Parental Time Off
You may qualify for parental time off if you are not eligible for leave under the Family and Medical Leave Act (FMLA). The parental time off policy applies to any employee appointed to work at least 20 hours per week for a period of at least 4.5 continuous months and provides up to 12 weeks of unpaid time off for the birth of a natural child or for the adoption or foster care placement of children under three years of age. If you become eligible for FMLA while using parental time off, you will be transitioned to FMLA.
Employees are required to use all accrued and available paid time off concurrently with parental time off. Any paid time off accrued while on parental time off may not be used until after you have returned to work in a benefits eligible position. Sick time off may be used concurrently with parental time off for the first six weeks following a vaginal delivery and eight weeks following a c-section. The usage of sick time off may be warranted past the first six or eight weeks in the event of complications or illness to the child or mother, otherwise other paid time off must be used for the remainder of your parental time off. The university will continue to contribute its share of premiums for insurance while an employee is using paid time off. The university will discontinue its share of premiums anytime that an employee is on a Leave of Absence and using parental time off.
Leave of Absence
Eligible employees can request additional time off by requesting a Leave of Absence. It is the policy of the university to provide a Leave of Absence without pay for personal reasons, professional development and public service or other activities that reflect credit on the university and enhance an individual's ability to make subsequent contributions to the university. Interested employees must submit a Leave of Absence (PDF) form through department channels. For more information, please see the university's Leave of Absence policy.