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Human Resources

Human Resources

Policies and Procedures

Faculty Parental Leave Policy

Effective 10/19/13
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Table of Contents

  1. Purpose
  2. Eligibility
  3. Two Options for Parental Leave
  4. Coordination with Other Leave Policies
  5. Process for Parental Leave
  6. Hexennial Credit
  7. Extension of the Tenure Clock
  8. Definitions
  9. Appendices
    Appendix A - Request for Family Leave
    Appendix B - Eckerd College - Physician's Release to Return to Work
    Appendix C - Tenure Track Extension Form
    Appendix D - Affidavit of Domestic Partnership

1. Purpose

Eckerd College is committed to supporting Faculty Members by providing them with options for balancing their professional and parental responsibilities. A primary goal of the faculty parental leave policy is to allow both the Faculty Member and the College the opportunity to maintain the integrity of the classroom and avoid placing undue burden on the individual or department. The College recognizes that no policy can anticipate all eventualities; therefore, this policy provides two options – Part-Time Parental Leave with Reduced Course Load and Full-Time Parental Leave - for faculty to tailor certain aspects of parental leaves to accommodate individual situations.

The college can discontinue, amend, or modify this benefit at any time at its sole discretion.
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2. Eligibility

This policy applies to any Faculty Member, provided he/she is:

  1. The Birth Mother, or
  2. Father, and/or
  3. Caretaker: An eligible Faculty Member is defined to be a caretaker with day-to-day responsibility for his/her newborn, newly adopted child, or child who has been newly placed into his/her foster care, when the child is under the custody, care, and control of the parent for the first time, and when the parent has responsibility for the care of the child, and/or
  4. Domestic Partner: In order to seek eligibility through domestic partnership, the Faculty Member should complete an Affidavit of Domestic Partnership (Appendix D) and return it to the Human Resources office.

Leave for any of the above reasons is only available within the first 12 months after the birth, adoption, or foster placement of a child. When the birth, adoption, or foster placement occurs such that the leave period interrupts a Faculty Member’s teaching, necessary arrangements must be made between the individual and the Dean of Faculty. In non-emergency situations, a Faculty Member should provide as much advance notice as possible to minimize disruption for the department and its class offerings.

Prior to taking leave, if possible, a Faculty Member should submit in writing to the Discipline Coordinator, Collegial Chair, and Dean of Faculty a plan for the completion of any classes currently underway.
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3. Two Options for Parental Leave

A. Part-Time Parental Leave with Reduced Course Load

Any Faculty Member is eligible for Part-Time Parental Leave for the birth or adoption of a child or for a child who has been newly placed into his/her foster care, as follows:

Course reduction of at least one, but no more than four, courses during the academic and/or calendar year of the birth or adoption, decided in consultation with the Dean of Faculty in collaboration with the Collegial Chair and the Discipline Coordinator.

B. Full-Time Parental Leave

Any Faculty Member is eligible for Full-Time Parental Leave for the birth or adoption of a child or for a child who has been newly placed into his/her foster care, as follows:

• Full-time leave of absence for a maximum of 12 work weeks.

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4. Coordination with Other Leave Policies

A. The Parental Leave Policy will be coordinated with the College's Family and Medical Leave (FMLA) Policy as follows:

All Faculty Members who have completed at least twelve months of employment with Eckerd College prior to an absence covered by this policy are eligible for up to 12 weeks of job-protected Family and Medical Leave.

In Option A, (Part-Time Parental Leave with Reduced Course Load), all health issues aside, leave will be tracked as Reduced Schedule Family and Medical Leave. *If Part-Time Parental Leave involves a medically- or health-certified leave reason, Intermittent Leave may be taken. Please refer to the Eckerd College FMLA Policy for more information.

In Option B (Full-Time Parental Leave), leave will be tracked as full-time Family and Medical Leave.

B. The Parental Leave Policy will also be coordinated with the College's Salary Continuation Policy, which may provide the eligible Faculty Member continuation of base salary throughout the parental leave.
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5. Process for Parental Leave

1. Faculty must consult with the Dean of Faculty as early as possible in the planning phase of a birth, adoption, or foster care process. The Dean of Faculty must approve faculty requests for course reduction. Once approved, course reduction arrangements should be provided to Human Resources by the Dean of Faculty.

