This is a summary only, additional information and rules governing each program are found in the UA Faculty Handbook, Employee Handbook, or applicable policy or office.
| Description | Consistent with the Family and Medical Leave Act of 1993, up to 12 weeks of leave for qualifying reasons that include a faculty member’s serious health condition; a serious health condition of a faculty member’s spouse, parent, or child; bonding with newborn or newly placed child (see below for specific information on parental leave); and exigencies related to military service. |
| Financial Consideration | Leave must be requested through the FML process. Faculty who do not accrue sick and annual leave may request to the Provost that approved leave be paid. Faculty members who do accrue sick and annual leave are expected to use accrued time first, but may be eligible for additional paid leave if necessary to cover entirety of approved leave. All approved paid leave runs concurrently with FML. Applicable insurance coverage continues under the same terms and conditions as if the employee had not taken leave. |
| Approval Process | FML approval is granted by HR (see https://hr.ua.edu/employee-resources). Authorization for approved FML to be paid leave must be requested from OAA via the Faculty Paid Leave Request form. This form will route to the Department Chair and Dean before routing to OAA for final approval. |
| Policy | – Faculty Handbook, Chapter 4, Section II – Family Medical Leave Policy |
| Other Details | – Leave may be continuous or intermittent. – Faculty may not work in any capacity during approved continuous FML. |
| Description | UA provides up to four weeks of paid parental leave to employees who are the birth, adoptive or foster parent of a newborn child, newly-adopted child or newly-fostered child. In addition, faculty may request that the Provost approve up to an additional eight weeks of paid parental leave. |
| Financial Consideration | Parental leave must be requested through the FML process, and all approved paid leave runs concurrently with FML. Faculty members who accrue sick and annual leave are expected to use accrued time as paid time off, but they may be eligible for additional paid time off under the provisions above if they do not have a full eight weeks of leave at the time the leave begins. |
| Approval Process | FML approval and university-wide four weeks of paid parental leave is granted by HR (see Employee Resources). Requests for remaining FML to be paid must be made to OAA via the Faculty Paid Leave Request form. This form will route to the Department Chair and Dean before routing to OAA for final approval. |
| Policy | – Faculty Handbook, Chapter 4, Section II – Family Medical Leave Policy – Paid Parental Leave Policy |
| Other Details | – Leave may be continuous or intermittent. – Faculty may not work in any capacity during approved continuous FML. |
| Description | Up to six months of paid leave a faculty member may request in the event of a personal health condition that prevents them from returning to work. Faculty member must have a qualifying serious health condition, as defined by the Family Medical Leave policy, and must have exhausted their available FML. |
| Financial Consideration | Leave must have first been requested through the FML process. Once FML has been exhausted, faculty member requests additional leave from the Provost. Faculty members who accrue sick and annual leave are expected to use accrued time before requesting additional paid leave. Applicable insurance coverage continues under the same terms and conditions as if the employee had not taken leave. |
| Approval Process | Faculty must request paid extended sick leave from OAA via the Faculty Paid Leave Request form. This form will route to the Department Chair and Dean before routing to OAA for final approval. |
| Policy | Faculty Handbook, Chapter 4, Section II |
| Other Details | See the Faculty Handbook for additional details and stipulations. |
