To:        The Campus Community<P>

From:      Robert Mehrabian<P>

Date:      August 27, 1992<P>

Subject:   Faculty Family Leave Policy<P>

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This policy provides options to which eligible faculty are entitled.
Application for any of these options should be made with a faculty
member's Department Head and Dean and must be approved by the
Provost.<P>


<H2>Eligibility for Family Leave</H2>


To be eligible for family leave, a faculty member must, during the
period of the leave, be the primary care-giver for a child or other
dependent. The definition of "primary care-giver" will vary across
family situations but the individual must have exclusive care
responsibility for a dependent for a significant fraction of the day
during the regular work week. A faculty member who has dependent care
assistance more than 30 hours per week on average, for instance, would
not generally qualify as primary care-giver. Within these guidelines,
the determination by the Provost, upon the recommendation of the
Department Head or Dean.<P>


Faculty members should apply for family leave as early as possible,
generally at least one semester in advance. In some cases the need for
family leave cannot be anticipated. In these cases, all parties should
both make a good-faith effort to resolve the situation to the parties'
mutual satisfaction.<P>


Faculty who meet the primary care-giver criterion are eligible for
family leave subject to approval by the Provost provided two years
have elapsed since the last use, if any, of such leave.<P>


<H2>Characterization of Family Leaves</H2>



A family leave may extend up to one year. The term for family leave is
ordinarily one semester or one year.<P>


Faculty on "full" leave have no teaching, research, or administrative
duties and receive no salary. Faculty on "partial" family leave have a
reduced workload and receive a comparable reduction in salary (e.g.,
half-time teaching and other duties would be associated with half of
the faculty member's regular salary).<P>


Benefits for faculty on full or partial leave are specified in the
University's benefits policy. Faculty on full or partial family leave
should schedule an appointment with the Benefits Office to discuss the
nature of benefits available during the leave.<P>


<H2>Tenure Clock</H2>


Untenured faculty members who are eligible for family leave, whether
such leave is taken or not, are entitled to have the corresponding
period fully or partially excluded, at their discretion, from current
service for the purpose of determining the tenure decision deadline
(i.e., they can "delay the tenure clock"), subject to the constraint
that the aggregate exclusion for such family reasons may not exceed
two years. To make any such exclusion effective, it has to be
requested by the faculty member no later than the date on which the
eligibility for family leave ends.<P>


<H2>Other Family Leave Options</H2>


The policy is not intended to preclude other arrangements of Family
Leave. Any such arrangement requires the mutual consent of the faculty
member, the relevant Department Head or Dean, and the Provost, and are
subject to the relevant provisions of the Promotion and Tenure Policy,
the "Tenure clock and Family leave" section of this policy, and the
University's benefits policies.<P>


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For questions regarding this policy contact, Susan Dunkle X8746.<P>

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