Middlebury

Leaves of Absence (nonacademic)

Leaves for the purpose of research are described in a separate section.

Other leaves are described below. At minimum, qualified faculty are entitled to the unpaid leave provided by the College's adherence to the Family and Medical Leave Act (FMLA) Policy for: the foster placement, birth or adoption of a child; care of self or certain family member(s) with a serious health condition; certain exigencies arising from a family member’s call to active military duty; or to care for a family member injured while on active military duty. (See the Employee Benefits chapter in the Employee Handbook for eligibility and other details or contact Human Resources for more information.)

Medical Leaves

Faculty who find that they need a leave of more than three days for medical reasons should arrange to meet with or contact the vice president for Academic Affairs / dean of the faculty (VPAA/DOF).  Details about the benefits available to faculty needing short- or long-term medical leaves can be obtained from our benefits plan description (available online: http://www.middlebury.edu/offices/business/hr/staffandfaculty/benefits) or by contacting Human Resources (x 5465).

Parental Leaves

Faculty Paid Parental Leave is designed to provide bonding time and financial support for faculty members during the important period following the birth or adoption of a child.

Eligibility

The Faculty Paid Parental Leave benefit is available for full-time faculty members during the first 12 months following the birth or adoption of a child. In the case of adoptions the benefit applies only when the child being adopted is less than 18 years of age. Paid Parental Leave is provided to faculty members who will be serving as the child’s primary caregiver during the period of the leave.  The definition of ‘primary care-giver’ will vary across family situations, but normally the primary care-giver will have primary care responsibility for the child for a significant fraction of the day during the regular work week during the period of the faculty Paid Parental Leave.

Benefit

The amount and timing of Faculty Paid Parental leave will vary depending on whether or not the individual applying for the benefit is scheduled to teach during the leave period and whether or not both parents are employees of Middlebury College.  The most common scenarios are described below.  When situations arise which do not fall into one of these categories, and when unexpected complexities arise, the VPAA/DOF, in his or her sole discretion, will decide to what extent to adapt the Paid Parental Leave benefit.

Parent Scheduled to Teach

When a child is expected to be born or adopted during a semester in which the parent is scheduled to teach, the faculty member will be relieved of teaching duties for the entire semester.  Specifically:

  • During the first 6 weeks post-birth/adoption the faculty member will not be expected to perform any duties, and will receive full salary.
  • For the remainder of the semester the faculty member can elect to:
  1. Resume non-teaching duties such as committee work, administrative work, academic advising, and supervision of senior work, in which case he or she will continue to receive full pay, OR
  2. If the faculty member is eligible under the Family and Medical Leave Act (FMLA), he or she can elect to continue leave with no duties generally for up to an additional 6 weeks (see Human Resources for details), in which case he or she would be placed on unpaid leave with benefits.

The following guidelines should be used to determine which semester(s) faculty may be released from teaching duties in the event of a birth or adoption under this policy.

For birth or adoption that is expected to occur:

Semester(s) released from teaching:

October 1 - November 30

Fall & WT

December 1 – January 31

WT & Spring

February 1 – May 15

Spring

May 16 – September 30

Fall

 

Parent NOT Scheduled to Teach

If the faculty member is not scheduled to teach by reason of academic leave, administrative appointment, or other reason, he or she will be eligible for up to 6 weeks of Paid Parental Leave after the birth or adoption, assuming he or she will be the primary caregiver during this period.  (If the faculty member is eligible under the Family and Medical Leave Act (FMLA) he or she can elect to continue leave with no duties generally for up to an additional 6 weeks (see Human Resources for details), in which case he or she would be placed on unpaid leave with benefits.)

Both Parents Employed by Middlebury College

Paid Parental Leave benefits for two-employee couples vary as follows:

  • Two-Faculty Couples: In situations in which both parents are Middlebury faculty, and both are eligible under the College’s Paid Parental Leave policy, the faculty members will allocate between themselves, in consultation with the VPAA/DOF, a maximum of 12 weeks of fully paid leave.  This means, in situations in which one parent receives a full-semester of paid leave, the other parent will not be eligible for a Paid Parental Leave.  However, in this case the parent receiving the full semester leave will not be expected to resume non-teaching duties after 6 weeks, and will instead receive a full 12 weeks of Paid Parental Leave. 

In cases where neither parent is receiving the full semester leave (because of academic leaves and/or administrative appointments, for example), they may each take up to 6 weeks of fully paid parental leave, with no duties required.  The timing of the leave for the first parent to take a leave will obviously be tied to the date of the birth or adoption of the child.  However, the timing of the Paid Parental Leave (if any) for the second parent/employee is at the discretion of the VPAA/DOF, and would generally be timed so as not to disrupt a full academic semester. (Many secondary Paid Parental Leaves will be granted during J-Term, for example.) As an alternative, the second Faculty parent could request a course release to be used within 12 months of the birth/adoption.  Approval of a course release would be at the discretion of the VPAA/DOF.

  • Faculty/Staff Couples:  In situations where one parent is a member of the faculty and the other of the staff there are several possible scenarios for the Faculty parent:
  • Faculty Parent who is Scheduled to Teach takes the initial leave:  A faculty member who is scheduled to teach during the semester is which the new child arrives/is scheduled to arrive will be eligible for a teaching release and pay as described in the “Primary Caregiver Scheduled to Teach” section, above.
  • Faculty Parent who is NOT Scheduled to Teach takes the initial leave:  If the faculty member is not scheduled to teach by reason of academic leave, administrative appointment, or other reason, and who will be the initial primary caregiver will be eligible for up to 6 weeks of Paid Parental leave immediately after the birth or adoption.
  • Faculty Parent who takes a leave after the staff parent has used Staff Paid Parental Leave:  When the staff parent takes parental leave first, a faculty spouse/partner (who subsequently qualifies as the primary caregiver) may take up to 6 weeks of fully paid parental leave, with no duties requiredHowever, the timing of this Paid Parental Leave is at the discretion of the VPAA/DOF, and would generally be timed so as not to disrupt a full academic semester—during J-term, for example. As an alternative, the Faculty parent could request a course release to be used within 12 months of the birth/adoption. Approval of a course release would be at the discretion of the VPAA/DOF.

Adoptive families

Recognizing that it can be very difficult to predict precisely when a child being adopted will be placed in the home, the Dean of the Faculty will work closely with faculty who are adoptive parents to apply the provisions of this policy to their particular circumstances.  Generally speaking, faculty who receive their child within a teaching semester during which they have not made previous arrangements for work release under this policy, can elect to be relieved of all non-teaching duties immediately upon the arrival of the child, provided they qualify as primary caregiver.  In these cases, the faculty member would be granted a Paid Parental Leave in the subsequent semester, under the terms described previously.  

Effect of Leave on Tenure Review Schedule

If a faculty member in a regular appointment is released from teaching for a parental leave under this policy, that faculty member's review schedule will be postponed by one semester, unless the faculty member requests that the schedule not be so postponed.

Other Unpaid Leaves

Any faculty member on ongoing appointment is eligible to apply for leave in order to meet familial responsibilities. Such leaves are without pay and will usually last for a minimum of one semester, with a normal maximum of one year. Normally, only one year of familial leave will be outside the regular scheduling of reviews for reappointment, promotion, and tenure.

The College will do its best to honor such requests, but it is incumbent upon the individual wishing such a leave to apply early enough so that the department affected may have time to plan for a replacement if authorized to do so by the Educational Affairs Committee.

 

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