Work Life

ACE and Sloan Awards

September 25, 2006: UC Davis and UC Berkeley were joint recipients (one of five research institutions nationwide) of the 2006 American Council on Education (ACE) and Alfred P. Sloan Award for faculty flexibility. This award was granted to institutions that demonstrate innovative faculty career flexibility programs. See the UC Davis Dateline article for more information.

November is National Caregiver Month

National Caregiver Month

This month is National Caregiver Month. UC Davis Worklife and Wellness will be offering a variety of courses centered around caregiver support and education, adult and elder care, and workplace flexbility. We encourage anyone interested to attend these insightful and important workshops.

For information regarding these resources and more, click here.

For additional reading materials, please see the links below:

Early childhood education

UC Davis Chancellor joins national initiative promoting faculty Work Life Balance

In June 20, 2013, Chancellor Emerita Linda P.B. Katehi joined the heads of nine other universities and colleges as a founding partner of a national initiative to promote work-life balance for faculty as a way to enhance academic excellence.  See UC Davis News and Information article for more information.

UC Davis Faculty Work-Life Program

UC Davis Faculty Work Life Brochure

Requests for the Work-Life Program Teaching Release and Automatic Extension on the Tenure Clock can be completed through Forms On-line

Balancing Work and Life

UC Davis recognizes the necessity of supporting faculty in honoring their often-competing commitments to both family and career. To recruit and retain the best faculty, the campus established a Work Life program in January, 2003 (see Provost Virginia Hinshaw's January 2003 (Work Life Balance Directive). This program provides enhancements to existing systemwide policies as described below. Also in support of the directive, the Office of the Provost--Academic Affairs has developed language for faculty members to use when submitting a request to not go forth with an advancement (i.e., defer) due to the birth or placement of a child.

In January, 2006, the UC Office of the President updated the systemwide Academic Personnel Manual (APM) 760, "Family Accommodations for Childbearing and Childrearing," which expands the previous policies regarding childbearing leave, Active Service Modified Duty (ASMD), and other family friendly policies.

The following information provides a summary of both the campus's faculty Work Life program and the systemwide policy on Family Accommodations for Childbearing and Childrearing (APM 760) for academics and faculty. While the policy and program are very similar, we thought it would be helpful to see the specific differences. Note that the campus program applies to all senate faculty, plus those faculty covered by the Unit 18 MOU; the systemwide policy applies to all academic appointees.


Campus Program

Systemwide Policy, APM 760


One quarter of leave for a faculty woman in the event of a single or multiple birth. One quarter of leave for the primary parent in the case of adoption or placement, up to two separate events, maximum. Replacement teaching costs are paid through central funds for all courses scheduled for the affected faculty member.

Leave must be taken in the quarter in which the child is born, adopted or placed, or in the following quarter.

Note: When both parents are faculty members, only one will be entitled to childbearing/adoption leave.

Six weeks of leave for the academic appointee who gives birth. For the remainder of the quarter this faculty member can be on Active Service Modified Duties (ASMD). Replacement teaching costs are paid through central funds for all courses scheduled for the affected faculty member during this quarter of combined leave and ASMD.

Parental leave may be taken by eligible academics, in accordance with the Family Medical Leave Act (FMLA), as noted in APM 715, for the purpose of caring for a newborn child or a child newly placed for adoption or foster care. FMLA leave is generally unpaid.

Active Service Modified Duties (ASMD)

One quarter of modified duties in the event of a single birth, adoption or placement, for the parent who has 50% or more care of the new child.

Two quarters of modified duties for the birth of twins or triplets or the adoption or placement of two or three infants four years old or younger, up to two separate events.

Modified duties must be taken within 12 months following the birth, adoption or placement of a child.

Generally, replacement teaching costs are covered by central funds for one course during a quarter of ASMD.

Note: When both parents are faculty members, both will be entitled to a quarter of modified duties.

The remainder of the leave quarter (as noted above) can be Active Service Modified Duties (ASMD). Replacement teaching costs are paid through central funds for all courses scheduled for the affected faculty member during the quarter of combined leave/ASMD.

To be eligible for active service-modified duties, an academic appointee must be responsible for 50 percent or more of the care of the child. The faculty member should provide the department chair or unit head of the need for a period of active service-modified duties with notice, that also includes a written statement by the appointee certifying that he or she is responsible for 50 percent or more of the care of a newborn child or a child under age five newly placed for adoption or foster care.

