Child Rearing & Caregiver Policies
Child Rearing Leave
Paid Child Rearing Leave
- who bears a child;
- who adopts a child if the faculty member is the primary caregiver**;
- or whose spouse/same sex domestic partner bears or adopts a child if the faculty member is the primary caregiver
The School will provide a "Relief Package" from Clinical/Research/Teaching responsibilities including:
- paid full–time off for eight weeks, and
- an option for an additional eight weeks part–time status with pay commensurate with percent work effort
A paid Child Rearing Leave may commence at any time from two weeks before the expected time of delivery or adoption until the first year after the birth or adoption for the purpose of the child's care.
The duration of the paid Child Rearing leave shall not exceed eight weeks.
If both parents of a newborn or newly adopted child are full–time faculty, these two faculty members may choose to share the eight week period of paid Child Rearing Leave and/or the option of an additional eight weeks paid part–time status with pay commensurate with percent effort.
During the paid Child Rearing Leave, the faculty member shall continue to receive her/his usual pay and fringe benefits. Upon return from Leave, the faculty member is entitled to reinstatement in the position held prior to going on leave, or to one substantially similar, with no loss of seniority benefits or other privileges of employment.
* Clinicians may take an unpaid Child Rearing leave of absence up to sixteen weeks as provided by federal and state laws concerning family and medical leaves.
** As defined in the Faculty Handbook, a primary caregiver is defined as the person throughout the period of relief who is caring for the child during normal working hours while the other parent, if any, is employed at least half time.
Unpaid Child Rearing Leave
The School also provides an unpaid Child Rearing Leave for a total amount of unpaid and paid leave up to six months occurring within the first year after the birth or adoption for the purpose of the child's care. Longer leaves may be granted only with the approval of the Provost.
As stated in the Faculty Handbook, faculty on an unpaid leave of absence are responsible for their share, if any, of health and group life insurance costs. Yale will pay its share for the period of the leave. Faculty members who wish to maintain health, dental, and group life insurance coverage should contact the Benefits Office to arrange for prior payment of the individual's contributions.
As delineated by federal and state laws concerning family and medical leaves, a faculty member may take an unpaid leave of absence to care for a seriously ill spouse/same sex domestic partner, parent (biological, foster, adoptive, stepparent, or legal guardian) or child (biological, adopted, foster, stepchild, or legal ward) who is under 18 years of age, or, if older, is unable to care for him/herself because of serious illness for up to sixteen weeks in year one and twelve weeks in year two in any two–year period.
Except in cases of emergency, two weeks notice is required, and all requests must be accompanied by written notice from a physician or other licensed health care provider verifying the need for a leave and the probable duration. Serious illness is considered to be a disabling physical or mental condition that requires inpatient care or continuing outpatient care requiring treatment by a licensed health care provider.
As stated in the Faculty Handbook, during the period of this leave, the University will continue to pay its share of health and any non–contributory insurance premiums for the caregiver on leave. An employee who has authorized payroll deductions for benefits must make arrangements with the Benefits Office to continue that coverage. The time available for a Caregiving Leave is reduced by the amount of time during the same two–year period when the faculty member has been on an unpaid Child Rearing Leave or has been relieved from teaching, research, and clinical responsibilities under the policies governing paid Child Rearing Leave and short–term medical disability (Faculty Handbook, Section XI, E).
The faculty member shall make appropriate arrangements with her/his department chair concerning absence for paid or unpaid Child Rearing Leave, or Caregiving Leave. Appropriate arrangements include the obligation to give such notice of intended absence as will enable clinical, research and teaching responsibilities to be covered, if that should be necessary. These procedures are applicable to all full–time faculty members, beginning on the date of their employment at Yale.
Extensions of Appointment
Child Rearing Leave
Any full–time member of the ladder faculty who takes a paid Child Rearing Leave of greater than four weeks or unpaid Child Rearing Leave, or who bears a child or experiences any short–term medical disability (as described in Section XI.E of the Faculty Handbook) of at least six weeks at any time of the year, may request a one–year extension of his or her current appointment and therefore the maximum time both in that rank and in the combined non–tenure ranks. Upon such request, the extension will be granted automatically and may be repeated for one subsequent birth or adoption. If both parents of a newborn or newly adopted child are full–time faculty and share a Child Rearing Leave of Absence, the School will provide, upon request, a 1–year extension to the faculty member designated as the primary caregiver.