2. When possible, faculty must request Family or Medical Leave (FMLA) by submitting the Request for Family and Medical Leave Form (Appendix A) to the Human Resources office at least thirty (30) days in advance of when the actual birth, adoption, or foster placement is anticipated.

Once FMLA Leave has been requested using the Request for Family and Medical Leave Form, the Faculty Member will receive the Health Care Provider Certification Form from Human Resources. In order to receive Salary Continuation and insurance benefits under the Salary Continuation Policy, this form or other appropriate documentation must be returned to Human Resources within fifteen (15) days from receipt of the Health Care Provider Certification Form.

3. Upon receipt of a completed Health Care Provider Certification Form or other appropriate documentation by Human Resources, the Faculty Member will receive the Designation Notice. This form is used to approve/deny the Faculty Member's leave request and explain the use and duration of paid leave available.

4. Returning to Work

a. If the FMLA leave has been approved for a birth mother, a Return to Work Certification (Appendix B) must be completed by the mother's treating Physician and presented to Human Resources before returning to work.

b. Under the provisions of this policy, a Faculty Member on approved FMLA will be returned to his/her same, or an equivalent, position provided s/he is able to return to work either within or upon conclusion of the approved leave.

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6. Hexennial Credit

The semester in which a tenured Faculty Member takes a paid parental leave will count in the accrual of Hexennial credit.
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7. Extension of the Tenure Clock

Any tenure-track Faculty Member who has taken parental leave as defined above may, by request and after consultation with the Dean of Faculty, receive a one-year extension of the probationary period. Tenure track members who wish to request this extension must notify the Dean of Faculty by completing the Tenure Track Extension Request Form (Appendix C) before returning to work.

Extensions may be repeated for one subsequent birth, thereby extending the appointment and time on the tenure-track for a maximum of two years.

When a Faculty Member who has taken an extension under this section is being reviewed, it should be stated that the policy of Eckerd College is to evaluate the productivity of each candidate who has been granted an extension as if he or she had been in the probationary status for the normal duration, so that the candidate is not penalized for having received the extension.
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8. Definitions

Domestic Partner – For purposes of this policy, a domestic partner is defined as the equivalent of the employee's spouse, provided that they qualify for benefits coverage under Eckerd College’s benefits programs.  The son or daughter of a same-sex domestic partner of a College employee will be treated as the employee's child for the purposes of this policy, provided that the child qualifies for benefits coverage under the College's benefits program.

Faculty Member – For purposes of this policy, a faculty member is defined as a tenured, tenured-track, or continuing-part-time member of the faculty.

Health Care Provider – can include, but is not limited to, a doctor of medicine or osteopathy who is authorized to practice medicine or surgery by the state where he or she practices, podiatrists, dentists, clinical psychologists, optometrists, chiropractors, nurse practitioners, nurse midwives, and clinical social workers.

Immediate Family - includes the employee's spouse, domestic partner, child or parent (but not a parent "in-law").

Employee's child means a biological, adopted, foster child, or a stepchild. The child must be under age 18 or age 18 or older and incapable of self-care due to a mental or physical disability.

Employee's parent means a biological parent or an individual who had day-to-day responsibility to care for and financially support the Employee when the Employee was a child.

Intermittent Leave – Intermittent leave is FMLA leave taken in separate blocks of time due to a single qualifying reason. Leave may be taken intermittently or on a reduced leave schedule when medically necessary for planned and/or unanticipated medical treatment of a related Serious Health Condition by or under the supervision of a health care provider, or for recovery from treatment or recovery from a Serious Health Condition. It may also be taken to provide care or psychological comfort to an immediate family member with a Serious Health Condition.

Intermittent leave may be taken for a Serious Health Condition which requires treatment by a health care provider periodically, rather than for one continuous period of time, and may include leave of periods from 15 minutes or more to several weeks. Examples of intermittent leave would include leave taken on an occasional basis for medical appointments, or leave taken several days at a time spread over a period of six months, such as for chemotherapy.

Intermittent/reduced schedule leave may be taken to care for a newborn or newly placed adopted or foster care child only with approval from the Dean.

Reduced Schedule Leave - a leave schedule that reduces the usual number of hours per workweek, or hours per workday, of an employee.

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