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
To read the full text of a specific policy or program, click on the Web link at the end of the relevant section.
LEAVES OF ABSENCE
FACULTY AND OTHER ACADEMIC APPOINTEES
Childbearing Leave
Active Service-Modified Duties
Parental Leave Without Pay
Extension of the Eight-Year Probationary Period
Family and Medical Leave
Sick Leave
Vacation
Holidays
Other LeavesACADEMIC APPOINTEES COVERED BY COLLECTIVE BARGAINING AGREEMENTS
[**UNDER CONSTRUCTION**]
ALL ACADEMIC APPOINTEES
Time Off to Participate in School or Day Care Activities
Work-Incurred Illness and Injury
Catastrophic Leave Sharing Programs
FACULTY AND OTHER ACADEMIC APPOINTEES
Childbearing Leave (APM - 760-25)
Leave for childbearing shall be granted on request, with or without pay, to an academic appointee who bears a child, for the period before, during, and after childbirth. Childbearing leave shall consist of time an appointee is temporarily disabled because of pregnancy, childbirth, or related medical conditions. Leave for childbirth and recovery normally will be for at least 6 weeks; more time may be necessary for medical reasons. Under the California Fair Employment and Housing Act (FEHA), an academic appointee who is disabled because of pregnancy, childbirth, or related medical conditions is eligible to take an unpaid childbearing leave ("pregnancy disability leave") for up to 4 months during the period of actual disability. During childbearing leave, no duties shall be required by the University.
An academic appointee may be eligible for Short-term Disability plan benefits and, if enrolled, Supplemental Disability plan benefits if she is unable to work because of her physical condition.
All pregnant academic appointees who require a leave are eligible for childbearing leave, regardless of length of service. However, based on the provisions of APM - 760-25-a(1), (2), and (3), they may or may not be eligible for childbearing leave with pay.
- An academic appointee who accrues sick leave or vacation leave credit may, at her option, use accrued leave for childbearing leave.
- An academic appointee in a title that does not accrue sick leave and who has served in her title or any faculty title for at least 12 consecutive months will receive her approved base salary for up to 6 weeks during the period of time she is unable to assume her normal University obligations. Any additional compensation paid under health sciences compensation plans shall be paid in accordance with campus policies.
- An academic appointee in a title that does not accrue sick leave and who has served in her title less than one year will receive her approved base salary for approximately the period which would be accrued during the appointment in accordance with the accrual rates in APM - 710-18. Any additional compensation paid under health sciences compensation plans shall be paid in accordance with campus policies. If additional time is needed, leave without pay will be granted for the necessary period. However, a member of the Academic Senate who has served less than one year will receive at least her approved base salary for up to 6 weeks during the period of time she is unable to assume her normal University obligations, regardless of length of service.
If an academic appointee on an approved childbearing leave also is eligible for family and medical leave (see APM - 715), up to 12 workweeks of the childbearing leave shall run concurrently with family and medical leave under Federal law. Childbearing leave may be taken on an intermittent or reduced scheduled basis. Upon termination of a childbearing leave (up to 4 months if certified disabled by a health care provider), an eligible appointee is also entitled to up to 12 additional workweeks of unpaid leave under the California Family Rights Act (CFRA) for reason of the birth of her child, if the child has been born by the end of the childbearing leave, or for any other covered reason except pregnancy or related medical conditions, provided the appointee has time remaining in her leave entitlement.
The aggregate duration of all leaves plus periods of Active Service-Modified Duties granted for a given pregnancy may not exceed one year.
As an alternative to or in addition to childbearing leave, the University shall temporarily modify a pregnant appointee's position or transfer her to a less strenuous or hazardous position upon request if medically necessary and if the temporary modification or transfer can be reasonably accommodated. This temporary modification or transfer shall not be counted against an eligible academic appointee's entitlement to up to 4 months of childbearing leave ("pregnancy disability leave" under the FEHA) or family and medical leave unless the modification has taken the form of intermittent leave or a reduced work schedule. Childbearing leave does not need to be taken in one continuous period of time but may be taken on an as-needed basis.
