University
of California
Family Friendly Policies for
Faculty and Other Academic Appointees
Part-Time Appointment/
Reduction in Percentage of Time
Service Periods vs.
Pay Periods
POLICIES AND PROGRAMS
The University of California has established policies and programs to assist faculty and other academic appointees in balancing the needs of work and family. This web site provides summaries of these family friendly policies and programs.
In particular, faculty and other academic appointees planning for the birth or placement of a child for adoption or foster care should be aware of the following systemwide policies: childbearing leave, Active Service-Modified Duties, parental leave without pay, and extension of the eight-year probationary period. These policies provide for certain guaranteed benefits for faculty and other academic appointees to assist them in childbearing and childrearing. Faculty and other academic appointees should especially be advised that:
- All pregnant academic appointees who require a leave are eligible for childbearing leave, regardless of length of service. In many cases, this will be a leave with pay.
- Leave for childbirth and recovery normally will be for at least 6 weeks; more time may be necessary for medical reasons.
- All academic appointees who have substantial responsibility for the care of a newborn child or a child under age five placed for adoption or foster care are eligible for one quarter (semester) of Active Service-Modified Duties. Eligibility shall normally extend from 3 months prior to 12 months following the birth or placement and shall be concluded within 12 months following the birth or placement. During this period normal duties shall be reduced. A statement describing the modified duties is subject to approval by the Chancellor.
- Active Service-Modified Duties is not a leave of absence. Normally, for faculty, the modification of duties will be either partial or full relief from teaching. In the quarter or semester of childbearing leave, there must be full relief from scheduled teaching duties. In the case of health sciences faculty, however, clinical duties may be reduced, as appropriate.
- Any childbearing or parental leave, provided for in APM - 760-25 or 760-27 which is equal to or exceeds one semester or quarter and which is not greater than one year, shall automatically be excluded from service toward the eight-year probationary period.
- Requests for time off the tenure clock must be made within two years of a birth or adoption.
Note:
The policies and programs summarized in this web site apply specifically to faculty and other academic appointees of the University of California and information is current only as of the date of publication. Before taking any action, you should refer to updated academic personnel policies in the Academic Personnel Manual (APM) and collective bargaining agreements.
The policies of the Academic Personnel Manual do not apply to academic employees covered by collective bargaining agreements. For details about implementation of policies, programs, and collective bargaining agreements on your campus, consult your local campus Academic Personnel Office.
Impact of Leaves on Benefits
Academic employees need to be especially aware of the impact, if any, of a period of leave on benefits such as health insurance and disability insurance. In particular, academic appointees are encouraged to enroll in the Short-Term Disability and Supplemental Disability plans when they are first employed by the University. To clarify benefits status while on leave, academic appointees should consult well in advance of a leave with staff in their department, local Benefits Office, or local Academic Personnel Office.