Policy 02-11-01 Faculty Medical and Family Leave

UNIVERSITY OF PITTSBURGH POLICY 02-11-01

CATEGORY:               ACADEMIC AFFAIRS
SECTION:                   Faculty Leave Programs
SUBJECT:                  Faculty Medical and Family Leave
EFFECTIVE DATE:    January 31, 2003 Revised
PAGE(S):                    3

I.    SCOPE

      This policy establishes leaves of absence for faculty for medical (including pregnancy

and childbirth), parental, and other family care purposes. Its goals are to assist faculty

members in balancing the demands of the workplace with family obligations, and to

establish equitable practices across the diverse departments, schools, and campuses

of the University. This policy is ultimately intended to maximize the professional

productivity of faculty women and men, while strengthening the University as a collegial

and supportive work environment.

II. ELIGIBILITY

Faculty members eligible for leave under this policy are:

- full-time faculty and faculty librarians;

- part-time tenure-stream faculty and part-time faculty librarians, who are employed at

least half-time.

Faculty members are eligible for leave as established by this policy regardless of length

of service, except as outlined in Section IV. B. below.

III. MEDICAL LEAVE

A. A faculty member will receive regular salary for a period of up to 26 workweeks during

any 12-month period in the event of his or her own serious medical condition or illness,
conditional upon certification by a health care provider. If the reason for requested

medical leave is foreseeable, the faculty member is required to provide 30 days notice

of intent to take leave. If the need for leave is not foreseeable, the faculty member is

required to provide as much notice as possible. Faculty members requesting a paid
medical leave under this policy must submit a written request to the appropriate chair

or dean which includes a start date and an end date for the leave. The Certification
of Physician or Practitioner, FORM 0189 PITT 1517, can accompany the written

request or it can be sent directly to the Vice Provost for Faculty Affairs. When a

medical leave extends beyond six months, the individual must apply for disability

insurance under the University Long-Term Disability Plan.

B. Salary will be continued only during that period for which the faculty member would

normally be on the payroll.

C. When the medical leave extends beyond six calendar months, the individual may

apply for an unpaid leave of absence not to exceed 12 additional months, or for

disability insurance under the University Long-Term Disability Plan.

D. During paid or unpaid medical leave, the faculty member may elect to perform certain

responsibilities on a part-time basis, if approved by the dean and with the health care
provider's certificate of fitness to work. The medical leave will count as a full-time leave

even if the faculty member chooses to work part-time during the leave. In no event,

however, shall a faculty member who is on medical leave be compelled to waive any

part of the leave to which he or she is entitled under this policy.

E. When medically necessary, leave may be used on an intermittent basis. No faculty

member will be paid for total medical leave time in excess of six months during any
consecutive 12-month period.

IV. FAMILY LEAVE

A. Faculty members are eligible for parental leave in the event of the birth or adoption of

a child for whom the faculty member has parental responsibilities. Each faculty member

may receive two workweeks of paid leave, to be taken within one calendar year after

the birth or adoption of a child. Whether leave is taken as full-time or equivalent

prorated part-time, leave shall be determined by the faculty member and his or her

department chair. Such paid leave is in addition to medical leave granted under

Section III. A. above, family leave granted under Section IV. B. below, and any

accrued vacation time. Married faculty members who are both employed at the

University are each eligible for parental leave.

B. Faculty members who have been employed at the University of Pittsburgh for 24

calendar moths or more are eligible for up to a maximum of four weeks of paid leave

during any consecutive 24-month period in the event of a serious medical condition or

illness of a spouse, biological or adopted child, or parent for whom the faculty member

has major responsibility. A completed Certification of Physician or Practitioner, FORM

0189 PITT 1517, must be presented outlining why the faculty member’s attendance is
necessary. Every effort shall be made to encourage a collegial exchange to minimize

the impact of the leave on the unit.

C. Faculty members are eligible for up to 12 months of unpaid family leave to care for a

spouse, biological or adopted child, foster child, parent, or other household member

for whom the faculty member has major responsibility. This may include routine

childcare. Combined paid and unpaid family leave shall not exceed 12 months in any

consecutive three year period. Additional requests for unpaid family leave within this

three year period shall be reviewed by the Provost, who shall have the final decision

with regard to its approval.

D. Request for a family leave should be submitted in writing to the appropriate

department chair as far in advance of the proposed absence as possible so that the

instructional or research programs are not interrupted.

E. Upon return from family leave, the faculty member will be assured of the same or

equivalent position. A family leave shall not, in itself, adversely affect decisions

regarding the faculty member's salary, benefits, tenure, or promotion.

V. MEDICAL, LIFE, AD&D, AND DISABILITY INSURANCE PREMIUMS

During all paid and unpaid leaves described above, the University will continue to pay its

share of medical, life, Accidental Death and Dismemberment Insurance (AD&D), and

disability insurance premiums, and the faculty member will be responsible for his or her
portion. If a faculty member does not return to University employment after the leave,

he/she is obligated to reimburse the University for its insurance expenditures during the

leave.

VI. TENURE TRACK CONSIDERATIONS

A. When a faculty member takes medical or family leave for four calendar months or

longer, the academic year in which the leave is taken shall not be counted as a year

towards mandatory tenure review. The faculty member desiring this must submit a

written statement to the appropriate department chair or dean within the period of

the leave.

B. When a faculty member becomes a parent by birth or adoption, or takes medical or

family leave for less than four months, he or she may request that the year in which

the leave is taken or parenthood occurs NOT count towards the mandatory tenure

review. Any such request shall be reviewed by the Provost, who shall have the final

decision with regard to its approval.

C. Mandatory tenure review may not be delayed by the faculty member for more than

three years under this policy.

VII. RELATIONSHIP TO FEDERAL FAMILY AND MEDICAL LEAVE ACT OF 1993

This policy will be administered consistent with the Federal Family and Medical Leave Act

of 1993, and supersedes existing University policies on Faculty Sick and Maternity Leave

and Family Leave. The Family and Medical Leave Act entitles eligible employees, as

defined in the Act, to take unpaid family care and/or medical leaves of up to 12

workweeks in any 12-month period. The Act protects the employee’s employment and

medical benefits during authorized family and medical leaves. Consistent with the Act,

this policy provides for paid and unpaid leave periods which shall be substituted for all

or part of the unpaid leave period provided by the Family and Medical Leave Act.