Maternity Leave Policies at WFU Cross Admit Institutions
Summary Info
School |
Leave |
Tenure |
9-month Faculty: 60 calendar days for maternity/parental leave; full semester for parental purposes (birth or adoption) 12-month faculty: 15 weeks. (birth or adoption) Staff: No paid leave. Standard FMLA leave. Employees can use accrued vacation and sick leave. Employees can donate leave to other employees. |
Not Mentioned |
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Standard for Faculty and Staff: 6 weeks paid, up to 6 more unpaid under FMLA; Faculty Only: Full or Part-time leaves for longer than FMLA can be granted for UNPAID leave. |
Unpaid leaves “will not affect ones eligibility for tenure.” |
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For Staff: 6 weeks paid, up to 6 more unpaid under FMLA. Employees can donate leave to other employees. Extra Options for Faculty:
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Tenure-track faculty members may request that Modified Service and Family Leave not be counted as part of the probationary period. |
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Staff: No paid leave. FMLA only. Faculty: 120 days or one semester at half-time pay. If leave goes beyond the 120 days it will be unpaid. Employees can donate leave to other employees. (VA State Benefit) |
If taking more than 120 days or 1 semester, can extend tenure clock by 1 year. |
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Staff: No paid leave. FMLA Only Faculty:
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All full-time faculty and staff have up to 4 months unpaid maternity leave according to Tennessee Law (TMLA). Employees can choose FMLA or TMLA for their leave. 90 day notice is required to take TMLA leave, 30 days for FMLA leave. http://www.vanderbilt.edu/HRS/policies/fmlafaq.html Staff: No paid Maternity leave, only TMLA or FMLA leave. Tenured/Tenure Track Faculty: 1 semester full pay “Unless waived in writing … a faculty member who takes a parental leave is obligated to return to active status for at least an equivalent period immediately following such leave in order to retain the benefits of the leave including salary paid.” |
Automatic 1-year extension of tenure clock. Cannot extend more that 2 years total. |
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Staff: No paid maternity leave, FMLA only. Faculty: No official maternity leave policy. |
No mention |
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Staff and Non Regular-rank Faculty: 3 week leave with pay to be taken only after employee has take 3 weeks unpaid/PTO. Then 6 more under FMLA. Regular rank faculty: 1 semester leave with pay. Employees can donate leave. |
1-semester extension per leave |
For Staff: No Paid Maternity Leave. FMLA leave only. Can use accrued vacation/sick leave to cover it.
Staff can donate leave to other staff.
http://www.unc.edu/faculty/faccoun/handbook/VI_Rev.htm
“Faculty Serious Illness, Major Disability, and Maternity Leave Policy [revised 10/13/04]
The Chancellor has authorized a Faculty Serious Illness, Major Disability, and Maternity Leave Policy to provide specified amounts of paid leave for extraordinary illness, major disability, or maternity purposes. Maternity purposes include pregnancy, miscarriage, abortion, adoption, childbirth, and recovery.
For faculty members holding nine month appointments, up to sixty calendar days paid leave per year shall be granted for extraordinary illness, major disability, or maternity purposes. For parental purposes, nine-month faculty may have a full semester. Twelve-month faculty may have up to 15 weeks. Necessity for such leave shall be certified in writing by the employee's physician. Any unused leave shall not accumulate nor be carried forward from academic year to academic year.
Faculty and Staff: The first six weeks of absence are considered to be paid sick leave then FMLA leave.
http://personnel.wlu.edu/handbook/#Maternity
Faculty Only
http://thecollege.wlu.edu/administration/handbook/benefits.aspc. Maternity Leave. The first six weeks of absence are considered to be paid sick leave. For unpaid leave for the birth and first year care of a child, see the section entitled Personal Leave and Family and Medical Leave.
d. Personal Leave. Members of the Faculty may need to take leave for personal reasons such as care of a newborn, newly-adopted, foster, or seriously-ill child, or care of a seriously-ill spouse or parent. A request for personal leave will be recommended for approval by the Advisory Committee only upon a showing of adequate personal reasons.
Personal leave may be full-time or part-time. Normally such leaves will be unpaid and will not affect one’s eligibility for tenure. For purposes of the personal leave policy, the term "faculty" includes not only tenured and tenure-track faculty but also instructional personnel under multi-year or renewable contracts, other than adjunct faculty.
For Staff: FMLA Leave Only – no paid maternity leave.
http://www.hrs.virginia.edu/Policies/leave/index.html
Employees can donate leave to others (State employee benefit)
http://www.dhrm.state.va.us/genlbenefits/leavesofabsence.html
http://www.virginia.edu/provost/docs_policies/leaves.html
Leave for Personal Reasons
Policies regarding leave for personal reasons apply to (a) faculty on continuing contract (members of the tenured and tenure-track and general faculties who hold ongoing contracts of one year or more); and (b) other University faculty members who have been employed for at least twelve months by the University or another agency of the Commonwealth and have been employed within the last twelve months on more than a half-time basis.
A. Family and Medical Leave Act
By federal law, faculty members who have been with the University at least 12 months and worked at least 1,250 hours during the 12 months before the start of the leave are entitled to unpaid family or medical leave because of the birth of a child or the placement of a child with the employee for adoption or foster care, because the employee is needed to care for a family member (child, spouse, or parent) with a serious health condition, or because the employee's own serious health condition makes him/her unable to do his/her job. This unpaid leave will run concurrently with other paid and unpaid leave permitted for the above-described reasons, including but not limited to Modified Service Leave, Family Leave, and Adoption Leave.
