Please note that leave and workload reduction policies have changed significantly effective January 1, 2021. For complete information on these benefits, please see the Paid Family and Medical Leave website on the Human Resources website, and the updated information in the Faculty Handbook.
To ensure pedagogical continuity, a faculty member may be considered for a full teaching release during any semester that is substantially covered by a Childbirth Leave, a Personal Medical Leave, and/or a Family Leave.
A faculty member released from teaching prior to and after the leave period is expected to transfer effort to other full-time work (e.g., research, graduate and undergraduate student supervision and advising, departmental service) during the remainder of the impacted semester(s).If a faculty member chooses to take Personal Medical Leave and/or Family Leave for Bonding/Childcare Leave within the same semester as Childbirth Leave, or chooses to take the remainder of the semester as unpaid leave, no such transfer of effort is expected or required.
If a faculty member released from teaching responsibilities is for some reason unable to transfer effort to other activities, the faculty member would be expected to make up a portion of the 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 does not apply to a faculty member who combines Childbirth, Personal Medical Leave, and/or Family Leave for Bonding/Childcare Workload Reduction within a single semester, or who might choose to take the remainder of the semester as an unpaid leave.
A department- or program-approved plan for such a transfer of effort must be submitted with the notice of leave form.