Parental Leave for Full-Time Other Academic Appointees (except for Senior Lecturers)
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.
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 have a spouse or University-registered domestic or civil union partner who gives birth may take up to six weeks of FMLA leave as paid leave and up to six weeks of the FMLA leave as unpaid leave within twelve months of the arrival of the child.
Procedure for Full-Time Other Academic Appointees (except for Senior Lecturers)
Anyone wishing to take parental leave under this policy should discuss leave plans with their section chief (if applicable), department chair, and dean at least three months before the proposed leave.
For full-time other academic appointees whose responsibilities are primarily 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 primarily teaching, it may not be possible (or consonant with 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 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.
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.
Normally, where both parents are University employees, only one may seek leave at a time.