Leaves of Absence for Reasons of Pregnancy, Childbirth, and Child Care

Administrative Staff Policy

Pregnancy and Childbirth

1. New York State Disability Benefits
   Eligibility: All staff members
   Pregnant employees will receive disability benefits as defined by New York State Disability Insurance for the period of disability due to pregnancy or childbirth (usually six to eight weeks). During this period employees who work less than 21 hours per week and all employees who have been in service with the College for less than one year will receive New York State Disability benefits.
2. Payments Supplementing New York State Disability Benefits
   Eligibility: Staff Members who have at least one year of service and work at least 21 hours per week
   An eligible employee who has been with the College for one year or more will receive full salary during this period of disability and New York State Disability benefits will be reimbursed to the College
   Employees who work only 9 or 10 months should consult Human Resources to determine disability benefit payments during the time they are not on payroll.
3. Unpaid FMLA Leave
   Eligibility: All Staff Members
   In accordance with the Family and Medical Leave Act of 1993, employees may add additional unpaid weeks of leave to the paid disability leave, up to a maximum of 12 weeks of leave immediately following the birth of the child.

Child Care and Adoption

1. Paid Leave
   Eligibility: Staff Members who have at least one year of service, work at least 21 hours per week and are the primary caregiver of the newly born or adopted child
   In the event of the birth of a child or the placement of a child for adoption an eligible employee who completes one year of service in an eligible category and who is the primary caregiver of the child will receive full salary for 6 weeks dated from the birth or placement of the child. If both parents are Sarah Lawrence College employees, and one is the birth parent, that parent shall be deemeed the primary caregiver for purposes of the 6 week paid leave. In the case of adoption, if both parents are Sarah Lawrence College employees the aggregate total of the paid leave may not exceed 6 weeks shared between the two parents. Individuals adopting a spouse or partner’s already born child(ren) are not eligible for this paid leave. Only one paid leave per birth or adoption (regardless of the number of children born or adopted at one time) will be granted.
2. Unpaid Leave
   Eligibility: Staff Members who have at least one year of service and work at least 21 hours per week
   A. 12 Weeks of FMLA Leave: Eligible employees may may add additional unpaid weeks of leave to the paid disability leave, up to a maximum of 12 weeks of leave for the birth of a child or the placement of a child for adoption. For the parent who gives birth or who is the primary caregiver, this 12 week leave must include the paid leave described above.
   B. Additional Leave: Staff employees who give birth or who are the primary caregivers may add available accrued vacation time at regular pay to the above disability or paid leave and may take additional unpaid leave immediately after the birth or placement of the child for a maximum of six months of leave. The maximum six month leave must include all of the above paid and unpaid leave.
   C. Unpaid Leave or Vacation time for Non-Primary Caregivers: Non-Primary Caregivers may take four months of unpaid leave, and may add available accrued vacation time at regular pay, for a maximum of six months of leave.
   
   When possible, 30 days notice must be given to the department head prior to the leave.
   
   During all unpaid pregnancy and child care leaves insurance and tuition benefits will continue on the same basis as if the employee was actively at work, employee contributions must continue to be made
   
   in order for benefits coverage to continue. Benefits linked to salary (i.e. retirement plan) will be discontinued during the unpaid leave.

Reduced Work Load Option

Eligibility: Staff Members who have at least one year of service and work at least 21 hours per week

Employees may take up to a half-time reduction in work load responsibilities at a prorated salary instead of the above unpaid leave, or may take part of the maximum six months as unpaid leave and part as a reduced work load. In any case, the combination of paid leave, unpaid leave and reduced work load may not exceed six months.. The exact arrangement must be acceptable to and approved by the department head and the President (if applicable).

During the reduced work load schedule, insurance and tuition benefits will continue on the same basis as if the employee was actively at work. Benefits linked to salary will be proportionate to the part-time salary.

Upon completion of the leave and/or reduced time option the employee will be entitled to return to his/her position held prior to the leave or to a comparable position, without a loss of service time. All benefits will resume and continue upon the employee's return.

