PAID FAMILY LEAVE POLICY FOR ACADEMIC APPOINTEES
Indiana University supports an environment that offers solutions to the complex issues academic appointees face in balancing their work and family commitments. People may need six weeks, or they may need fifteen weeks, depending on their situation. Family leave provides eligible academic appointees with up to 15 weeks of fully paid leave, as needed for either or both of the following events:
· the birth or adoption of a child by the academic appointee or the academic appointee’s spouse or domestic partner,
· the primary care of an eligible family member during a serious health condition.
Family leave is not intended to be a supplemental pay plan. It is a policy which allows for an academic appointee to take necessary time off from work without undue financial hardship. It is expected that paid leave periods will vary by need and circumstance and may extend across semesters. An appointee should not be expected to perform duties while on leave, to make up time/work, or to be on call in clinical settings. The leave is intended to relieve the appointee of responsibilities so he or she may attend to the family need. Family leave is separate from and in addition to sick leave. (See Relationship to Sick Leave Policy)
Academic appointees are eligible for family leave after two years, full-time, continuous service in the appointment. Visiting, adjunct, part-time and post-doctoral appointees are not eligible for family leave.
Eligible Family Member Definition
Spouse, domestic partner, mother, father, sister, brother, daughter, son, grandparent, grandchild, or corresponding relative of the appointee’s spouse or domestic partner.
Academic appointees may take family leave up to twice every five years but the appointee must return to full-time service for at least one semester between leaves. Family leave for the birth or adoption of a child must be concluded within 12 months of the birth of the child or the date on which the child is placed for adoption with the academic appointee. The first week of any family leave begins the period for calculating both the 15 weeks and 5 year eligibility period.
Short Term Absences
Short term absences of 3 weeks or less should continue to be arranged informally within a department.
Break Periods & Vacation Time
All semester breaks (i.e. Thanksgiving, Winter and Spring breaks) count in the leave period. Any accrued vacation time for which an appointee is eligible must be taken first and counts in the total 15 week eligibility period.
Nothing shall preclude the assignment of a partial semester teaching schedule (for example an 8-week course) before or after a leave, provided it is consistent with normal teaching loads for the campus.
Relationship to Sick Leave Policy
Sick leave is intended to cover periods of time when the appointee is sick or medically unable to perform the duties associated with a position. Pregnancy is treated as any other temporary medical conditions for the purposes of granting sick leave. Sick leave related to pregnancy is separate from and in addition to family leave.
As with other leaves, the tenure clock stops during a family leave unless the academic appointee requests otherwise. Failure to perform duties during the leave period shall not be considered in the evaluation for tenure, promotion, merit pay, or other work related decisions.
The Dean of the Faculties or Vice Chancellor of Academic Affairs shall provide information, interpretation, documentation, and enforcement of this policy on each campus. Each campus faculty senate shall designate a standing faculty committee that shall meet annually with the Dean of the Faculties or Vice Chancellor of Academic Affairs to review that the policy is being enforced consistent with the University policy. Leave taken pursuant to this policy shall count as all or part of the federal Family and Medical Leave Act requirement.