Parental Leave of Absence for Birth of a Child, Adoption, or Foster Care
Eligibility
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All benefit eligible employees who have been employed by the university for a minimum of one year are eligible to apply for a maternity or paternity leave. The university will provide an employee up 12 weeks of leave in any 12-month calendar period for the birth, adoption, or foster care placement of a child. |
Notice of Leave |
One month prior to due date or scheduled C-Section. |
Intermittent and Part-time Requests |
Leave cannot be taken intermittently or on a part-time basis. Any modifications to your work schedule must be approved by your department. |
Paid options while on FMLA leave |
Staff - Hourly Can use eligible sick, vacation, or floating holiday pay. If this time is not available, then the remainder of the leave is unpaid. Staff - Monthly Can use eligible short-term disability, which accrues one day per month. The remainder of the leave would be paid at 75% short-term disability. In addition, vacation or floating holiday pay can be used to substitute for 75% short-term disability. Faculty Can use eligible short-term disability, which accrues one day per month. The remainder of the leave would be paid at 75% short-term disability. Eligible time is calculated based on the day prior to the leave. Employees cannot use vacation or sick time accruing during their leave of absence. |
Apply |
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More Information |
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Questions?
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Faculty
Leave cannot be taken intermittently. The university will provide an employee up to a total of 12 weeks of unpaid leave in any 12-month calendar period for the birth, adoption, or foster care placement of a child.
In the event of a need for a maternity/paternity leave for a Marquette faculty member, any part of which falls in the midst of an academic semester or session, the faculty member may invoke all leave rights under the university Family and Medical Leave policy, and nothing in this policy shall preclude any faculty members from taking full advantage of such rights. The university recognizes, however, the unique situation presented by the teaching role of faculty and the need of our students to have a positive and effective educational experience. To that end, the university affords the following options to full-time regular faculty with respect to their teaching role as related to maternity/paternity leaves:
- Plan 1: A full-time regular faculty member may opt to take a medical leave as required and return to full duties, including teaching, with only a minimal disruption in schedule as determined by the dean of the college. Under such circumstances, any period of leave, if any, will be compensated as provided under the university Family and Medical Leave policy and the faculty member will be fully compensated upon return to full duties, including teaching.
- Plan 2: A full-time regular faculty member may opt to take a medical leave as required and assume alternative duties for the remainder of the semester, with no teaching duties for any part of the semester. Such alternative duties, which may include research, service, advising and/or administrative assignments, shall be sufficient to constitute a full-time workload. Since the nature of academic activity varies so greatly across campus, it is the prerogative of each dean to establish guidelines for such alternative duties under this policy, as well as to make individualized arrangements with a particular faculty member selecting this option. Under such circumstances, any period of leave will be compensated as provided under the university Family and Medical Leave policy and the faculty member will be fully compensated upon assumption of such alternative duties.
- Plan 3: A full-time regular faculty member may opt to be relieved of all duties for the full semester. Under such circumstances, this leave shall be compensated to the extent allowed by the university Family and Medical Leave policy and any remainder of the semester shall constitute unpaid leave.
In the context of collegial leave management, the dean and the faculty member requesting leave should work together to minimize the impact of the leave and any alternative duty arrangements on students and to minimize the need for replacement costs. All such costs shall be handled by the college.
Upon completing and submitting to the Office of the Provost the Parental Extension
Form, a tenure track faculty member who becomes the parent of a child (either by birth or adoption), shall be eligible for an automatic one-year extension of the time period for conferral of tenure. This automatic extension, however, may be waived if the faculty member so desires and so indicates by selecting the appropriate block on the Parental Extension form.
No more than two extension requests will be granted, however, the second extension request (for the birth or adoption of a subsequent child) must be submitted in writing to the Office of the Provost. Such request will not be automatically granted but rather is subject to approval of the Provost.
The Parental Extension Form for the automatic extension of the time period for conferral of tenure may be downloaded from the Provost web page and must be filed with the Office of the Provost no later than the beginning of the academic year following the date of the birth/adoption. No request may be made after June 15 preceding the time-bound year.
