Parental Leave: Represented Faculty

The following resources are provided to help you understand parental leave for faculty represented by the collective bargaining agreement (CBA) and answer frequently asked questions:

Parental Leave Guidelines

Parental Leave:  Article 32; Sections 8-13

Section 8.
The University will provide bargaining unit faculty members with leave upon the birth or adoption of a child as provided by the Family Medical Leave Act (FMLA) and the Oregon Family Leave Act (OFLA). A bargaining unit faculty member who takes parental leave under FMLA or OFLA may take the first six work weeks of such leave with pay, in the following manner: As part of the first six weeks of leave, the bargaining unit faculty member must use any available short term disability insurance benefits, all accrued vacation leave and all but 80 hours of accrued sick leave. If the bargaining unit faculty member does not have sufficient accrued disability insurance benefits and accrued paid leave to cover six weeks with full pay, the University will provide the faculty member with the necessary amount of paid parental leave to allow the faculty member to receive a total of six weeks paid parental leave. If both parents are employees of the University, both parents are entitled to this additional paid leave. Bargaining unit faculty members may use accrued sick leave for his or her remaining six weeks of parental leave (for a total of 12 work weeks of leave). In the event that the faculty member does not have sufficient accrued sick leave, employees may borrow advanced sick leave for the remainder of the last six work weeks pursuant to Section 5 above. Based on the timing of the birth or adoption, this paid leave may extend into a second term.

Section 9.
A faculty member who is eligible for leave under the FMLA or OFLA also has the option, within six months after the birth or adoption of a child, to take up to one term of modified duties at full pay status. Modified duties status provides full or partial release from classroom and classroom-related teaching responsibilities at full pay following birth or adoption, without using accrued or advanced sick leave. Any release from or reduction of teaching responsibilities does not mean that the faculty member will be required to carry more than a normal load before or after the leave.

Section 10.
To be eligible for the paid family leave benefit described in Section 8 and modified duties described in Section 9, bargaining unit faculty members must be in a Career NTTF or the Tenure-Track or Tenured Professor classifications. Use of these benefits shall not adversely affect the bargaining unit faculty member's standing or salary in any manner.

Section 11.
Bargaining unit faculty members in the Tenure-Track and Tenured Professor classification who experience pregnancy, childbirth, or the adoption of a child and/or utilize parental leave shall have the option of an additional probationary year before a tenure or promotional review.

(a) The first 6 weeks. As part of the first six weeks of leave, the bargaining unit
faculty member must use any available Short-Term Disability Insurance benefits,
all accrued vacation leave and all but 80 hours of accrued sick leave. If the
bargaining unit faculty member does not have sufficient accrued disability
insurance benefits and accrued paid leave to cover six weeks with full pay, the
University will provide the faculty member with the necessary amount of paid
parental leave to allow the faculty member to receive a total of six weeks paid
parental leave.

(b) The second 6 weeks. Bargaining unit faculty members may use accrued sick leave
for his or her remaining six weeks of parental leave (for a total of 12 work weeks
of leave). In the event that the faculty member does not have sufficient accrued
sick leave, employees may borrow advanced sick leave for the remainder of the
second six work weeks pursuant to Section 7 above. Based on the timing of the
birth or adoption, this paid leave may extend into a second term.

(c) The third 6 weeks for mothers who give birth. Bargaining unit faculty members
who give birth and qualify pursuant to the OFLA may take up to an additional 6
weeks of parental leave. The faculty member may use accrued sick leave during this
time. Based on the timing of the birth, this paid leave may extend into a second
term.

If both parents are employees of the University, both parents are entitled to parental leave
as described in Section 11 (a) and (b) above.

Section 12.
A Tenure-track or Career NTTF faculty member who is eligible for leave
under the FMLA or OFLA also has the option, within six months after the birth or
adoption of a child, to take up to one term of modified duties at full pay status. Modified
duties status provides full or partial release from classroom and classroom-related teaching
responsibilities at full pay following birth or adoption, without using accrued or advanced
sick leave. Any release from or reduction of teaching responsibilities does not mean that
the faculty member will be required to carry more than a normal load before or after the
leave.

Section 13.
Bargaining unit faculty members in the Tenure-Track and Tenured Professor
classification who experience pregnancy, childbirth, or the adoption of a child and/or
utilize parental leave shall have the option of an additional probationary year before a
tenure or promotional review.