If at the birth or placement of a child both parents are employees of the University, FMLA leave for both employees may be limited to a combined total of twelve weeks.
B. Modified Service Leave
A Modified Service Leave of up to one semester for teaching faculty or six months for administrative or non-teaching faculty will be granted on request to the primary caretaker of one's child, spouse, or other disabled or elderly adult. During this period, salary will be prorated to amount worked, with the restriction that the modified service must involve no less than a 50% work commitment. Allowable fringe benefits will continue with the retirement benefits being prorated as permitted by the individual faculty member's retirement plan to the percentage of effort worked. The faculty member will be responsible for both the employer and the employee portions of the UVA Health Plan premium.
C. Family Leave
Leave without pay but with the continuation of allowable fringe benefits may be granted for a period not to exceed one year when circumstances in a faculty member's family, such as a need for additional maternity or extended parental leave or to serve as primary caretaker for a disabled or elderly adult, make it difficult for the faculty member to carry out assigned duties. Participation in the UVA Health Plan will be permitted for only six months, and the faculty member must pay both the employer and the employee cost. Modified Service Leave and Family Leave combined should not exceed one year for the same incident.
Tenure-track faculty members may request that Modified Service and Family Leave not be counted as part of the probationary period.
D. Adoption/Foster Care Leave
If a child is placed with an employee for adoption or foster care, unpaid leave of no more than twelve weeks shall be granted, to be taken within twelve months of the date of placement. If the child placed is under seven years of age, the first three weeks shall be leave with full pay and all allowable fringe benefits. During the remaining nine weeks of the leave, the University will pay no salary but will contribute the employer's portion of any allowable health and life insurance premiums, so long as the employee continues to pay his or her premium portion.
F. Personal Leave
At the discretion of the department, faculty members are also entitled to up to 24 months of Personal Leave for reasons other than those discussed elsewhere in this document. The University will continue to provide life and disability insurance for up to 24 months of Personal Leave without pay, but will provide only six months of health insurance for which the faculty member must pay both the employer and the employee contribution.
Staff: No paid leave, FMLA only.
http://www.wm.edu/hr/classleave.php
Employees can donate leave to others (State employee benefit)
http://www.dhrm.state.va.us/genlbenefits/leavesofabsence.html
Faculty:
http://www.wm.edu/provost/faculty_handbook.pdf
Parental Leave—Eligible faculty members are entitled to 120 calendar days, or one semester in the case of instructional faculty on academic year contracts, of parental leave (at half-time pay) in any contract year. Parental leave is leave to care for a newborn child in its first year or an adopted child under the age of six in the first year of adoption. In order to qualify for this benefit, a faculty member must be the person who primarily provides for the physical needs of the child and must declare this fact in writing to the senior level administrator. This leave may be taken in any combination of percent-or-time and leave period equivalent to 120 calendar days or one semester at half pay as mutually agreed upon between the faculty member and the appropriate senior level administrator. This leave is non-cumulative and no severance payments are made with respect to unused leave.
Extension of Probationary Period—If a medical disability, sick or parental leave continues at least 120 calendar days or one semester, a faculty member may choose to extend the tenure probationary period by one year.
Staff: No Paid Leave, FMLA Only
http://emory.hr.emory.edu/policies.nsf
Faculty:
http://www.emory.edu/PROVOST/handbook/faculty_handbbook.pdf
Maternity Leave
The University desires to recognize the particular needs of birth mothers who are members of the faculty to take time away from their normal duties, and to demonstrate its commitment to their well-being. To that end, it has attempted to summarize the various policies that provide for maternity leave. The University recognizes that pregnancy and child birth are natural processes, and that each situation varies according to the needs of the particular birth mother. For that reason, and in keeping with its legal obligations, the University provides leave with full salary and continuation of benefits to any full-time faculty member during the period for which her physician certifies that she is unable to work, for a maximum of six months from the date the leave commences.
Parental Leave
The University desires to assist faculty members with their desire to balance professional obligations with parental responsibilities. Accordingly, it has chosen to make “parental leave” with full salary and benefits available, under the conditions set forth below, to those full-time faculty members who can certify that they serve as primary care-givers for one or more of their children below the age of five years. Leave may also be available to primary care givers with any dependent children over the age of five who suffer from a serious illness or other condition that creates extraordinary parenting demands.
A faculty member with teaching responsibilities who is otherwise eligible for parental leave benefits may request relief from those responsibilities for up to one full teaching load during any single term, or for up to one-half load during two terms. The faculty member will be expected to remain in residence and to continue departmental service and advising, as well as scholarly activities during the affected term(s). Leave under these circumstances will customarily be compensated at full pay.
A faculty member with no teaching responsibilities who is otherwise eligible for parental leave benefits may request relief from some or his or her duties for a continuous period not to exceed two terms. The dean of the school or college within which the faculty member is employed will consider making such reasonable relief available as would be comparable to the relief from teaching described in the paragraph above. Such leave may, at the dean’s discretion, be compensated at full pay.
Under some circumstances, a faculty member may take an additional semester of parental leave at a reduced level of compensation. These circumstances are to be approved by the cognizant dean.