This benefit may be utilized once during a faculty member's employment regardless of the amount used (not to exceed 6 months), and regardless of any breaks in service.

The paid parental leave benefit is for in-unit E&G and C&G funded faculty.

Contract and grant funded faculty members shall be eligible to the extent that such program benefits are permitted by the terms of the contract or grant and the rules of the funding agency, and adequate funds are available for this purpose in the contract or grant.

To sign up for this benefit a faculty member must submit the attached Parental Leave Request Form to their department chair followed by their dean for endorsement then the form should be submitted to the Office of Faculty Development and Advancement. After the request has been received by the Office of Faculty Development and Advancement, a representative will then contact the faculty member to answer any questions they may have and determine eligibility.

Yes. A faculty member must return to the University following participation in the program for at least one (1) academic year. Agreements to the contrary must be reduced to writing prior to participation. Return of salary received during the program shall be required in those instances where neither of the above is satisfied.

No. Paid parental leave will not be granted to two individuals for one birth or adoption placement.

Paid leave shall not be granted that relieves the faculty member of both teaching and service assignments for more than one (1) semester.

Yes. A Dean or Chair may modify the faculty member's duty assignment before or after the paid leave based on departmental needs and the needs of the faculty member.

Faculty members may utilize this benefit for births or adoption placements that occur on or after July 1, 2006.

No. Parental leave runs concurrently with Family Medical Leave.

Yes. Unpaid parental leave runs concurrently with paid parental leave and is not to exceed six (6) months. For example, if a faculty member begins using paid parental leave October 1st, they will have used approximately twelve (12) weeks of paid leave (until the end of the semester) and will have the option of using an additional nine (9) weeks of unpaid parental leave beginning the spring semester.

A faculty member who utilizes this benefit shall have the total number of hours used deducted from their sick, and/or annual leave balance if applicable, upon separation from the University. A faculty member eligible for a leave payout upon separation shall have parental leave deducted from their gross total accrued leave balance, using sick leave first and then annual leave if applicable, prior to the calculation of the leave payout.

A faculty member whose sick and/or annual leave balance is insufficient to cover the entire amount of leave used shall not be responsible for repayment based on their gross total accrued leave balance upon separation.

The Parental Leave Request Form should be completed by the faculty member and endorsed by the department chair and dean and approved by the Office of Faculty Development and Advancement indicating that teaching replacement costs are needed and the amount.

The faculty member may use the paid parental leave for the remainder of the semester. However, the faculty member must have a teaching component as part of their assignment of responsibilities beginning the following semester. As an alternative, the faculty member may wait and use paid parental leave the following semester and make other arrangements for the remainder of the current semester.

Departments should track the leave via Pay and Leave Reports. When the faculty member returns from leave, the Pay and Leave Reports should be signed by the faculty member and their department chair or supervisor. A copy of the Pay and Leave Reports should then be sent to the Office of Faculty Development and Advancement. The Pay and Leave Reports must be completed for all faculty members who use this leave regardless if the department is considered "paperless".

Upon separation from the University, the faculty member is still responsible for the repayment of the hours taken as paid parental leave when the faculty member was in-unit.

Yes. Parental leave will be paid proportionate to the FTE assigned to the faculty member.

Because this benefit is for the care of newborn children, a faculty member must use the paid parental leave within twelve (12) months after the birth or adoption placement.

No. Nine-month faculty members are not required to hold a summer appointment, therefore, will not be eligible for paid parental leave during the summer.

Yes. When a faculty member uses this benefit, the tenure clock stops during their absence unless it is agreed upon otherwise. The information contained in this document is subject to change based on the use of the benefit.