![]() Pregnancy Recovery Leave PolicyUnit: Human Resources | ||
PurposeThe University of Alabama (UA) recognizes that employees may need to be absent from work for recovery from their childbirth, false pregnancy, miscarriage, or other childbirth-related medical event. Therefore, it is UA’s policy to provide up to eight weeks of unpaid pregnancy recovery leave (PRL) in a 12-month period to employees as described herein. PolicyEligibilityAll regular full-time and part-time staff employees who do not qualify for a medical leave of absence under the Family and Medical Leave (FML) Policy or who have exhausted their twelve weeks of available FML leave are eligible for up to eight continuous weeks of PRL to recover from a Pregnancy-related Event. Only employees who require leave from work for a medical reason related to recovery from their own Pregnancy-related Event are eligible for PRL. PRL is not available for purposes of bonding. Regardless of time in service, all leaves of absence taken by faculty are covered by the Faculty Handbook. Additional information regarding pregnancy-related leave for faculty may be obtained from the Office for Academic Affairs. All graduate students with assistantships who request reasonable accommodations related to a pregnancy, including pregnancy-related leave, should request accommodations though UA’s Title IX Office. Additional information regarding accommodations for pregnant students can be found in the Pregnancy FAQs. Use of PRL, Pay and Benefits, and ReinstatementUse of PRL will be subject to the following general requirements:
Requesting PRL
Pregnancy-related DisabilitiesAn employee suffering from a pregnancy-related disability requiring reasonable accommodations may request such accommodations by following UA’s Employee Reasonable Accommodations Policy and Employee Procedures for Requesting Reasonable Accommodations. Discrimination and Retaliation ProhibitedUA prohibits and will not tolerate discrimination or retaliation against any employee or applicant because of that person’s pregnancy or PRL, or because that person has otherwise exercised their rights pursuant to Title IX, Title VII, FMLA, ADA, PDA, or this Policy. Specifically, no one will be denied employment, reemployment, promotion or any other benefit of employment or be subjected to any adverse employment action based on that person’s pregnancy or PRL. In addition, no one will be disciplined, intimidated or otherwise retaliated against because that person exercised rights under this Policy or applicable law. Employees who believe that they have been the subject of discrimination or retaliation due to their pregnancy or their PRL should report their concerns to the following University officials: 2418 Capital Hall (205) 348-5496 If an employee wishes to make a complaint about the manner in which an accommodation request was handled, the complaint should be directed to the Director of the Office of Equal Opportunity Programs. Equal Opportunity Programs/University Compliance 2418 Capital Hall (205) 348-5855 ScopeAll regular full-time and part-time staff employees who do not qualify for a medical leave of absence under the Family and Medical Leave (FML) Policy or who have exhausted their twelve weeks of available FML leave are eligible for up to eight continuous weeks of PRL to recover from a Pregnancy-related Event. Only employees who require leave from work for a medical reason related to recovery from their own Pregnancy-related Event are eligible for PRL. PRL is not available for purposes of bonding. | ||
Office of the Vice President of Finance and OperationsApproved by Cheryl Mowdy, Assistant Vice President for Finance and Operations, 11/12/2018 |