For more information, see http://www.ucop.edu/acadadv/acadpers/apm/apm-760.pdf
Active Service-Modified Duties (APM - 760-28)
A period of Active Service-Modified Duties shall be granted on request to any appointee who has substantial responsibility for the care of his or her newborn child or child under age five placed for adoption or foster care. Eligibility for one quarter (semester) of Active Service-Modified Duties 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 request for a period of Active Service-Modified Duties shall include a written statement by the academic appointee certifying that he/she has substantial responsibility for the care of an infant or young child. A statement describing the modified duties is subject to approval by the Chancellor. During a period of Active Service-Modified Duties, the appointee is on active status. 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.
In no event may the aggregate duration of all leaves plus periods of Active Service-Modified Duties granted for a given birth or placement exceed one year.
A period of Active Service-Modified Duties is included as service toward the eight-year probationary period or toward other service limits described in APM - 133.
For more information, see http://www.ucop.edu/acadadv/acadpers/apm/apm-760.pdf
Parental Leave Without Pay (APM - 760-27)
Parental leave without pay may be granted for up to one year to any academic appointee for the purpose of caring for his or her child. Accrued vacation may be substituted in lieu of unpaid parental leave. When parental leave is combined with childbearing leave, family and medical leave, and/or Active Service-Modified Duties, the period shall not exceed one year for each birth or placement of a child for adoption or foster care with an appointee or the spouse or domestic partner of an appointee. Parental leave which is not covered by State or Federal family and medical leave law is subject to the approval of the Chancellor. (See APM - 759 for leave without pay.) A leave cannot be approved beyond the end date of the appointment.
An appointee on parental leave without pay not covered by State or Federal family and medical leave law is responsible for the continuation of benefits during any unpaid portion of the leave.
An academic appointee who is eligible for family and medical leave (see APM - 715) shall be granted an unpaid leave to care for the appointee's newborn child or a child newly placed with the appointee for adoption or foster care. Up to 12 workweeks of the parental leave shall run concurrently with family and medical leave. Parental leave granted pursuant to the FMLA must be concluded within 12 months following the child's birth or placement.
For more information, see http://www.ucop.edu/acadadv/acadpers/apm/apm-760.pdf
Extension of the Eight-Year Probationary Period (APM - 133-17)
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, whether with or without salary, shall automatically be excluded from service toward the eight-year probationary period unless the faculty member informs the department chair in writing before, during, or within one quarter or semester after the leave, that it should not be excluded from service toward the eight-year probationary period.
Upon request of a faculty member who has substantial responsibility for the care of a newborn child or a newly-adopted child under age five, time off the tenure clock for up to one year may be granted by the Chancellor for each event of birth or adoption during the probationary period provided that all time off the tenure clock totals no more than two years in the probationary period. The tenure clock may be stopped more than one time during the probationary period. Each request for time off the tenure clock must include a written statement by the faculty member certifying that he/she has substantial responsibility for the care of the child or children. Requests for time off the tenure clock must be made within two years of a birth or adoption. The provision to stop the tenure clock may be invoked even if a faculty member with substantial childcare responsibility does not take a formal leave or have a modification of duties. For determining years toward the eight-year limitation of service, the combined total of periods of leave unrelated to academic duties and time off the tenure clock may not exceed two years.
For more information, see http://www.ucop.edu/acadadv/acadpers/apm/apm-133.pdf
Family and Medical Leave (APM - 715)
In accordance with applicable State and Federal law, family and medical leave provides eligible employees with entitlements to leave for up to a total of 12 workweeks during a calendar year, continuance of health plan coverage as if on pay status, and reinstatement rights. Eligible academic appointees are entitled to take unpaid leave or to substitute accrued sick leave or accrued vacation leave for the following reasons: his or her own serious health condition; to care for his or her child, parent, spouse, or domestic partner (same-sex or opposite-sex) with a serious health condition; to care for his or her newborn child or a child newly placed with him or her for adoption or foster care.
An academic appointee is entitled to up to 12 workweeks of family and medical leave during a calendar year provided that he or she has at least 12 cumulative months of University service and has worked at least 1,250 hours during the 12 months immediately preceding the commencement date of the leave. Family and medical leave is normally unpaid leave except that accrued sick leave and accrued vacation leave may be substituted. For academic appointees who do not accrue sick leave, Chancellors may approve leave with pay for up to 12 workweeks. Whenever possible an appointee shall provide at least 30 days advance notice of the need for a family and medical leave. Family and medical leaves run concurrently with other approved leaves taken for a purpose which meets criteria for a family and medical leave-qualifying event.
