The birth mother is entitled to:

1. childbearing leave,
2. Family Medical Leave (PDLL/FMLA/CFRA¹) and
3. Active Service Modified Duties (ASMD).

The non-birth parent is entitled to:

1. Family Medical Leave (FMLA/CFRA¹) and,
2. One quarter of Active Service Modified Duties (ASMD).

Since summer is not an in‐service quarter, leaves and ASMD cannot be applied to summer. If a baby is born during the summer, ASMD can be taken during the following academic year.

As noted above, summer is not a service period and thus childbearing leave and ASMD cannot be taken during the summer. Since faculty are paid on a 9/12 basis (pay for the academic year spread over 12 months) the paychecks received in July, August, and September are pay for work performed during fall quarter. If a faculty member will be on childbearing leave or ASMD during fall, they may still receive summer salary for work done during the summer.

In general, childbearing can start mid-quarter because it is dependent on the birth of the child. When this occurs only the partial quarter will count towards the time limits. Depending on timing, the quarter in which the childbearing leave falls may be combined with a partial quarter of ASMD. In most cases, stand‐alone ASMD will cover a full quarter. It is possible for plans to shift based on the actual birth-date and/or medical need to be off work. In all cases it is important for the faculty member and department chair to discuss arrangements in advance, and to be aware that some flexibility may be needed.

Both parents are eligible for the full benefits as described above. It should be noted that ASMD must be completed within twelve months of the event. The ASMD cannot be spread out over a longer period based on the fact that both parents are eligible.

Yes. Because Active Service Modified Duty is not a leave, the faculty member will still accrue sabbatical credits. ASMD involves reduced academic duties, but not the absence of academic duties. When a quarter is a combination of childbearing and ASMD a sabbatical leave credit will not be accrued.

The process starts with a discussion between the faculty member and department chair. In the case of ASMD, a determination of the reduction of duties needs to be made before the formal request is submitted. The faculty member initiates the request for childbearing leave or ASMD via the leave module in AP Folio. For a leave, the request must state the projected period of the leave (this can be modified later if necessary dependent on the birth date), the type of leave, and any other relevant information. A request for ASMD, must include a description of the duties that will be released and those that will continue. This information may be entered into the comments section of the form, or can be uploaded as a separate document. The request will be routed to the department chair, to the Dean, and to the AVC for Academic Personnel if necessary. An approval letter will be issued at the end of the process and the Academic Personnel office will enter the information into the payroll system. The Academic Personnel Leave Administrator will contact the faculty member to coordinate any remaining paperwork related to Family Medical Leave.

In most cases ASMD will involve a reduction in the teaching load. In particular if ASMD is being combined with childbearing leave during the quarter, teaching may be impractical due to the leave period with no duties. Since teaching loads and assignments vary, and individual faculty may desire different types of reductions of duties, the conversation between the chair and faculty member should address these matters. ASMD may alternatively involve a reduction in service assignments and/or research or professional activities.

Pre‐tenure faculty can both extend the tenure clock and defer an advancement action or appraisal. Extending the clock does not change eligibility and advancement may continue to occur on the original schedule. The faculty member may however, choose to defer the next action based on the period of childbearing/childrearing. The extension of the clock allows an additional year of time that may potentially be spent at the assistant professor/lecturer PSOE level. Clock extension is limited to a total of two years (one per birth/adoption event‐ an "event defined as a birth of one or more children at a time, or the adoption of one or more children within a small period of time"). Extension of the clock does not require that the faculty member has taken leave or ASMD. A description of allowable justification for an extension of the clock is available in Red Binder I‐4. A faculty member who has requested an extension of the clock may also choose to defer the next advancement action or the fourth year appraisal on the basis of the period of childbearing/childrearing.

Policy resources: Red Binder (campus policies and procedures)

• I-4 Eligibility, Deferral and Mandatory Review
• VI-4 Childbearing Leave/Parental Leave
• VI-5 Active Service‐ Modified Duties

• APM 715 Leave of Absence/Family and Medical Leave
• APM 760 Family Accommodations for Childbearing and Childrearing

Academic Personnel analysts in your department, the college, and the central Academic Personnel office as well as your department chair may be consulted regarding the various policies. The Academic Personnel Leave Administrator may also be consulted regarding periods of leave.