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Family Leave Policy in the
BIG TEN Universities
BIG TEN Universities
Chancellor’s
Committee on the Status of Women
Uni=
versity
of Illinois at Urbana Champaign
=
Items =
for Compar=
ison
<=
span
style=3D'font-family:"Bodoni MT Black";font-size:64%;color:#CC3300'>BIG TE=
N Univer=
sities
![](3D"slide0012_image002.gif")
=
·=
UIUC
·=
University of Michigan
=
·=
University of Iowa
·=
University of Purdue
·=
University of Minnesota
·=
University of Wisconsin-
Madison
·=
Michigan State University
·=
Northwestern university
·=
Pennsylvania State University
=
·=
Indiana University
·=
Ohio State University
=
![](3D"slide0012_image003.gif")
=
·=
Reason for leave
·=
Eligibility
·=
Duration
·=
Definition of family
·=
Conditions
![](3D"slide0002_image004.gif")
Reasons for leave
• <=
/span>A serio=
us
personal health condition that prevents an employee from performing his or=
her
job.
• =
Care
for a child during the first year following birth, adoption, or foster care
placement.
• C=
are
for a family member who has a serious health condition.
Ohio
State University
•For the birth or adoption of a child
• For the serious health condition o=
f the
academic appointee's spouse, child, or parent, when the academ=
ic
appointee is the primary or co-primary caretaker.
Indiana
University
• For sickness,
maternity & family care
Pennsylvania
State University
• Paid leave for
child bearing, rearing and adoption
Northwestern
University
• I=
n the
event of the birth of a child for adoption or foster care
• Care for a family member (child, s=
pouse
or parent) with a serious health condition; or because an
employee's own serious health condition makes them unable to do their
job.
Michigan
State University
•To care for the immediate family members who require your
direct care
University
of Wisconsin – Madison
• An
employee's own serious health condition
• T=
he
serious health condition of an employee's immediate family member
• C=
aring
for a newborn or newly-placed adopted child or foster child
University
of Minnesota
•for a serious health condition, =
for
the birth or adoption of a child, and for the care of a child, spo=
use,
registered same-sex domestic partner provided for by the University, or parent who=
has
a serious health condition.
Purdue
University
(1) The birth and first-year car=
e of
a child; (2) The adoption or foster placement of a child in =
the employ=
ee's
home;
(3) The care of a spouse, child, or parent with=
a
serious health condition; or
(4) The employee's own serious health condition=
.
University
of Iowa
• • Placement of a child with the empl=
oyee
for adoption or foster care,
• To care for the employee's family =
member
with a serious health condition.
•The employ=
ee's
serious health condition
University
of Michigan
• For the birth of a child of the
employee, and in order to care for such child.
• For placement of a child with the
employee for adoption or foster care.
• For a serious health condition of =
spouse
child or parent
University
of Illinois at Urbana
- Champaign
![](3D"slide0003_image005.gif")
Eligibility
• Faculty or staff employed by the University for=
one
year, who have worked 1,040 hours in the previous 12 months,=
and
have a qualifying status change are eligible for FML. When immediate family
members are employed by the University, each is eligible for up to 12
weeks of FML following all required policies and procedures.
•
Ohio
State University
• Full-time academic appointees, inc=
luding
full-time clinical faculty members and full-time librarians,
•After one year of service and wi=
th a
frequency not to exceed once every three years, a full-time =
academic
appointee is eligible for a partially-paid leave:
Indiana
University
•regular faculty and staff members classified as
Executive, Administrator, Academic Administrator, Academic, =
and
Staff.
Pennsylvania
State University
• Full-time, benefits-eligible tenur=
ed or
tenure track faculty full-time, benefits-eligible tenured or tenure track faculty OR
<=
/span>
• Have
completed three years of continuous full time service on the Northwestern
faculty or who are serving on an academic appointment of three years or longer=
at
the time of the leave
Northwestern
University
• Regular
appointments of nine months or longer at 50% time or more and have been
employed by MSU for at least twelve months=
OR&#=
13;
• Have
completed three years of continuous full time service, or who are serving =
on
an academic appoint=
ment
of three years or longer at the time of the leave
Michigan
State University
<=
/div>
University
of Wisconsin
– Madison
At least 12 m=
onths
(not required to be consecutive) and worked at least 1,250 hours in the 12
months precedi=
ng
the commencement of the leave.
