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