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Impact x2 Qais

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Qais Akbar Omar (GRS’16), a graduate student in the Creative Writing Program, has published a much-praised memoir, A Fort of Nine Towers: An Afghan Family Story. He recalls how the violence and tumult of civil war jolted his family, who, despite losing relatives, their home, and possessions, continued to nurture his wish to attend a university.

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Non-academic Leaves: Childbirth, Workload Reduction, and Medical

See also the Faculty Handbook policies on Childbirth Leave and Workload Reduction

To apply for a non-academic leave, please refer to the “Leave of Absence, Sabbatical, Workload Reduction” section of the CAS Required Appointment Documents page. The forms listed on that page should be uploaded to the CAS e-routing system by your Department/Program administrator.

Full-time professorial faculty, lecturers, and instructors who are unable to work for a period of time due to medical reasons, including those related to pregnancy and childbirth, may take a paid absence pursuant to our Temporary Disability Policy for Faculty. The Temporary Disability Policy can be found at: http://www.bu.edu/handbook/human-resources/temporary-disability-policy/. A “Paid Absence for Childbirth” is normally granted for the six-week period following childbirth. Medical certification is not required for this period. A faculty member requesting a six-week paid Childbirth Leave will normally be released from any teaching that would occur before or after the six-week paid leave to ensure pedagogical continuity.

The faculty member released from teaching prior to and after the six-week Childbirth Leave is expected to transfer effort to other full-time work, whether research, graduate and undergraduate student supervision and advising, departmental service, or other effort. Alternatively, if the faculty member chooses to take Workload Reduction within the same semester as Childbirth Leave, or chooses to take the remainder of the semester as unpaid leave, no such transfer is required.

Should a faculty member be released from teaching responsibilities but be unable to transfer effort to other activities (this may apply particularly to full-time Lecturers), the faculty member would be expected to make up a portion of lost teaching effort in a future semester, during which a maximum of one additional course would be taught. This make-up course must be taught within two years of the original leave. Again, this requirement would not apply to a faculty member who chooses to combine Childbirth Leave and Workload Reduction within a single semester, or who chooses to take the remainder of the semester as unpaid leave.

A department- or program-approved plan for such transfer of effort must be submitted with the leave request.

In line with University policy, a faculty member requesting paid full Workload Reduction (see below) may use this option in a single semester only, irrespective of the beginning date of the childcare obligations: this benefit cannot extend across parts of two different semesters.

A faculty member who requires pre-childbirth medical leave, a form of leave that must be supported by medical documentation, would not have any departmental obligations for the duration of that medical leave. No such medical documentation is required in support of a standard six-week Childbirth Leave.

The Office of the Provost has also prepared a detailed FAQ on these policies.

Paid Workload Reduction provides temporary assistance to a professorial faculty member, lecturer, or instructor who becomes the primary care giver of a child by offering a period when some duties are reduced without a reduction in pay. A full-time professorial faculty member, lecturer, or instructor is eligible for Paid Workload Reduction when he or she is employed by the University and becomes the primary care giver for a newborn child, newly-adopted child, new foster care or guardianship placement, or newly-established legal custodial care of a child. The duties that are reduced are teaching and administrative service. The intent is to ease the transition involved when first undertaking primary care, not to support ongoing care situations.3

There are two options for Paid Workload Reduction:

1) Paid Workload Reduction, Full-Modified Status: This option provides paid relief for up to one semester from all teaching duties, committee assignments, and other service. Persons on Paid Workload Reduction are still expected to advise graduate students and sustain their research program or creative activities. Full- Modified Status Workload Reduction cannot extend across two semesters. Note that for professorial faculty members, lecturers, and instructors engaged in externally funded grant or contract related activities, Paid Workload Reduction shall include relief from responsibilities to the University, but shall not include release from responsibilities to the external funding sources unless alternative arrangements are approved by such sources.

2) Paid Workload Reduction, Half-Modified Status: This option provides paid relief for up to two semesters from half of teaching responsibilities, committee assignments, and other service. Individuals on Paid Workload Reduction, Half-Modified Status are still expected to advise graduate students and sustain their research program or creative activities. The normal workload for equivalent individuals in the unit will be used as the basis from which the reduction to one half is calculated. In cases in which the teaching or service responsibilities are not readily divisible by half, these responsibilities may be considered together for the purposes of reduction. Note that for professorial faculty members, lecturers, and instructors engaged in externally funded grant or contract related activities, Paid Workload Reduction shall include relief from responsibilities to the University, but shall not include release from responsibilities to the external funding sources unless alternative arrangements are approved by such sources.

For eligibility requirements and additional notes regarding Paid Workload Reduction, please see the Faculty Handbook policies on Childbirth Leave and Workload Reduction.

The Office of the Provost has also prepared a detailed FAQ on these policies.

In addition to or in conjunction with other leave policies, leave of up to twelve weeks per year may be available to a faculty member for illness or care of a family member (spouse, parent, or child), birth of a child, or placement of a child with the family for adoption or foster care.

In general, such leave under the Family and Medical Leave Act is without pay, but under some circumstances other University policies or benefits may permit continuation of pay for some or all of the period of such leave. Specific information about Family and Medical Leave Act policies and entitlements may be obtained from the Employee Relations area of the Office of Human Resources.

Please contact Laura Wipf (lwipf@bu.edu), Director of CAS Faculty Actions, if you have any questions about College policies.

June 8, 2017

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