; and (2) to the extent that an employee’s requested leave described in paragraph (1) arises out of medical necessity related to a serious health condition connected to the birth of a son or daughter, the employing element shall handle the scheduling consistent with the treatment of employees who are using leave under subparagraph (C) or (D) of section 6382(a)(1) of title 5, United States Code. (c) Rules relating to paid leave Notwithstanding any other provision of law— (1) an employee may not be required to first use all or any portion of any unpaid leave available to the employee before being allowed to use the paid parental leave described in subsection (a); and (2) paid parental leave under subsection (a)— (A) shall be payable from any appropriation or fund available for salaries or expenses for positions within the employing element; (B) may not be considered to be annual or vacation leave for purposes of section 5551 or 5552 of title 5, United States Code, or for any other purpose; (C) if not used by the employee before the end of the 12-month period described in subsection (a) to which the leave relates, may not be available for any subsequent use and may not be converted into a cash payment; (D) may be granted only to the extent that the employee does not receive a total of more than 12 weeks of paid parental leave in any 12-month period beginning on the date of a birth or placement; (E) may not be granted— (i) in excess of a lifetime aggregate total of 30 administrative workweeks based on placements of a foster child for any individual employee; or (ii) in connection with temporary foster care placements expected to last less than 1 year; (F) may not be granted for a child being placed for foster care or adoption if such leave was previously granted to the same employee when the same child was placed with the employee for foster care in the past