University
of Minnesota
•Have worked at the University fo=
r at
least 12 months (not required to be consecutive) and worked at least 1,250
hours in the 12 months preceding the commencement of the leave.
Purdue
University
• Have
worked for the University an aggregate total of 12 months, and 2) have wor=
ked
at least 1,250 hours during the immediate 12 months prior to the start of =
the
leave. The employee must also be employed at a worksite of the University whe=
re
50 or more employees are employed by the University within 75 miles of that
worksite.
University
of Iowa
• The employee =
has
been employed by the University for at least twelve months when the absence from =
work begins. The twelve
months need not be consecutive. Breaks in employment do not affect this to=
tal.
It is a
cumulative total of the number of months the employee has been employed by=
the
University. Tempora=
ry
and regular employment is counted toward the twelve month total.
University
of Michigan
• Employees =
who
have been employed by the University for at least 12 months and who have
performed at least 1,250 hours of service
during the previous 12-month period (60% academic appointment)=
University
of Illinois at
Urbana - Champaign
![](3D"slide0005_image006.gif")
Duration
• Twelve weeks of FML may be taken all at once,
intermittently, or on a reduced-leave schedule as approve=
d.
• F=
or
birth, adoption or foster care placement, leave may be taken on a reduced
schedule or intermittently for the first 12 weeks after the qualifying sta=
tus
change. After the 12 weeks, leave cannot be taken on an intermi=
ttent
or reduced schedule without advance notice, scheduling, and departmental
approval.
•
Ohio
State University
• a period not to exceed fifteen (15)
weeks or the end of the semester, whichever occurs first.
Indiana
University
• Not more than=
12
consecutive months; to a maximum of 24 consecutive months
Pennsylvania
University
• Child bearing=
: One
academic term
• Child rearing=
&
adoption: One academic term
Northwestern
University
• U=
p to
twelve work weeks in any twelve month period
Michigan
State University
•The mother or father has a right=
to
take unpaid leave for=
any
number of consecutive days to the end of the semester in which=
the
baby is born plus unpaid leave for the entire next semester. They do not
have a right to elect to take just a portion of the second semester.
•Depending on the timing of a bir=
th
relative to the semester, a faculty or academic staff member mig=
ht
have a maximum unpaid leave that varied from approximately six months to <=
/span>approximat=
ely
12 months.
University
of Wisconsin – Madison
• A=
total
of 12 weeks of unpaid leave in =
any
fiscal year
<=
/span>
• If both husband and wife are emplo=
yed by
the University, they each have a total of 12 unpaid weeks
available for FMLA leave purposes in any fiscal year
University
of Minnesota
• Up to a total of 12 weeks of leave=
in
any fiscal year with proper medical documentation for the follow=
ing
types of absences:
Purdue
University
• FMLA leave may be taken as continu=
ous
leave or intermittent leave in any increment of time up to the
maximum 12 weeks (480 absent hours) per calendar year. Intermittent leave =
may
also be
used as a reduced schedule (i.e., four hours a day). Unpaid
University
of Iowa
• Up to twel=
ve
weeks of time off
University
of Michigan
• Up to 12 workweeks of paid and/or =
unpaid
family and medical leave during each consecutive
12-month period for which eligibility criteria have been met
University
of Illinois at Urbana
- Champaign
![](3D"slide0004_image007.gif")
Definition of family
• Spouse, domestic
partner, mother, father, sister, brother, daughter, son, grandparent,
grandchild, mother-in-law, father-in-law, sister-in-law, brother-in-law,
daughter-in-law, son-in-law, grandparent-in-law, grandchild-=
in-law, or
corresponding relatives of the employee's partner, other persons for whom =
the
employee is legally responsible, and anyone who stood in loco parentis to the
employee as a child.
Ohio
State University
• No special
definition
Indiana
University
• a biologic=
al,
adopted, or foster child, a stepchild, a legal ward, or a child for which =
an
employee is
standing in loco parentis,
Pennsylvania
University
• Only covers c=
hild
bearing, rearing & adoption, not other members of family=
Northwestern
University
• C=
hild,
spouse or parent
Michigan
State University
• The term
"parent" means the biological parent of an employee or an indivi=
dual
who stood in loco parentis to an employee when the employee was a=
son
or daughter.
