SICK LEAVE
In case of illness of any full-time academic appointee he or she shall be paid six weeks’ full salary during the illness and 50% for the balance of the semester in case the illness continues
that long. Where prognosis for early recovery is favorable, the University may, upon recommendation of the chairperson or immediate supervisor followed by concurrence of the appropriate dean or Vice President or Chancellor, extend the period of sick leave beyond the limits of one semester to a total maximum of six weeks at full pay and nine additional weeks at one-half pay. Beyond such periods or upon recognition that the illness will be more prolonged, the individual shall be placed on leave without pay. Time spent on medical leave counts toward service to the University.
(Board of Trustees, January 20, 1973) PREGNANCY AND
CHILDREARING LEAVES Medical disabilities of any employee resulting from pregnancy (including predelivery, delivery, and post-partum medical needs, and complications of pregnancy and/or childbirth, and termination of pregnancy whether by miscarriage or by abortion) are to be treated as are any other temporary medical disabilities for purposes of granting sick leave, regardless of marital status.
A pregnant academic appointee may take, but is not required to take, a leave, to be known as a pregnancy leave, extending from up to two weeks prior to expected delivery date through up to four weeks following delivery and such additional time as is medically required. Such pregnancy leave shall be considered to be necessitated by disabilities resulting from pregnancy.
Appointees on pregnancy leave shall be paid up to six weeks’ full salary during the leave and 50% for the bal- ance of the semester when medically
required. Upon recommendation of the chairperson or immediate supervi- sor followed by concurrence of the appropriate dean or Vice President or Chancellor, the period of pregnancy leave can be extended beyond the limits of a semester to a total maximum of six weeks at full pay and nine additional weeks at one-half pay when medically required. Beyond such periods or upon recognition that the disability will be more prolonged, the individual shall be placed on leave without pay.
A reasonable number of childrearing leaves shall be available under rules normally governing leaves without pay to both mothers and fathers, under conditions mutually agreed upon between an individual and his or her department head.
Pregnancy and childrearing shall be considered a permissible purpose for applying for a leave without pay and shall be available as prescribed by the policy on leave without pay, to all academic appointees.
(Board of Trustees, June 29, 1974) INDIANA UNIVERSITY
PARTIALLY-PAID FAMILY LEAVE POLICY
After one year of service and with a fre- quency not to exceed once every three years, a full-time academic appointee is eligible for a partially-paid leave:
1. For the birth or adoption of a child by the academic appointee or the academic appointee’s spouse, which leave must be concluded within twelve (12) months of the birth of the child or within twelve (12) months of the date on which the child is placed for adoption with the academic appointee.
2. For the serious health condition of
the academic appointee’s spouse, child, or parent, when the aca- demic appointee is the primary or co-primary caretaker.
The partially-paid leave shall be for a period not to exceed fifteen (15) weeks or the end of the semester, whichever occurs first.
During the partially-paid leave, the academic appointee shall be paid an amount not to exceed two-thirds of the appointee’s salary. Contributions to the appointee’s retirement plan during this period of leave shall be based on the reduced salary actually paid.
During the period of leave, the aca- demic appointee, other than a librarian or a clinical faculty member, is relieved from teaching duties while continuing research, creative work and service activities. Upon return to regular du- ties, the academic appointee shall not be required to assume a heavier teach- ing load than normal. The continuing duties of a librarian or of a clinical fac- ulty member during the period of leave shall be negotiated by the academic appointee and the dean of the academic appointee’s school or designee of the dean, and said continuing duties shall approximate the proportion of salary received during the leave. Upon return from leave, a librarian or clinical faculty member shall not be required to assume more duties than usual.
Each campus chancellor shall appoint a panel of faculty and administrators to approve leaves requested pursuant to the terms of this policy and to ensure that the leaves are in compliance with this policy.
The portion of salaries and benefits that are not paid to the academic appointees who receive leave pursuant to this policy shall create a funding pool to hire temporary replacements as necessary. The campus shall determine
whether the funding pool is campus- wide or in some cases school-wide.
Leave taken pursuant to this policy shall count as all or part of the federal Family and Medical Leave Act require- ments and also toward service to the University. This policy is effective until June 30, 2006. At that time it will be reviewed and may be renewed by the af- firmative action of the Board of Trustees upon the recommendation of the faculty and administrators of the University.
(University Faculty Council, April 8, 1997;
April 27, 2004; Board of Trustees, May 8, 1998; June 22, 2001; May 7, 2004; May 6, 2005)
Note: In the case of the birth of a child, the academic employee may wish to take pregnancy leave (six weeks at full pay) before taking advantage of the Partially-Paid Family Leave Policy.
MILITARY TOURS OF DUTY The policy on short-term leaves of absence for military duty conforms to the following regulation of the Indiana General Assembly concerning state em- ployees in general: Those persons “who are members of the Indiana National Guard or of the reserve components or the retired personnel of the naval, air, or ground forces, shall be entitled to leave of absence from their respective duties, without loss of time or pay for such time as the members of the National Guard are in the military service on training duties of the state of Indiana under the order of the governor as com- mander-in-chief, or as members of any reserve component under the orders of the component authority thereof, for periods not to exceed fifteen days in any one calendar year.”
(Board of Trustees, October 20, 1961)
JURY DUTY AND SUBPOENAED WITNESSES
An academic appointee of the University called for jury duty will be allowed absence with pay for the period of service as a juror. An academic appointee who has been subpoenaed will be allowed ab- sence with pay when serving as a witness.
(Board of Trustees, December 20, 1942)