Parental Leave

1. To ensure correct and timely employee contributions for insurance coverage, the faculty member must contact the Benefits Section of Human Resources at 644-4015 prior to any leave of absence, with or without pay
2. Eligible for 6 months parental leave
   • is covered under FMLA, if eligible; is concurrent with FMLA provisions (480 hours = 12 weeks); leave may be with pay, using accrued leave, or without pay; use forms on web located here
   • may use up to 6 weeks sick leave, immediately following the arrival of the child, without medical certification with the remaining leave as leave without pay (unless accrued annual leave is applicable to use)
   • may take parental leave within 12 months following birth or adoption of child (in compliance with FMLA)
   • eligible for part-time leave at end of approved parental leave for a period not to exceed 1 year
3. May use any type accrued leave intermittently during parental leave up to 6 months to cover payment of the employee portion of premiums for group health and life insurance and to continue payment of the employer portion of premiums for group health and life insurance
4. If accrued leave is exhausted prior to the end of the 6-month parental leave, the employer portion of group health and life continues to be covered by the University for the time remaining on the 6-month parental leave. The faculty member would only be responsible for the employee portion and may write personal checks to cover this cost during this period.
5. if the Parental Leave is extended beyond 6 months, the faculty member will be responsible for payment of both the employer and employee portions of group health and life insurance.
6. Semester(s) during which an employee is on compensated or uncompensated leave will not be creditable for the purpose of determining eligibility for tenure except by mutual agreement of the faculty member and the dean.
7. A faculty member may request an extension of the tenure-earning period for one (1) year from the Chair, with the approval of the President and Dean or representative, due to qualifying personal circumstances, before being considered for tenure. The personal circumstance must have substantially impeded the progress toward tenure, whether or not such circumstance required or justified a leave of absence. These circumstances include but are not limited to: childbirth or adoption; personal injury or illness; care of ill or injured dependents; elder care; death of a closely related family member resulting in need for extended dependent care.

Contact Angelica Standley with any questions on leave.

11/07