Faculty Parental Leave
Guidelines and Procedures
In addition to the Faculty Paid Parental leave, the University provides family leave to all employees in accordance with the federal Family and Medical Leave Act of 1993.
If any questions arise which are not covered by this guideline or previous published statements interpreting our policy, the University reserves the right to make any necessary interpretation which shall be conclusive for purposes of resolving the question.
Pregnancy, Childbirth or Adoption Leave
Faculty members may have one academic term of paid leave during pregnancy and the first year after birth, adoption, or foster care of a child whether because of pregnancy-related disability or for child care. If a faculty member previously has taken disability leave (as permitted by applicable leave policy) due to a serious pregnancy-related illness, Parental Leave will still be available once the child is born in an amount up to one full academic term.
Terms of Eligibility
Faculty members who have not been employed in a benefited faculty position at the University for one full academic year prior to a parental leave must complete a full academic year of employment following the leave or reimburse the university for the salary dollars received during the leave period.
In cases where the birth mother is taking Parental Leave, the paid leave will be in conjunction with the University's Core Short Term Disability Benefit, when applicable.
Whenever possible, faculty intending to take a leave should inform their chairs or deans no later than three months prior to the proposed beginning of leave. If this is not possible because of pre-term delivery, sudden availability of adoption, or other unpredictable changes in family status, leave will be granted.
If both parents are employed by the University of Denver, either may utilize the paid Parental Leave, but not both. In accordance with FMLA, unpaid leave may be taken simultaneously.
Faculty Status After Leave
A faculty member who takes Parental Leave will be able to return to the same job or a job with equivalent status, pay, benefits and other employment terms.
At the end of a Parental Leave, the faculty member must return to work at the same status that he/she was in prior to going on leave and work the following academic term. If the faculty member chooses not to return to work for reasons other than a continued serious health condition, the university will require the faculty member to reimburse the university the amount it paid for the employee's health insurance premium and paid parental leave during the leave period.
Tenure Probationary Period
A faculty member taking leave under this policy may request to add one year to the total number of years that otherwise would constitute that individual's tenure probationary period. Such request shall be made in writing no later than six months after the end of the Parental Leave, and must be approved by the appropriate dean and the provost. The faculty member's election is irrevocable and not subject to modification.
In computing years of service for sabbatical eligibility, time spent on a faculty parental leave will constitute a term of service and will not delay sabbatical eligibility.
How to Apply
Leave of Absence Request Form must be submitted to your immediate supervisor with a copy to the Shared Services department. A doctor or health care provider must complete the Certification of Health Care Provider and submit a copy to the Shared Services department.
Note: A short-term disability claim must be filed when the leave of absence is more than two weeks and is for an employee's own serious health condition.