Helping Balance Career & Family

The University of California and UCSF are committed to helping faculty balance the needs of career and family. Policies have been established to create a supportive, equitable and productive academic environment.

Family-friendly policies include:

  • Active service-modified duties
  • Childbearing leave
  • Campus child care services
  • Domestic partner / spouse benefits
  • Family Medical Leave (FMLA) benefits
  • Parental leave without pay
  • Stopping the eight-year clock
  • Temporary or part-time appointments

Detailed information on these policies can be found in the Academic Personnel Manual (APM) Section 760

In addition it is important that you consult your Department’s Health Science Compensation Plan.

General Provisions

Advance Notice
When faculty are aware that they will need to take a childbearing or parental leave or to participate in
a period of active service-modified duties, they should provide sufficient advance notice to allow their department to confirm eligibility and discuss the process for their request. At a minimum, 30 days advance notice should be given.

Duration of Leave
The aggregate duration of all leaves plus periods of active service modified duties may not exceed one year for a single event of birth of a child or of placement of a child under age five for adoption or foster care. The child may be the faculty’s child or that of a spouse or domestic partner. The birth or placement of one or more children at the same time constitutes a single event of birth or placement.

Key Policies

Childbearing Leave
Childbearing leave is provided to all faculty, regardless of length of service, for the period of
time before, during, and after childbirth that the faculty appointee is temporarily disabled due to pregnancy, childbirth, and recovery. The normal childbearing leave period is six weeks, although up to four months may be provided if necessary for medical reasons.
For more information, see APM 760-25.

For more information on pay status during Childbearing Leave, see APM 760-25-b, and the Health Sciences Compensation Plan, APM 670.

 

Active Service-Modified Duties (ASMD)
ASMD is a period of reduced responsibilities to allow faculty to prepare and/or care for his or her
own newborn child or that of a spouse or domestic partner, or to care for a child under age five placed
for adoption or foster care in the faculty home. Eligibility shall normally extend from three months
prior to 12 months following the birth or placement and shall be concluded within 12 months following
the birth or placement. During this period normal duties may be reduced. The proposed modifications should be discussed with your department chair and are subject to approval by your dean and/or
the chancellor.

For more information, see APM 760-28.
For more information on pay status during ASMD, see APM 760-28-b and APM 760-28-c.

 

Parental Leave Without Pay

Faculty may take up to one year of full-time or part-time parental leave without pay for the purpose of caring for his or her own child or the child of a spouse or domestic partner. Parental leave combined with childbearing leave and/or a period of Active Service-Modified Duties may not exceed one year.

For more information, see APM 760-27.

 

Stopping the Clock for the Care of a Child or Children
For Assistant Professors in Senate Series

At UCSF, faculty who have completed eight years of service in an academic senate title at the Assistant rank shall not be continued after the eighth year unless they are promoted to the associate or full professor rank. This is commonly known as the “eight-year clock.” Faculty in an academic senate series at UCSF may stop the clock during their probationary period to care for a newborn child or a child under the age of five newly placed for adoption or foster care. To be eligible to stop the clock, an appointee at the Assistant level must be responsible for 50 percent or more of the care of a child. The child may be the faculty’s child or that of the faculty’s spouse or domestic partner.

For more information, see APM 760-30 and APM 133-17.


Frequently Asked Questions

Q. Who is eligible to participate in Family Friendly Policies?
A. All faculty are eligible to participate in the University’s policies in support of family.

Q.Who is eligible for childbearing leave?
A. All pregnant faculty who require a leave, regardless of length of service. For rate of pay during childbearing leave, consult your Department’s Health Sciences Compensation Plan.
For more information, see APM 760-25.

Q. Who is eligible for Active Service-Modified Duties and what is the period of eligibility?
A. All faculty who have substantial responsibility for the care of a newborn child or a child under age five placed for adoption or foster care. Eligibility shall normally extend from three months prior to
12 months following the birth or placement and shall be concluded within 12 months following
the birth or placement. During this period normal duties shall be reduced.
For more information, see APM 760-28.

Q. Is Active-Service Modified Duties a leave of absence?
A. No. Normally, for faculty, the modification of duties will be either partial or full relief from teaching. In the quarter of childbearing leave, there must be full relief from scheduled teaching duties. In
the case of health sciences faculty, clinical duties may be reduced, as appropriate. The proposed modifications should be discussed with your department chair and are subject to approval by your dean and/or the chancellor.
For more information, see APM 760-28.

Q. Can I reduce my percentage of time to care for a family member?
A. Faculty 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. Members of the Health Sciences Compensation Plan who reduce the percentage of time of their appointment remain under the same terms of the Plan during
the period that their appointment is reduced, provided their effort is greater than 50 percent.
The proposed modifications should be discussed with your department chair and are subject to approval by your dean and/or the chancellor.
For more information, see APM 760-29.

Q. Can I stop the clock to care for my child?
A. Yes. At UCSF Academic Senate faculty appointees at the assistant rank are subject to an eight-year limit. A faculty appointee can stop 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. Faculty must provide notice of his or her intent within two years of a birth or placement and before July 1 of the academic year in which the promotion review is to occur.
For more information, see APM 760-30.

Q. Will my promotion or advancement be disadvantaged if I take a childbearing or parental leave, stop the clock, or defer a personnel review?

A. 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.
For suggested language to use in support of deferrals or postponements for childbearing and child placement or adoption, see http://academicaffairs.ucsf.edu/academicpersonnel/media/deferchildrearing.pdf

For more information, see APM 760-31.

Q. I am an assistant professor in an academic senate series, will my childbearing or parental leave be excluded from service toward my eight-year limit?
A. At UCSF, faculty who have completed eight years of service in an academic senate title at the Assistant rank shall not be continued after the eighth year unless promoted to the associate or full professor rank. Any childbearing or parental leave which is equal to or exceeds one quarter and which is not greater than one year, whether with or without salary, shall automatically be excluded from service toward the eight-year limit. The faculty appointee must inform their department chair in writing before, during, or within one quarter after the leave if they do not want the leave to be excluded from service toward the eight-year limit.

For more information, see APM 760-35, and APM 133-17-g.

Q. Should I clarify my benefits status before I take a leave?
A. Yes. Faculty need to be especially aware of the impact, if any, of a period of leave on benefits such as health insurance and disability insurance. Faculty should consult benefits staff in UCSF Human Resources well in advance of a leave.

For more information, contact UCSF Human Resources at (415) 476-1400, via e-mail benefits@ucsf.edu
 or see http://ucsfhr.ucsf.edu/benefits/

Q. I am a faculty appointee paid 100% by an affiliate (e.g. VAMC, Gladstone, HHMI). My appointment at UCSF is without salary. How do these policies affect me?
A. Faculty should consult with the human resources department of their employer (i.e. the affiliate) regarding health insurance, disability insurance, eligibility for a leave, and pay status during a leave.
A UC leave of absence form should be submitted,


 

Resources for Family Accommodations

UC Resources

 

Who to Contact for Assistance

  • Your Department Manager or HR Generalist in Shared Service Center
  • Your Department Chair
  • Office of Academic Affairs in Your School
    • Dentistry: 415-476-1323
    • Medicine: 415-514-1460
    • Nursing: 415-476-1170
    • Pharmacy: 415-476-3292