(Note: OLPM sections on this page may be cited following the format of, for example, "PSU.V.C.1.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
1. Faculty Flexibility and Work/Life Balance Policies
Certain procedural elements of the broader USNH FMLA policy must be followed by faculty when taking leave under the Faculty Flexibility and Work/Life Balance Policies. Please review the procedural elements of the broader, USY.V.C.19 or contact Human Resources for guidance.
1.1 Qualifying Condition/Events: Certain qualifying conditions/events provide faculty with the option for leave under the faculty Flexibility and Work/Life Balance policies. These qualifying conditions/events are as follows:
1.1.1 upon the birth of the employee's child;
1.1.2 upon the placement of a child with the employee for adoption or foster care;
1.1.3 when the employee is needed to care for a child, spouse, or parent who has a serious health condition;
1.1.4 when the employee is unable to perform the essential functions of his/her position because of a serious health condition;
1.1.5 to (i) care for a member of the US Armed Forces who incurred a serious injury or illness in the line of duty while on active duty in the US Armed Forces; or to (ii) deal with a "qualifying exigency" arising out of a family member's active duty service or call to active duty in the US Armed Forces; or any combination of the two, is considered military-related FMLA leave.
1.2 Types of Leaves available under Faculty Flexibility and Work/Life Balance Policies
1.2.1 Family and Medical Leave Act (FMLA) for Faculty. A family and/or medical leave shall be defined as an approved absence available to eligible faculty members for up to 12 weeks per year calendar year. A calendar year is defined as a "rolling" 12-month period measured backward from the date an employee uses any FMLA leave. To be eligible for leave under this policy a faculty member must have been employed within USNH for at least 12 months in total and must have worked at least 1,250 hours during the 12 month period preceding the commencement of the leave. Leaves under FMLA for faculty are available for the qualifying conditions/events noted above.
1.2.2 Parental Leave for Birth or Adoption of a Child. A Parental Leave for Birth or Adoption of a Child shall be defined as an approved paid leave of absence to an eligible faculty member who becomes a mother or father through birth or adoption for a maximum of twelve (12) weeks of paid leave of absence starting with the arrival of the child.
1.2.2.1 The faculty member shall inform his/her supervisor in writing, as early as possible, of the intent to use parental leave.
1.2.2.2 Parental leave will replace post-natal pregnancy-related disability leave (USY V.A.4.13.6). Pre-natal pregnancy-related disability leave is available only under the policies outlined in USY V.A.4.13.6.
1.2.2.3 When both parents work for Plymouth State University, the maximum combined leave they may take is 12 weeks.
1.2.2.4 If the faculty member decides to return to work prior to the end of 12 weeks, s/he shall provide written notice at least 14 days prior to the return date.
1.2.2.5 If the faculty member accrues vacation/sick leave, the period of parental leave shall first include the use of accumulated sick leave.
1.2.2.6 Paid leave taken under this provision shall run concurrently with any leave granted under the Family and Medical Leave Act of 1993.
1.2.3 "Faculty Leave for Exigencies" (FLE). Faculty members not yet eligible for FMLA leave may apply for a Faculty Leave for Exigencies (FLE). The FLE would be available for new faculty at PSU who have not completed the minimum one (1) year of employment (approximately 1250 hours). The FLE provides new faculty with leave time similar to FMLA for the qualifying conditions/events noted above.
1.3 Special Considerations:
1.3.1 A faculty member may request release from teaching assignments for the balance of the semester when FMLA or FLE leave will be three (3) or more weeks during the semester. In this case, the Department Chair in consultation with the faculty member, Dean and Provost will determine alternate work assignments for the period following the end of the FMLA or FLE leave.
1.3.2 Military leave taken under FMLA or FLE to care for an injured armed service member may be for up to 26 weeks.
1.3.3 Further, no combination of military related, FMLA or FLE can extend beyond 26 weeks in any 12-month period.
