For hourly paid employees who earn both sick and vacation time, pay can continue as long as the employee has accrued enough leave for the period of the absence. Sick leave can be used when the employee needs to be absent for their own illness or for the normal period of disability for pregnancy (six weeks). Additional sick leave may be appropriate with medical documentation. After childbirth for the father, University policy allows using 10 days of sick leave if available. With supervisory approval up to half the sick leave available may be used for the care of a family member with a serious illness (see your employee handbook or the appropriate collective bargaining agreement).
For faculty who earn disability leave only, normal pay can continue for the normal period of disability following childbirth (six weeks) when the birth occurs after September 1 through the rest of the academic year. Disability leave is not claimed between June 1 and August 31. Additional disability leave may be appropriate with medical documentation. For the father, University policy allows using 10 days of disability leave following the birth. If leave extends beyond the period of disability, pay will need to be adjusted if the employee has not returned to work.
For Family and Medical Leave, 12 weeks of leave may be granted during the year for eligible employees. Pay depends on the purpose of the leave, the amount of accrued paid leave available, and University policy.
Because the interaction of paid leave, accrued leave, and University policies are complicated, please contact the Employee Health, Benefits, and Payroll office at 581-2360 when you have questions.