Work Life

WorldatWork 2017 Seal of Distinction: UC Davis was recently selected as a recipient of the 2017 World at Work Seal of Distinction — marking the fifth year in a row the university has been honored for its “total rewards” portfolio, including benefits and work-life initiatives that go beyond salary to create a positive work environment. In World at Work’s evaluation process, UC Davis scored particularly well in the categories of workplace flexibility, financial wellness, development opportunities and caring for dependents. Please find the full UC Davis Dateline article for more information.
Alfred P. Sloan Foundation - American Council on Education (ACE) Award: In 2006, UC Davis, together with UC Berkeley, received a $250,000 Alfred P. Sloan Award to enhance programs that support career flexibility for tenured and tenure-track faculty. UC Davis received the award for their leadership and success in implementing innovative policies and creative approaches that model best practices for flexible career opportunities for faculty. The award helped to build upon the University’s groundbreaking work-life program for faculty that had been in place since January 2003, including central funding to cover the cost of replacement instruction for an academic quarter when a birth mother or responsible parent for the adoption/placement goes on leave or assumes modified duties, and the ability to defer post-tenure merits due to care of a new child. With this award, UC Davis initiated a unique program, Work Life Advisors, made up of volunteer faculty members representing a diverse range of schools/colleges to serve as an additional resource to their peers advocating use of these programs. Please find the full UC Davis Dateline article for more information.

Integrating 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

Leave

 

 

 

 

 

 

 

 

One quarter/semester of leave for a faculty woman in the event of a single or multiple birth. One quarter/semester of leave for the primary parent in the case of placement for adoption or foster care. Replacement teaching costs are paid through central funds for all courses scheduled for the affected faculty member.

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

Note: When both parents are faculty members, special provisions apply. Please consult with the Director of Faculty Relations and Development at (530) 752-7643.

 

 

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)

 

 

 

 

 

 

 

 

 

 

 

Two quarters (or semesters) of modified duties for the parent who has 50% or more responsibility for the care of the newborn or newly placed child or children under age 5. The appointee should provide a statement to this effect to their department chair or unit head as part of their written request for ASMD, and this request should be made as far in advance as possible to allow for adequate planning.

If the eligible academic appointee gives birth during the summer or an off-duty term, she may choose to take three quarters (or two semesters) of modified duties, or one quarter/semester of leave and two quarters (or one semester) of modified duties.

Modified duties must be taken within the period of 3 months prior to, and 12 months following the birth or placement of a child or children.

Generally, replacement teaching costs are covered by central funds for one course during each ASMD quarter/semester.

Note: When both parents are faculty members, special provisions apply. Please consult with the Director of Faculty Relations and Development at (530) 752-7643.

 

 

 

 

 

 In addition to the combined quarter/semester of leave and ASMD described above, an academic appointee who gives birth is eligible for two additional quarters (or one semester) of ASMD to enable her to recover fully from the birth and to bond with the newborn. To be eligible, the appointee must have a fulltime appointment of one full academic year (two semesters or three quarters).  If the birth occurs during the summer or an off-duty term, the appointee is eligible for a total of three quarters (or two semesters) of ASMD.

All other academic appointees are eligible for a total period of childbearing leave plus active service-modified duties of one quarter (or one semester).

To be eligible for ASMD, the appointee must be responsible for at least 50% of the care of the newborn or newly placed child under age 5.  The appointee should provide a statement to this effect to their department chair or unit head as part of their written request for ASMD, and this request should be made as far in advance as possible to allow for adequate planning.

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

 

 

 

 

Academic appointees with an eight-year limit in their title at the Assistant or Lecturers/Sr. Lecturers w/ Potential Security of Employment, automatically receive an extension of the clock for one year per birth/placement event, with up to a maximum of two years for any reason. Extending the clock for childbearing or placements are without prejudice.

 

 

 

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/placement 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 or placement for adoption or foster care, 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 chairs or unit head letter.

Part-Time

 

 

 

 

 

 

 

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 220, Appendix 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."