• Print

8.7.8 Option for Reduced Teaching Load in Lieu of Full Leave for Faculty on FMLA/CFRA/PDL Leave

Requests for reduced teaching load due to FMLA/CFRA/PDL leave should be made through the DHR. DHR makes eligibility determinations in regard to FMLA/CFRA/PDL. During a period of FMLA/PDL (where the qualifying factor is disability) the faculty member would be eligible for up to 12 weeks of full pay. CFRA leave (where the qualifying factor is baby bonding or care of a seriously ill family member) would be unpaid. The Provost reviews requests for intermittent or reduced work load, determines whether or not the University can accommodate such request, and may grant the request based on the needs of the academic operations. Should a reduced teaching load adversely affect academic operations, the Provost may instead make other provisions for reduced workload, or may grant a leave of absence from all duties for a period of up to 12 weeks with full salary continuation. In regard to such a full leave of absence of a probationary period faculty member who is within the first five years of the probationary period, the Provost may grant a request for tenure clock extension in the amount of one academic year as described in 8.7.7a. Reduction of teaching duties under this section will generally not be accompanied by extension of the probationary period; however, in discretion of the Provost, the Provost may grant such extension for the benefit of the University.