Full-time other academic appointees in all units of the University on regular three- or four-quarter appointments who give birth, adopt a child, or has a spouse or University-registered domestic or civil union partner who gives birth may take up to six weeks of a Family and Medical Leave Act (FMLA) leave as paid leave and up to six weeks of the FMLA leave as unpaid leave within twelve months of the delivery. Anyone wishing to take parental leave under this policy should discuss leave plans with the section chief (if applicable), department chair, and dean at least three months before the proposed leave.
For full-time academic appointees whose responsibilities are limited to teaching, a leave that ends after a quarter has begun effectively precludes a resumption of duties until the start of the following quarter in residence. In those circumstances, it should be noted that the precise timing of the leave under this policy needs careful consideration and planning: when duties are limited to teaching, it may not be possible (or in the interests of students) to return to work after a quarter has begun. In effect, paid leave is intended to enable a parent in this situation to take a full quarter leave and be paid one half of one quarter’s compensation while on leave. Accordingly, leave under this policy may not be combined with rearrangement of teaching duties when there are no other assigned duties except teaching. Full-time academic appointees whose duties do not include teaching, or include some teaching but are not limited to teaching, may request a rearrangement of their teaching schedule within a single academic year. For example, if duties are to teach three courses per year, instead of teaching one per quarter, it may be possible to teach two in one quarter and one in a second. Other non-teaching responsibilities would be continued without interruption, including participation in all departmental business as normally expected. Because this is a re-arrangement of duties with full compensation, not a suspension of duties, it is not considered a leave under this policy.
Most benefits may be maintained during parental leave by arranging to continue the employee contribution to premiums.
Normally, where both parents are University employees, only one may seek leave at a time.
Parental leave is considered leave under the Family and Medical Leave Act (FMLA), a federal law permitting up to twelve weeks total of unpaid leave per year, after at least twelve months of employment at the University.