Generally, replacement teaching costs are covered by central funds for one course during a quarter of ASMD.

Extension of the Clock (for titles with an eight-year limit)

An academic appointee may extend the clock during the probationary period to
care for a newborn child or a child under age five newly placed for adoption or foster care. To be eligible to extend the clock, an appointee at the Assistant level must be responsible for 50 percent or more of the care of a child. The clock may be extended up to one year for each event of birth or placement; provided that all time extensions of clock total no more than two years in the probationary period. See both APM 133, and APM 760.

Pre-Tenure Postponement

Academic appointees who have an eight-year limit in their title at the Assistant rank or Lecturers/Sr. Lecturers with Potential Security of Employment can both extend the tenure clock and postpone a merit. (At UC Davis, Work Life Program merit deferrals are referred to as “postponements”.) Note that the clock extension cannot, in total, be more than two additional years (one year per birth/adoption event). Merit postponements do not affect clock extensions and because they are requested due to childbearing/rearing issues, there should be no prejudice associated with these requests (e.g., an offscale salary would not be affected). These requests must be accompanied by a note from the faculty member that indicates that s/he has (or had) 50% or more care of the new child. A faculty member is not required to take either formal leave or ASMD to be eligible to extend the clock or postpone a merit action.

Post-Tenure/Post-Promotion Postponement

Faculty in the affected titles may apply for postponement* of post-tenure merits and promotions to accommodate childbearing, adoption or placement, without prejudice or penalty.

The length of postponement may not exceed one year per event for a total of two years.

Note: According to systemwide policy on faculty childbearing and childrearing benefits, an "event" constitutes the birth or placement of one or more children at the same time.

An academic appointee at the Associate level or above may request deferral of a personnel review to accommodate family needs in accordance with campus policies.

Academic appointees shall not be arbitrarily disadvantaged in their promotion, advancement, or compensation because they have elected to take a childbearing or parental leave, to extend the clock, or to defer a personnel review. Personnel reviews that are deferred due to a family accommodation as defined in APM 760 should be treated procedurally in the same manner as personnel reviews conducted at the usual intervals. The file shall be evaluated without prejudice as if the work were done in the normal period of service and so stated in the department chair’s or unit head’s letter.


Academic appointees may be eligible for appointment to a part-time position or may be eligible to reduce their percentage of time of an appointment from full time to part time for a specified period of time or permanently to accommodate family needs. The Chancellor has authority to approve such appointments.APM 220Appendix B consists of the Guidelines For Part-Time Appointment And Reduction In Percentage Of Time Of An Appointment To Accommodate Family Needs.

 * The ‘postponement’ option allows for a non-prejudicial review, no penalty for the time allowed.  A postponed action entails that upon the next eligible advancement, the academic record will be considered in standard time rather than decelerated. In circumstances where an appointee would normally be eligible for a five year review, if a postponement was granted in the preceding five years, the appointee will be required to submit a five year review no sooner than six years.  Postponements for medical circumstances may be requested on an exceptional basis.

Language to use in support of deferrals/postponements for childbearing and child placement or adoption:

New – Recommended Language for Department Solicitation Letter to External Reviewers (include in all solicitation letters) (per 2013-14 Annual Call). We strongly recommend including the following language in the department solicitation letter to external reviewers for all advancement actions that require external letters:

“UC Davis encourages its faculty members to consider extensions of the (pre-tenure/review) period under circumstances that could interfere significantly with development of the qualifications necessary for (tenure/advancement). Examples of such circumstances may include birth or adoption of a child, extended illness, care of an ill family member, significant alterations in appointment. Please note that under this policy the overall record of productivity and scholarly attainment forms the basis of your evaluation. Time since appointment is not a factor in this review.”

Suggested language for when a faculty member is requesting of the Vice Provost--Academic Personnel not to go forward with an advancement due to the birth, adoption or placement of a child:

"In accordance with Work Life Balance Directive 03-006 and APM 760, this is to request a one-year postponement in submitting materials for my advancement. This request is submitted due to the birth/adoption of my child in [month/year]."

Suggested language for the department chair to use when the faculty member submits a request for advancement after the one-year delay:

"Professor [name] received approval from the Vice Provost for a one-year postponement in submitting an advancement dossier during the academic year 20__ - 20__, in accordance with the Work Life Balance Directive 03-006 and APM 760."