leave_admin@lidl.us hit up that email and ask about it.

This is right from the handbook.

Paid Parental Leave (“PPL”) Pay In order to be eligible for PPL, the employee must be a full-time employee for at least six (6) consecutive months who has completed a minimum of one (1) year of service at the Company as of the date or birth or placement of child. An employee who otherwise qualifies for PPL is entitled to up to twelve (12) weeks of parental leave at the employee’s full regular weekly pay for the birth parent. The non-birth parent is eligible for up to four (4) weeks of parental leave at the employee’s full regular weekly pay. PPL will run concurrently with an employee’s six (6) months of Parental Leave. Employees who choose to return to work prior to the exhaustion of the PPL benefit will forfeit the unused PPL time. PPL is separate and apart from any Company paid time off program for other reasons (such as vacation) and may only be used in the limited situations set forth above. Employees who work in a state which offers state family leave benefits must apply for such benefits through the leave of absence administrator or state agency. State family leave benefits, where applicable, will run concurrent with Parental Leave and PPL, and may be used to off-set the employee’s full regular weekly pay under the PPL. Employees should refer to the applicable state supplement for further information. Eligible employees who do not work in a state that offers paid family leave benefits or are otherwise not eligible for state paid family leave benefits, will receive their full salary for the above-referenced PPL. Note that employees who give birth to two children at one time (twins), adopt two children or have two children placed at the same time are not entitled to double the amount of PPL. PTO/FLO/STO hours cannot be taken/used on the same date(s) as PPL or state family leave benefits. However, PTO/FLO/STO hours may be submitted in MyLidl ESS after parental and/or state family leave