<=
/span>
• The term
"son or daughter" means a biological, adopted, or foster child, a
stepchild, a legal ward, or a child of a person standing =
in
loco parentis, who is--
•(A)
under 18 years of age; or
•(B=
) 18
years of age or older and incapable of self-care because of a mental or
physical disability.
• The term
"spouse" means a husband or wife, as the case may be.
University
of Wisconsin –
Madison
(spouse/registered same-sex domestic
partner/child*/parent)
University
of Minnesota
• The definition of child; here incl=
udes
the adoptive, biological, or foster child of the graduate assistant&=
sup1;s
registered same-sex domestic partner.
Purdue
University
• Spouse, child, or parent (biologic=
al or
in loco parentis) child may be for a biological, adopted, or foster chi=
ld,
a step child, a legal ward, or a child "in loco parentis," whene=
ver
the child is under age 18, or is 18 or older and incapa=
ble
of self-care because of a mental or physical disability.
University
of Iowa
Spouse, Same-sex domestic partner ,
Child, sibling, parent or grandparent of the employee, the <=
span
style=3D'position:absolute;top:18.75%;left:30.33%;width:78.65%;height:2.75=
%'>
University
of Michigan
• No distinct definition
University
of Illinois at Urbana
- Champaign
Other conditions
![](3D"slide0009_image008.gif")
• <=
/span>A
department may arrange an alternative work schedule to accommodate an
individual's care
•giving needs if the schedule satisfactorily mee=
ts
the function and mission of the department. Such an arrange=
ment
will not be considered FML unless or until FML is actually taken.
Ohio
State University
• During the partially-paid leave, t=
he
academic appointee shall be paid an amount not to exceed
two-thirds of the appointee's salary. Contributions to the appointee's
retirement plan during this period of leave shall be based on t=
he
reduced salary actually paid.
Indiana
University
If the employee requests to cont=
inue
on leave after the child care leave has expired, such request for
additional leave shall be considered on the same basis as any other request
for leave
for personal reasons, and the conditions applicable to such general person=
al
leaves shall
apply.
Pennsylvania
University
Faculty members who do not meet =
the
eligibility requirements described below remain eligible f=
or
the “Leave for Childbearing” described in the Northwestern
University Faculty Handbook.
Northwester=
n University
Short term absences that are not
"serious health conditions" do not count toward the twelve weeks of F=
MLA
leave.
Michigan St=
ate University
A woman can use her accumulated =
sick
leave to gain paid leave at the end of pregnancy and/or
following delivery. Fathers can take paid leave using accumulated sick lea=
ve
only if an
immediate family member is ill and needs his direct care.
University =
of
Wisconsin – Mad=
ison
the University requires employee=
s to
use, concurrently with the FMLA leave, the following paid leave=
s in
the order listed: (1) sick leave, followed by (2) vacation leave, in exces=
s of
10 days,
to which the employee is entitled.
<=
/div>
University =
of
Minnesota
"Serious Health Condition&q=
uot;
means an illness, injury, impairment, or physical or mental =
condition =
that
involves one of the following : Hospital
Care, Absence Plus Treatment, Pregnancy, Chronic Conditions Requiring Treatme=
nts,
Permanent/Long-Term Conditions Requiring Supervision, Multiple
Treatments (Non-Chronic Conditions):
Purdue
University
Wherein both parents work for the
University, the leave relative to a birth, adoption, or foster
placement is 12 weeks for both parents combined.
University =
of
Iowa
• Faculty and academic staff are req=
uired
to use paid leave provided by the short-term disability
leave of absence policy (see preceding section) in the case of pregnancy,
childbirth and/or
recovery or their own "serious health condition" and count it to=
ward
the twelve weeks
of leave permitted under the FMLA.
University =
of
Michigan
• I=
f both
the father and the mother are employed by the State, only one parent may b=
e eligible f=
or
this leave, 4 weeks of paid maternity leave and 15 days on adoption.
University =
of
Illinois at Urbana -
Champaign
University of Indiana
Penn State University
•University of Minnesota=
•
Links=
to
FMLA policy of BIG TEN universities
Copy the link to the browser window to open t=
he
pages
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