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Family-Friendly Policies

UC Family-Friendly Benefits

The UC has an array of family-friendly policies to help academic employees balance work and life. Below is general information for all academic employees. All benefits vary by title. Please contact the Academic Personnel Office for more information on eligibility, benefits and privileges.

Childbearing Leave

An academic appointee who gives birth is eligible for childbearing leave for the period prior to, during, and after childbirth. Childbearing leave consists of time an appointee is temporarily disabled because of pregnancy, childbirth, or related medical conditions. Leave for childbirth and recovery normally will be for at least six weeks; more time may be necessary for medical reasons. If an academic appointee is disabled because of pregnancy, childbirth, or related medical conditions she is eligible to take an unpaid childbearing leave (“pregnancy disability leave”) for up to four months during the period of actual disability. During a childbearing leave, no duties are required by the University. Childbearing leave need not be taken in one continuous period of time but may be taken on an intermittent or reduced schedule basis when medically necessary. An academic appointee may also be eligible for employer-paid Short-Term Disability Insurance Plan benefits and, if enrolled, for employee-paid Supplemental Disability Insurance Plan benefits if unable to work because of her physical condition.

Family and Medical Leave

Faculty members do not accrue sick leave. However, eligible faculty members may be granted paid medical leave for periods of personal illness, injury or disability. Eligible faculty members with less than 10 years of University of California service in titles that do not accrue sick leave shall be granted a maximum of one semester for academic appointees or six months for fiscal year appointees of consecutive or intermittent paid medical leave within a 10 year period for personal illness, injury or disability.


Academic personnel appointed on a fiscal year basis accrue vacation at the rate of two working days per month for full-time service. Fiscal-year appointees at 50 percent or more time accrue vacation at a proportionate rate; appointees at less than 50 percent time do not accrue vacation.


Official holidays for both academic-year and fiscal year appointees are those administrative holidays annually in the university calendar. Periods of academic recess are not regarded as holidays. For both fiscal year appointees periods of academic recess are only recess from meeting formal classes. they are not recess from research, committee and other administrative duties or other University obligations.

Parental Leave Without Pay

Academic appointees are eligible for full-time or part-time parental leave without pay for up to one year for the purpose of caring for their child, or a child of their spouse or domestic partner. Up to 12 workweeks of the unpaid parental leave runs concurrently with family and medical leave when eligible and provides health coverage benefits.

Benefits for Faculty Members

Active Service Modified Duties (ASMD)

Active service-modified duties (ASMD) is a period during which normal duties are reduced to prepare and/or care for a newborn or a child under age 5 newly placed for adoption or foster care. Eligibility normally extends from three months prior to 12 months following the birth or placement. In order to use ASMD, faculty must be responsible for 50 percent or more of the child’s care. Non-birth mothers and fathers may take ASMD for one quarter/semester. Birth mothers may take a total period of childbearing leave plus ASMD for two quarters/semesters, provided she has had a full-time appointment for at least one full academic year.

During ASMD faculty are expected to meet some portion of their normal duties – it is not a leave of absence. For ladder-rank faculty, the modification of duties is normally partial or full relief from teaching, without the assignment of additional teaching duties before or after to offset the teaching relief. In the quarter or semester of a childbearing leave, there must be full relief from teaching duties. ASMD is available for senate faculty and unit 18 lecturers.

Flexible/Part-time Appointment/Reduction in Percentage of Time

Faculty may be eligible for an appointment to a part-time position or may be eligible to reduce their percentage of time of an appointment from full-time to part-time, temporarily or permanently to accommodate family needs. However, for faculty at the Assistant level, the eight-year limitation of service (APM - 133) still applies (not counting up to two years of clock stoppage). Faculty interested in this option enter into a memorandum of understanding with their department and University.

Tenure-Clock Stoppage (ladder-rank faculty)

Faculty may stop the clock at the assistant level to care for a newborn child or a child under age five newly placed for adoption or foster care. The child may be the faculty member’s child or that of his or her spouse or domestic partner. To be eligible, faculty must be responsible for 50 percent or more of the care of the child. Faculty are eligible to stop the clock for up to one year during the probationary period for each event (up to a maximum of two years), and do not have to take a formal leave or use ASMD to stop the clock.

Deferral of Personnel Reviews

Faculty at the associate level or above may request a deferral of a personnel review to accommodate family needs in accordance with campus policies. Personnel reviews that are deferred due to the use of family accommodation policies should be treated the same as personnel reviews conducted at the normal period of service and evaluated without prejudice. (APM 760).

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