4.5.2 Family and Medical Leave of Absence 

Eligible faculty may take up to 12 work weeks of Family and Medical Leave of Absence (FMLA) for their own qualifying serious health condition. Eligible faculty may take up to 12 work weeks per year for the birth, adoption, or foster care placement of a child or to care for a spouse, sponsored adult dependent^[1], parent, child or child of a sponsored adult dependent with a qualifying health condition as stipulated in the Family and Medical Leave Act. Faculty should be placed on FMLA if the time away is a documented health condition that requires the faculty member to be away from their duties for two or more consecutive work weeks. The faculty member must use accrued benefit time (e.g., sick time, vacation time, or personal holidays) before moving to unpaid status during FMLA. For birth or adoption of a child, faculty may be eligible for Paid Parental Leave (Section 4.5.2.2) concurrent with FMLA.  See Human Resources website for additional information.

If leave is foreseeable, early notification of at least 30 days for a planned leave is expected. Management of missed assignments or duties while on FMLA is typically the responsibility of the chair or appropriate supervisor.  Upon return from FMLA, faculty are expected to return to regular assignment and compensation, but in some cases, faculty may be eligible for Modified Duties (Section 4.5.5). Faculty should not be required to do additional tasks or buyout effort to make up for time or duties missed while on approved FMLA leave.

4.5.2.1

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4.5.2.2 Paid Parental Leave

Eligible faculty are afforded four weeks of compensated continuous or intermittent Paid Parental Leave, concurrent with FMLA (Section 4.5.2), which may be taken anytime during the first six months following the birth or adoption of a child and does not reduce accrued leave. See policy for description of timing considerations regarding non-contractual periods for faculty with nine-month appointments.