When medically necessary, as certified by the appointee's health care provider, an appointee may take family and medical leave on a reduced work schedule or on an intermittent basis, including absences of less than one day.
Leave granted to care for the appointee's newborn child or a child newly placed with the appointee for adoption or foster care shall be concluded within 12 months following the child's birth or placement.
For more information, see http://www.ucop.edu/acadadv/acadpers/apm/apm-715.pdf
With the exception of those fiscal-year academic appointees in titles listed in APM - 710-14, academic appointees do not accrue sick leave. In the case of illness of appointees who do not accrue sick leave, Chancellors may approve leave with pay. Such leave may be approved with pay in accord with campus policy.
Eligible fiscal-year academic appointees accrue sick leave credit provided the appointment is at 50 percent or more time at the rate of one working day per month for full-time service. Eligible appointees at 50 percent or more time accrue sick leave at a proportionate rate.
Accrued sick leave shall be used in keeping with normally approved purposes including personal illness; medical appointments; childbearing (see APM - 715 and 760); disability; and medical appointments of, illness of, or bereavement for an appointee's child, parent, spouse, domestic partner, sibling, grandparent, or grandchild. In-laws or step relatives in the relationships listed, including relatives of the domestic partner who would be covered if the domestic partner were the appointee's spouse, are also covered. Other persons residing in the appointee's household are also covered.
For more information, see http://www.ucop.edu/acadadv/acadpers/apm/apm-710.pdf
Academic personnel appointed on an academic-year basis are expected to be in residence from the day designated in the University Calendar as the opening of the Fall term through the end of the Spring term. Academic-year appointees do not accrue vacation leave.
Academic personnel appointed on a fiscal-year basis for 6 months or more at 50 percent time or more accrue vacation leave. Student academic personnel appointed on a fiscal-year basis for 12 consecutive months or more at 50 percent time or more accrue vacation leave. Vacation is accrued at the rate of two working days per month for full-time service. Eligible appointees at 50 percent or more time accrue vacation at a proportionate rate. Vacation credit may accumulate to a maximum of 48 working days. The maximum accumulation for appointees working half time or over is also 48 working days (i.e., the same maximum number of hours as that of full-time employees).
For more information, see http://www.ucop.edu/acadadv/acadpers/apm/apm-730.pdf
Official holidays for academic appointees are those administrative holidays annually in the University Calendar.
For more information, see http://www.ucop.edu/acadadv/acadpers/apm/apm-720.pdf
Other Leaves (APM Section V - Benefits and Privileges)
To obtain detailed information regarding other leaves and eligibility requirements, visit the following Web site, http://www.ucop.edu/acadadv/acadpers/apm/sec5-pdf.html
ACADEMIC APPOINTEES COVERED BY COLLECTIVE BARGAINING AGREEMENTS
[** UNDER CONSTRUCTION **]
ALL ACADEMIC APPOINTEES
Time Off to Participate in School or Day Care Activities
The California Family School Partnership Act provides for time off for employees to participate in school activities such as PTA meetings, parent/teacher conferences, or field trips. The child must be in kindergarten through grade 12 or a licensed child day care facility and the employee is the child's parent, guardian, or custodial grandparent. Leave may be for up to eight hours per calendar month, not to exceed 40 hours per year. An employee wishing to take time off must give reasonable notice of the planned absence and may be requested to provide certification from the child's school or licensed child day care facility. An employee may use vacation and/or compensatory time off. If accrued leave is not available, an employee may use leave without pay.
Work-Incurred Illness and Injury
Each UC location has a Workers' Compensation Manager who can answer questions about employees' work-incurred injuries or illnesses and/or related claims and benefits. A list of UC Workers' Compensation Managers is available through the UC Office of Financial Management Risk Management Web site at http://www.ucop.edu/riskmgt/wcmdir.html
Catastrophic Leave Sharing Programs
Campuses may establish local catastrophic leave sharing programs to give employees the opportunity to voluntarily donate accrued vacation in support of colleagues who have exhausted their paid leave due to their own serious illness or in caring for a seriously ill family member.