protection?

Yes. Nourish will provide job protection for during your paid parental leave even if you are not FMLA-eligible.

What does it mean that leave “runs concurrently” with FMLA or STD?

Your parental leave time will count toward FMLA or STD coverage if you’re eligible. These benefits run at the same time — not separately.

About 3-4 weeks before your leave begins, please take the following steps to ensure your patients are taken care of during your time away, and that your portal is set up correctly! If you have any questions specific to your calendar or the portal, please direct them to support@usenourish.com.

• Disable “accepting new patients.”

• Notify current patients of upcoming leave.

• Use the transfer tool to move patients who request another Dietitian. Others will receive automated emails 1–2 weeks before leave.

  • Find message templates here that you can make your own when communicating with your patients!

    • Please note, if a patient does not want to transfer during your time away, no action is needed on their end, or yours. They can remain under your care while you are away and transferring is not a requirement.

• Let patients know they may return to you post-leave or stay with their interim Dietitian. CX team will contact them before your return.

• If leave begins earlier than planned, email people@usenourish.com and we’ll assist with updates.

• Block your schedule during leave. Calendar setup info.

1. Portal Action Items:

   1. Edit/Delete any blocks to ensure you are open to new appointments.

   2. Enable "allow initial new appointments" if you wish to have new patients added to your schedule.

   3. Confirm your availability is still correct and adjust as needed for your new routine.

   4. Reminder: We will send an automatic email to your past patients to notify them about 1 week prior to your return and give them the opportunity to transfer back to you if they scheduled with another dietitian during your leave.

2. Optional: Set up time with your CQM to cover any updates and changes while you were away. Your CQM is a great resource for any questions about ramping up your caseload once returning as well!

3. For Full-Time Dietitians: We’re here to support you when you return from leave. We offer a grace period to help you gradually increase your caseload back to the weekly average of 15.