Childbearing and Childrearing Leaves
It is the policy of the University that a full-time faculty member with one year of University service may choose one of the following options for childbearing and/or childrearing:
1) Childbearing leave for female faculty.
Six to eight weeks childbearing leave using short term disability (thirty days full pay followed by two to four weeks at 70% pay) when a full-time teaching load is maintained for the academic year. Disability length is determined by medical necessity.
2) Combined childbearing/childrearing leave for female faculty.
(a) Combined childbearing/childrearing leave for nine or ten month faculty.
(i) A combined childbearing/childrearing leave of one semester and a three course teaching load for the remainder of the academic year at two-thirds annual salary or (ii) a combined childbearing/childrearing leave of one semester and a four course teaching load for the remainder of the academic year at five-sixths annual salary. Note that a faculty member may teach at most three courses in a semester. Hence, this option would require three courses in fall or spring semester plus one course in May Term.
When both parents are faculty members, they are entitled to combined total of either three course releases and a one-sixth reduction in each parent’s salary or two course releases and a one-twelfth reduction in each parent’s salary.
(b) Combined childbearing/childrearing leave for twelve month faculty.
A combined childbearing/childrearing leave of one semester or four months during the summer (May, June, July, and August). Pay for the year will be at five-sixths annual salary.
3) Childrearing leave for male or female faculty.
Faculty members who are parents of children newly placed for adoption [original language: newly adopted children] or male faculty members with newborns may request a paid childrearing leave of absence for childrearing purposes. The terms of the childrearing leave are the same as those described above for the combined childbearing/childrearing leave.
Health care benefits, life insurance, short term disability, and long-term disability insurance will be continued during the childbearing, combined childbearing/childrearing, or childrearing leave at University expense. The faculty member will continue to be responsible for her/his own premium share of the health insurance. TIAA-CREF payments will be continued based on the amount of salary paid to the faculty member as specified in the summary plan description.
Multiple births/adoptions count as one event.
Faculty members taking semester length (or longer) leaves of absence normally do not receive credit in determining eligibility for tenure, promotion, and sabbaticals.
A nine month faculty member who gives birth after the end of classes in May and whose disability ends prior to the start of classes in late August is not eligible for a childbearing leave. In this case, with reasonable notice, she may choose to apply for a childrearing leave. Any male faculty member whose child arrives after the end of classes in May and prior to the start of classes in late August, with reasonable notice, may also apply for a childrearing leave.
The faculty member should discuss the delivery date of the baby or arrival date of the adopted child and the timing of the leave of absence with the Provost/Dean to determine the option that works best. The Provost/Dean will consider special circumstances.
Requests for childbearing leaves, combined childbearing/childrearing leaves, or childrearing leaves of absence should be made directly to the Provost/Dean, who will consult with the Department Chair or School Director and the President before acting on the request.