Faculty Policy

Pregnancy and Childbirth

1. New York State Disability Benefits
   Eligibility: All faculty members
   Pregnant faculty may use disability benefits, as defined by New York State Disability Insurance, for the period of disability due to pregnancy or childbirth (usually six to eight weeks, depending on the type of birth). During this period a regular faculty member who has been in service with the College for less than one year and all guest faculty will receive a salary equal to the amount awarded by New York State Disability benefits.
2. Payments Supplementing New York State Disability Benefits
   Eligibility: Regular faculty members who teach at least half time with at least one year of service with the College
   A regular faculty member who has been with the College for one year or more will receive full salary during this period of disability.
3. Unpaid FMLA leave
   Eligibility: All faculty
   In accordance with the Family and Medical Leave Act of 1993, faculty may add additional unpaid weeks of leave to the paid disability leave, up to a maximum of 12 weeks of leave immediately following the birth of the child.

Child Care and Adoption

1. Paid Leave
   Eligibility: Regular Faculty who teach at least half time, have at least one year of service with the College and are the primary caregiver of the newly born or adopted child
   In the event of the birth of a child or the placement of a child for adoption, a regular faculty member who completes one year of service in an eligible category and who is the primary caregiver of the child will receive full salary for 6 weeks dated from the birth or placement of the child. If both parents are Sarah Lawrence College employees, and one is the birth parent, that parent shall be deemeed the primary caregiver for purposes of the 6 week paid leave. In the case of adoption, if both parents are Sarah Lawrence College employees the aggregate total of the paid leave may not exceed 6 weeks shared between the two parents. Individuals adopting a spouse or partner’s already born child(ren) are not eligible for this paid leave. Only one paid leave per birth or adoption (regardless of the number of children born or adopted at one time) will be granted.
2. Unpaid Leave
   Eligibility: Regular Faculty who teach at least half time
   A. 12 Weeks of Leave: Faculty members may may take unpaid leave up to a maximum of 12 weeks of leave for the birth of a child or the placement of a child for adoption. For the parent who gives birth or who is the primary caregiver, this 12 week leave must include the paid leave described above.
   When possible, 30 days notice must be given to the Dean of the College prior to the leave.
   B. Additional Unpaid Leave Regular Faculty members may take additional unpaid leave after the 12 week leave described above as long as the additional leave coincides with the academic calendar. Unpaid leaves may be taken for either a semester or a full year.
   
   Requests for additional unpaid leave during a portion of a semester will be considered on an individual basis and can be granted only if arrangements can be made that maintain the integrity of the course(s) the faculty member is teaching. The College will make every effort to grant such requests or, when that is not possible, to reach a reasonable compromise.
   
   Requests for additional unpaid leave must be presented, when possible, to the Dean of the College three months prior to the leave period.
   
   During unpaid childbirth and childcare leaves all insurance and tuition benefits will continue on the same basis as if the faculty member was actively at work. Employee contributions must continue to be made in order for benefit coverage to continue. Benefits linked to salary (i.e. retirement plan and SRA contributions) will be discontinued during the unpaid leave.

Reduced Teaching Load Option

Eligibility: Regular Faculty who teach at least half time and have at least one year of service with the College

Faculty members may apply to teach a reduced teaching load during the semester or year that begins after the 12 week leave. The College will make every effort to grant requests for a reduced teaching load that coincide with the academic calendar. Other special arrangements may be made on an individual basis only with the permission of the Dean of the College.

Requests for reduced teaching load after the normal 12 week leave must be presented, when possible, to the Dean of the College three months prior to the period of reduced load.

During the reduced teaching schedule all insurance and tuition benefits will continue on the same basis as if the faculty member was on full salary. Employee contributions must continue to be made in order for benefit coverage to continue. Benefits linked to salary (i.e. retirement plan and SRA contributions) will be proportionate to the part-time salary.

Upon completion of the leave or reduced time option, the faculty member will be entitled to return to his/her position held prior to the leave without a loss of service time. All benefits will resume or continue upon the faculty member's return.