UNIVERSITY OF PITTSBURGH POLICY 02-11-01
CATEGORY: ACADEMIC AFFAIRS
SECTION: Faculty Leave Programs
SUBJECT: Faculty Medical and Family Leave
EFFECTIVE DATE: January 31, 2003 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.
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 two 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 moths 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
must submit a written statement to the appropriate
department chair or dean within the period of the leave.
B. When a faculty member becomes a parent by birth or adoption,
or takes medical or family leave for less than four months,
he or she may request that the year in which the leave is
taken or parenthood occurs 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. 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.