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Leaves, Sabbatical, and Family Friendly Policies

Childbearing Leave

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 to eight 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 4 months during the period of actual disability.

Active Service Modified Duties (ASMD)

Active service-modified duties (ASMD) is a period during which normal duties are reduced so that an academic appointee may prepare for and/or care for a newborn child or a child newly placed for adoption or foster care. ASMD is not considered a leave of absence.

To be eligible for active service-modified duties, an academic appointee must be responsible for 50 percent or more of the care of a child. The child may be the appointee’s child or that of a spouse or domestic partner. Active service-modified duties may be utilized by both appointee and spouse in the same semester.

Tenure-Clock Stoppage – Extension of 8-year probationary review

Faculty members 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.

A faculty member 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.  In addition, a faculty member may request to stop the clock during the probationary period for circumstances that disrupts the faculty member’s ability to perform his or her duties.

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

Academic Appointees 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.

Parental Leave Without Pay

Academic Appointees are eligible for full-time or part-time parental leave for the purpose of caring for their child.  Up to 12 workweeks of the unpaid parental leave runs concurrently with family and medical leave when eligible and provides health coverage benefits.

Family Care and Bonding (PFCB) Program

Effective July 1, 2021, Employees who qualify for PFCB can receive 70% of their eligible earnings for up to eight workweeks per calendar year. To qualify, the FML leave must be taken in a block of one workweek or more, for any of the following purposes:

  • Care for a family member with a serious health condition
  • Bonding with a new child
  • Military Caregiver Leave
  • Qualifying Exigency Leave 

Family and Medical Leave

Family and medical leave may be granted with or without pay for illness of the faculty member, for caretaking of immediate family members, or for bereavement purposes.

What to do prior to going on a leave?

Notify your supervisor and your Academic Personnel staff at least 30 days prior to your anticipated leave. If the leave is unforeseeable notify the appropriate personnel as soon as possible.

The Leave Process

What to do while you are still out on leave?

Be in contact with the Academic Personnel Office if you have further questions or your leave needs to be extended beyond the original date identified by your health care provider.   

What to do when you are ready to return to work?

Have your doctor complete a Return to Work Certification indicating the date you can return to work and if you have any restrictions.

Contact the Academic Personnel Office to confirm your Return to Work date.

Leaves and the Tenure Clock

How does the change in the tenure clock timeline affect my eligibility for ASMD and/or Stop the Clock?

It doesn't.  Under APM 760, Family Accommodations for Childbearing and Childrearing are benefits provided to faculty in order to promote an equitable and productive academic environment and to assist faculty and other academic appointees in balancing the needs of work and family. Decisions for ASMD and stop the clock are made in accordance with the APM and MAPP policies regardless of the tenure clock timeline.   If the need to take ASMD or Stop-the-Clock arises, a faculty member can request leave by contacting the Academic Personnel Staff in their department. As always, Stop-the-Clock may not be requested for the year in which the tenure review is scheduled.