UNIVERSITY OF PITTSBURGH POLICY 02-11-01

CATEGORY:               ACADEMIC AFFAIRS
SECTION:                   Faculty Leave Programs
SUBJECT:                  Faculty Medical and Family Leave
EFFECTIVE DATE:    August 29, 2008 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.  Specific implementation of this policy may vary by a

      faculty member’s term and nature of appointment.  Faculty members should contact the

      office of their dean or regional campus president.


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 four 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 months 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 option must

            submit a written statement to the appropriate department chair or dean within the

            period of the leave.  The statement should be forwarded to the Office of the Provost.

      B.   When a faculty member takes medical or family leave for less than four months,

            he or she may request that the year in which the leave is taken 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.  When a faculty member becomes a parent by birth or adoption, whether or not a

            leave is taken, the academic year in which the birth or adoption occurs shall not

            normally be counted as a year towards mandatory tenure review.  The faculty

            member desiring this option must submit a written statement to the department

            chair or dean within the academic year in which the birth or adoption occurs. 

            The statement should be forwarded to the Office of the Provost.

      D.  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.

VIII.REFERENCE

      Attachment A - FORM 0189 PITT 1517, Certification of Physician or Practitioner