Policies on Modified Duties, Delayed Tenure Reviews, and Reduced Appointments

The policies described below apply to tenure-track and tenured faculty members of the College of Literature, Science, and the Arts who hold full-time appointments at the University. LSA policies may be elected by LSA faculty rather than the related University policies, which may have narrower applicability. For clarity, the related University policies are identified below.

Faculty members are encouraged to contact their Divisional Associate Dean with any questions about these policies, including questions of eligibility.

Modified Duties

A faculty member who becomes a parent is entitled, upon request, to a period of modified duties, without a reduction in salary. This policy is designed to permit the faculty member a period of adjustment to the parenting needs of a newly born or adopted child. "Modified duties" includes relief from direct teaching responsibilities for an academic term. The faculty member is normally expected to fulfill his or her other responsibilities and to maintain research activity. The faculty member cannot be employed by another institution during the period of modified duties and is expected to return to teach for one year following the period of modified duties. Teaching obligation may be postponed if combining with a paid leave.

Modified duties requests for childbirth or adoption are automatically granted but do require notification as described in the procedures section below. Requests for modified duties in cases of the critical illness of the faculty member or of his/her partner, child, or parent do need the support of the chair or director, and approval by the College Executive Committee.

Terms/Eligibility: Modified duties are available to a member of the faculty (tenure-track or tenured) who becomes a parent and who has at least co-equal caregiving responsibilities for an infant or adopted child. The period of modified duties must be taken within 12 months of a child joining the family, whether by birth or adoption. Modified duties are available immediately upon employment at the University. If both parents are employed at the University in a rank eligible for this benefit and both parents have co-equal caregiving responsibilities for the child, both parents may take a period of modified duties for a particular child. A faculty member may take one term of modified duties for each child added to the family. Eligibility for modified duties is not affected by a faculty member's use of Sick Leave (SPG 201.11-1) for health circumstances associated with pregnancy and childbirth.

Procedure: A faculty member who wishes to take a period of modified duties should submit a written request to the appropriate chair or director. The chair or director will attach a memo acknowledging the request and forward both to their relevant Divisional Associate Dean. Please state the reason for a period of modified duties, the term for which modified duties is being requested, and the responsibilities the faculty member will continue to perform. Also affirm that the faculty member has co-equal caregiving responsibilities for the child and that the faculty member will return to teach for one year following either the period of modified duties alone or in combination with a paid leave.

Funding: The College will provide the faculty member's LSA academic unit with reasonable visitor resources to replace teaching that is lost through the granting of a term of modified duties.

See also SPG 201.93, "Modified Duties for New Parents” for a related University policy. The Family and Medical Leave Act (FMLA) provides for up to 12 weeks of unpaid leave without loss of benefits coverage.

Delaying the Tenure Review

An untenured tenure-track faculty member may request a delay in the tenure review in recognition of the demands of caring for his/her newly born or adopted child or because of the critical illness of the faculty member or of his/her partner, child, or parent. Delaying the tenure review means that a faculty member's review is delayed for a maximum of two years. Faculty who benefit from this policy are expected to fulfill their normal responsibilities during the time the tenure review is delayed unless they have been also granted a period of modified duties or unless other arrangements have been made. Whenever a delay in the tenure review process is granted, it is granted with the clear expectation that the eventual tenure evaluation process will not involve any change in the standards or criteria applied for tenure review. Thus, the delay in the tenure review is granted in recognition that there has been time lost to the tenure candidate that could only be compensated for by a delay in the tenure review.

It is very important that all individuals and committees participating in tenure reviews understand that any individual who has received a delay in the tenure review must be held to the same standard—and not a higher or more stringent one—to which we hold candidates who do not receive delays.

Terms/Eligibility: Delay of the tenure review is available to a faculty member who has at least co-equal caregiving responsibilities for his/her newly born or adopted child; who has at least co-equal caregiving responsibilities for his/ her critically ill partner, child, or parent; or who is critically ill. A request for delay of the tenure review must be submitted within one year of a child joining the family, whether by birth or adoption, but the delay does not have to be taken. Events occurring in the final year of a faculty member's tenure probationary period (normally, year 6 of the appointment) may not be the basis for a request for application of this policy. All requests under this policy must be made before April 1 of the year in which the tenure review is to begin in the fall.

An eligible faculty member may delay the tenure review by one year for each newly born or adopted child, up to a maximum of two years. If the parents are co-equal caregivers and both are eligible to delay the tenure review under this policy, they may both delay the tenure review for one year for the same child. Each delay must be for a one-year period. Regardless of the combination of circumstances or of the policy under which the review is delayed, two years is the maximum delay, and in any event the tenure probationary period may not extend beyond a total of eight years of service unless explicitly approved in writing by the Provost.

A faculty member who receives two delays of the tenure review and is not awarded tenure may be appointed for a terminal year to a non-tenure track position if such appointment is explicitly approved by the Provost in writing.

Procedure: A faculty member who wishes to request a delay in the tenure review should submit a written request to the appropriate chair or director. The chair or director will attach a memo supporting the request and forward both to their relevant Divisional Associate Dean for Executive Committee approval. The request should state the reasons for a delay of the tenure review, the academic year for which this relief is requested, and any other relevant information. The request should include a copy of the faculty member's cv.

See also SPG 201.92, "Tenure Clock Probationary Period: Effects on Tenure Clock of Childbearing and Dependent Care Responsibilities," for a related University policy.

Reduced Appointment

A tenured or tenure-track faculty member may request a reduction of his or her appointment in recognition of the demands of caring for a newly born or adopted child, or for a child, partner or parent requiring time-consuming care. Taking a reduced appointment means that a faculty member reduces his or her appointment to half- or three-quarter-time status (with a proportionate reduction in pay) for a maximum period of two years while remaining on the tenure track. Faculty on a reduced appointment will have proportionally reduced classroom teaching responsibilities and service obligations.

Terms/Eligibility: A reduced appointment is available to a faculty member who becomes a parent and has at least co-equal caregiving responsibilities for an infant, child, partner or parent requiring time-consuming care. In the instance of a reduced appointment related to the addition of a child to the family, the reduced appointment must begin within one year of a child joining the family. If both new parents are eligible to take a reduced appointment under this policy, both may take a reduced appointment in connection with the arrival of the same child. Events occurring in the final year of a faculty member's tenure probationary period (normally year 6 of the appointment) may not be the basis for a request for application of this policy. All requests under this policy must be made before April 1 of the year in which the tenure review is to begin in the fall.

Regardless of the combination of circumstances or of the policy under which the time is excluded, two years is the maximum period that may be excluded from the countable years of service. Thus, faculty who elect to use this policy may not also exclude time under SPG 201.92 or by electing the LSA policy ("Delaying the Tenure Review") described above, if to do so would extend the probationary period by more than two years. Faculty on a reduced appointment under this policy may not be employed outside the University during the period of reduced appointment except for consulting consistent with the University policy on consulting.

A faculty member who receives two delays of the tenure review and is not awarded tenure may be appointed for a terminal year to a non-tenure track position.

Procedure: A faculty member who wishes to take a reduced appointment should submit a written request to the appropriate chair or director. The chair or director will attach a memo supporting the request and forward both to their relevant Divisional Associate Dean for Executive Committee approval. The request should state the reason for a reduced appointment, the academic year for which this relief is requested, and any other relevant information.

Funding: The College will provide the faculty member's LSA academic unit with reasonable visitor resources to replace teaching that is lost through the granting of a term of modified duties.

September 2006


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