Partial Leaves for Academic Appointees
Partial leave is appropriate for situations where someone can work part-time, but cannot work full-time. It is available for these types of leaves and situations:
- Personal major medical leave. Someone can do some, but not all, of their duties.
- This applies to a temporary condition. Permanent disability should be handled via disability accommodations; please see this page.
- Family support leave. Someone's family member needs some, but not full time, care.
- Family formation leave. Someone works partially and has family leave.
It is not available for major medical leave for pregnancy/child-birth. That remains at 6 weeks fully paid, fully off, no documentation needed.
When someone is on partial leave, this extends the overall time available to be fully paid. For example:
- Major medical leave allowance is 6 weeks fully paid, if fully on leave.
- Someone who can work half-time, would have 12 weeks fully paid.
- Medical leave also allows 9 weeks half-pay, if fully on leave. This portion can be done as partial leave, but the calculations are tricky. Please consult Faculty Affairs at ude[dot]ui[at]rhdaca.
- Whether to have partial or full leave is decided by documentation of medical situation and employment needs (the "essential job functions" worksheets: librarians and all others).
- Family support leave allowance is 12 weeks fully paid, if fully on leave.
- Someone who works half-time, would have 24 weeks fully paid.
- Whether to have partial or full leave is decided by the documentation of medically necessary assistance for the family member.
- Family formation leave allowance is 12 weeks fully paid, if fully on leave.
- The choice to have full leave or to have partial leave is the employee's.
- All family formation leave must be concluded within 6 months of the child's birth or adoption.
For medical leave the maximum weeks at full pay will be: 6 divided by the percentage of leave.
|
Work Percentage |
Leave Percentage |
Maximum Weeks of Full Pay |
|
20% |
80% |
7.5 |
|
30% |
70% |
8.6 |
|
40% |
60% |
10.0 |
|
50% |
50% |
12.0 |
|
60% |
40% |
15.0 |
|
70% |
30% |
20.0 |
|
80% |
20% |
30.0 |
For family formation leave or family support leave the maximum (at full pay) will be: 12 divided by the percentage of leave.
Please note: IUSM faculty cannot combine medical-pregnancy leave and parental leave.
|
Work Percentage |
Leave Percentage |
Maximum Weeks of Full Pay |
|
20% |
80% |
15 |
|
30% |
70% |
17 |
|
40% |
60% |
20 |
|
50% |
50% |
24 |
|
60% |
40% |
30* (family formation: max is 26 weeks) |
Other Notes
- Each employee should have an understanding with their supervisor of what their percentage of work entails. For most faculty, 1 course during an academic semester equals 20% effort.
- Summer for 10-month faculty: paid leave does not cover summer months. Someone on personal medical or family support leave should not have any teaching assignments/pay in the summer. Someone on family formation leave may teach in the summer; the family formation leave would apply to the fall or spring semester.
- HR staff will gather required information for partial leaves and then send to ude[dot]ui[at]rhdaca. These leaves must be entered into HRMS only by the campus academic approver (Karen Lee).
For questions about leave documentation, ask the HR business partner in the school. For questions about leave lengths and other rules, contact Faculty Affairs at ude[dot]ui[at]rhdaca.
Reviewed and revised: 08/2024.