As part of its efforts to foster a workplace in which professional success can be achieved while maintaining a quality personal and family life, the university supports employees and their families with leave opportunities for new parents. All requests for leave under this policy should be made as far in advance as possible, but generally not less than thirty days before the leave commences and must be in writing and submitted to the appropriate personnel office (academic personnel or human resources). The following sections outline the leave program; however, employees and their supervisors should contact the appropriate personnel office for guidance and assistance with the process. The university will make appropriate arrangements to cover the duties of the employee while the employee is on parental leave.
Tenure-track faculty members who have or share primary care-taking responsibilities associated with the birth or adoption of a child under age five may request an extension of their probationary period, i.e., the tenure clock. (See paragraph (C) of rule 3339-7-06 of the Administrative Code for information on extending the tenure clock.)
There are a number of other university-provided benefits designed to support employees and their families, e.g., flexible spending account, health insurance, and dental insurance. Employees should contact benefit services for information regarding these benefits. Payroll deductions for tax purposes should also be considered, and payroll services will assist the employee with any changes.
(A) Parental leave
The university provides all benefit-eligible employees with twelve weeks of parental leave to be used following the birth or adoption of a child. The purpose of parental leave is to provide a period of recovery from childbirth for the birth mother; and a period of time for parents (birth mothers, fathers, domestic partners, and adoptive parents) to care for and bond with the newborn or newly-adopted child.
(1) Paid parental leave
(a) Birth mothers-the university will provide up to six weeks of paid parental leave (one hundred per cent of regular salary or pay) to each birth mother to recover from childbirth and to care for and bond with the newborn.
(b) Fathers, domestic partners, and adoptive parents-the university will provide up to three weeks of paid parental leave (one hundred percent of regular salary or pay) to each father, domestic partner, and adoptive parent to be used following the birth or adoption of a child to care for and bond with the child.
(c) Paid parental leave must commence immediately following the birth or adoption of a child, except:
(i) With the approval of the appropriate personnel office, paid parental leave may be taken prior to the event when deemed medically necessary or when required to fulfill the requirements for an adoption: or
(ii) In the event both parents are employed by Miami university, the parents may elect to take their paid parental leaves concurrently or consecutively.
(2) Parental leave for the balance of the twelve weeks The balance of the twelve-week parental leave period may be taken on either a full-time or part-time basis as described below:
(a) Fulltime option - parents may take parental leave on a fulltime basis. This leave may be taken in consecutive weeks immediately following the period of paid parental leave or at a later time in a single period of consecutive weeks.
(b) Half-time leave option - parents who elect to take half-time parental leave must take the leave in consecutive weeks immediately following the initial period of paid parental leave, parents who elect to take half-time leave in effect double the duration of their remaining leave.
Note: For employees with an appointment of less than twelve months duration, non-contract periods and summer instructional contracts do not affect the parental leave period.
(B) Three-months additional parental leave option
(1) Parents may take up to three months for additional parental leave on either the full- or half-time basis. However, the three-month period is the maximum time period. It does not double to six months if the parent elects the half-time leave option. Parents who elect to take all or part of the additional leave must take the leave in consecutive weeks immediately following the parental leave described in paragraph (A)(2) of this rule.
(2) Note: For employees with an appointment of less than twelve months duration, non-contract periods and summer instructional contracts do not affect the parental leave period.
(C) General principles
(1) Half-time defined.
(a) It is presumed that classified and unclassified administrative staff members will work one-half day each day they are scheduled to work. Alternative working arrangements may be made at the direction of, or with the consent of, the supervisor, department head, and appropriate vice president. faculty who elect to work half-time following the birth or adoption of a child are required to have an approved plan of not less than fifty per cent time that includes instructional assignments and must be approved by the chair, dean, and provost.
(2) Single election.
A parent may elect half-time leave only once. A parent who is on leave on a half-time basis may elect to resume fulltime leave or to return to fulltime work before the exhaustion of the parental leave or three-months additional parental leave for the birth or adoption of a child. Any employee who elects to resume fulltime leave or to return to fulltime work is not eligible to take half-time leave again for the birth or adoption of the child for which the leave was originally taken
(3) Family medical leave.
All parental leave will run concurrently with family medical leave to the extent the parent has with family medical leave available (See rule 3339-4-07 of the Administrative Code).
(4) Twelve-month limit.
All parental leave and three-months additional leave must be used within the twelve months immediately following the birth or adoption of the child
(5) Exhaustion of paid parental leave.
Paid parental leave must be exhausted prior to the use of any other paid leave (sick leave, vacation, compensatory time). Paid parental leave does not reduce the employee's accrued time under any other university paid leave program (sick leave, vacation leave, or compensatory time).
(6) Use of sick leave.
Parents may use accrued sick leave during parental leave if medically necessary and qualified under the university s sick leave policy.
(7) Use of other paid leave.
Parents may use any other accrued paid leave (vacation time or compensatory time) during parental leave.
(8) Benefit eligible.
For the purpose of this policy a benefit-eligible employee is one who has an appointment of at least nine months duration for at least thirty-two hours per week.