III-22.8 Parental Leave Policy

(Amended 5/99; 8/00; 1/06; 5/07; 10/14; 7/1/17; 8/12/22)

Effective August 12, 2022, this policy has been revised. For the most current version without redlining, return to III-22.8.

  1. Purpose. To permit provide parents who have care giving responsibilities to have time off to spend with care for and bond with a child newly added to the family and, to the extent permitted by state law, to be paid during such leave. To adapt an employee's work schedule and/or duties to help reduce conflict with parental obligations.
  2. Entitlement to Leave eligibilityTwelve-month  faculty, professional and scientific staff, and non-organized merit system staff.
    1. Birth mothers are A birth mother (i.e., an employee who gives birth) is entitled to leave for any period of pregnancy-related temporary disability, to be charged against accrued sick leave. Based on current medical practice, a leave of 6 weeks or less would not require the employee to provide disability documentation. If an employee's accumulated sick leave is insufficient to cover the 6-week period of disability, the leave balance will be charged, at the employee's request, to vacation time (as applicable), compensatory time (as applicable), available donations through the Catastrophic Leave Program (III-22.9), or a leave of absence without pay. Any request for non–medically necessary absence beyond the 6-week period of disability is considered as a leave of absence without pay or as vacation.
    2. A newly adoptive parent, including a domestic partner, is entitled to 1 week (5 days) of paid adoption leave to be charged against accrued sick leave. Departments are encouraged to arrange for additional leave as necessary. Departments should work with prospective adoptive parents seeking to adopt through an adoption agency with specific requirements for parental leave, to the extent the adoption leave is not sufficient to undertake an adoption. Departments are encouraged to practice flexibility when working with employees to meet the needs of their growing family using available leave accruals. Time not charged to accrued sick leave may be charged to accrued vacation (as applicable), compensatory time (as applicable), or taken as leave without pay.
    3. It is the employee’s responsibility to inform their supervisor at the earliest possible time about the number of days required for leave.
    4. Recognizing the wide variety of family types that exist, the University strongly encourages departments and units to be flexible in granting additional time off beyond what is described above to be supportive of the emotional and physical well-being of the employee and/or their family.
    5. Nine-month faculty.
      1. Birth mothers are entitled to leave for any period of pregnancy-related temporary disability, to be charged against accrued sick leave. Based on current medical practice, a leave of 6 weeks or less would not require the employee to provide disability documentation. If an employee's accumulated sick leave is insufficient to cover the 6-week period of disability, the leave balance will be charged, at the employee's request, to vacation time, compensatory time, or a leave of absence without pay. Any request for non-medically necessary absence beyond the 6-week period of disability is considered as a leave of absence without pay or as vacation.
      2. A newly adoptive parent is entitled to 1 week (5 days) of paid adoption leave, to be charged against accrued sick leave. Departments should work with prospective adoptive parents seeking to adopt through an adoption agency with specific requirements for parental leave, to the extent the adoption leave is not sufficient to undertake an adoption.
  3. Adaptation to employment duties and/or schedule — 12-month faculty, 9-month faculty, and staff.
    1. Probationary faculty. For each minor child newly added to the family of a probationary faculty member (e.g., biological, adopted, stepchild, or by guardianship) during the probationary period or within 2 years prior to the initial appointment, the faculty member shall be eligible for extension of the probationary period as provided in III-10.1a(4)(e)(1).
    2. Departments shall are strongly encouraged to work  with faculty and staff to modify schedules and duties, such as travel, to assist new parents.
  4. Family Caregiving Leave. See III-22.3 above.

(See also III-24 Flexible Scheduling.)