Policy
Full-time other academic appointees in all units of the University on regular three- or four-quarter appointments may take one quarter of parental leave within 12 months following the birth or adoption of a child. OAAs who are FMLA-eligible may take up to 12 weeks of Parental Leave, of which the first six weeks will be paid, and the remaining weeks will be unpaid; academic appointees whose positions are covered by a Collective Bargaining Agreement should see that agreement for their benefit. Parental leave is also designated as leave under the Family and Medical Leave Act (FMLA), if applicable. For more information about Family and Medical Leave, see the FMLA Policy.
Procedure for Full-Time Other Academic Appointees (except for Senior Lecturers)
At least three months before the proposed leave, anyone wishing to take parental leave under this policy should discuss and confirm leave plans with their section chief, supervisor (if applicable), department chair, or dean.
For full-time OAAs whose positions are instructional, 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 between the appointee and their section chief, supervisor, department chair or dean: When the position is primarily instructional, it may not be possible (or consonant with the interests of students) to return to work after a quarter has begun. The paid leave policy is intended to enable a parent in this situation to take a full 12 weeks of leave and be paid six weeks’ compensation while on leave.
Other academic appointees on parental leave are not expected or required to perform any of their job duties, including those other than teaching, while they are on leave. Full-time other academic appointees whose duties do not include teaching, or include some teaching but are not primarily teaching, may request a rearrangement of their teaching schedule within a single academic year instead of a leave if they wish. 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 does not constitute a leave under this policy.
Accordingly, leave under this policy may not be combined with rearrangement of teaching duties when there are no other assigned duties except teaching.
Most benefits may be maintained during parental leave by arranging to continue the employee contribution to premiums. The Benefits Office is available to provide guidance regarding benefit continuation.
When both parents are University employees, each may take parental leave for which they are eligible in accord with the applicable policy. However, where both parents are working in the same department or school, the academic unit may elect to allow only one of the parents to take parental leave at a time.