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Leaves

Sabbatical & triennial, child rearing, and caregiver leaves are great benefits offered by Yale School of Medicine. Please see the sections below for specific on each of these.


Child Rearing Leave

A member of the faculty with a primary appointment at the YSM, and who are working at least half-time (percent work effort of 50% or more), who becomes a parent of a newborn child or newly adopted child under the age of six is eligible for Child-Rearing Leave. Such leaves cover mothers, fathers, and adoptive parents and must be taken within the first year after the birth or adoption for the purpose of the child’s care.

To request a child rearing leave, please complete the Child Rearing Leave Request form and submit the completed form to your departmental faculty affairs coordinator. Questions about Child Rearing leaves can be directed to departmental faculty affairs staff, or to the central Yale School of Medicine resource, YSM Academic Analytics.

Please note that Childcare resources are delineated on the OAPD Work-Life Integration resource page.

Paid Child Rearing Leave

The paid Child Rearing Leave is a “relief package” from clinical, research, teaching, and administrative responsibilities which provides for salary continuation for 12 weeks to eligible faculty. Of note, faculty are not expected and should not feel obligated to compress clinical coverage or other duties into the period before or after Child Rearing Leave.

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 child’s care. During the paid Child Rearing Leave, the faculty member shall continue to receive their usual salary 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.

In addition, the University has a short–term disability policy that applies to medical issues, including medical issues that may arise as a result of a faculty member's pregnancy. The current child rearing policy does not replace or change eligibility for short–term medical disability.

If both parents are eligible faculty members, each are independently entitled to a paid Child Rearing Leave and/or the option for an additional eight weeks paid part-time status with pay commensurate with percent effort. The leaves for both parents may be taken during the same or differing periods 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 child’s care.

Extension of Paid Child Rearing Leave

The paid Child Rearing Leave also provides an option for an additional eight weeks’ part-time status with pay commensurate with percent work effort.

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 child’s care. Longer leaves may be granted only with the approval of the provost. Processes are delineated under Unpaid Leaves.

Extensions of Appointment for Ladder Faculty for Child Rearing

Any new parent in a ladder faculty position who provides significant and sustained care to a newly born or newly adopted child is eligible for a one-year extension of appointment, and therefore the maximum time both in that rank and in the combined non-tenure ranks, regardless of whether the faculty member takes a Child Rearing Leave.

An extension of term will be granted to any ladder faculty member who takes a Child Rearing Leave. Faculty are not obligated to take the extension and may follow their original clock. An extension of appointment request form must be submitted and will automatically be approved.

Faculty who do not take a Child Rearing Leave, but become a parent to a newly born or newly adopted child and wish to receive a one-year extension of appointment, must submit an extension of appointment request form before the end of term in which the child was born or adopted. Another one-year extension of appointment may be granted for one subsequent birth or adoption.

Please contact the Office for Faculty Affairs with any questions regarding an extension of appointment

Connecticut Paid Family and Medical Leave Program (CT PFML)

The Connecticut Paid Family and Medical Leave Program (CT PFML) was implemented under state law. It provides eligible employees with income replacement from the state of Connecticut for qualified leave of absences. Generally, the leaves that qualify for paid time mirror the types of leaves that qualify under the Federal FMLA, Connecticut FMLA, and CT Family Violence Leave Act.

Employees who receive this income replacement may be eligible to receive income replacement for up to 12 weeks in a 12 month period of time. The amount of income replacement depends on the employee’s income, and is calculated by a formula up to a cap of $840 per week (rate subject to change at the state’s discretion).

Learn more about how paid leave applies to you on the CT Paid Leave website.