E33.1 Policy on Workload Modification Plan for Faculty Due to Birth or Adoption

Workload modification refers to full or partial release from teaching, and in some cases, service, for eligible faculty members who welcome a new child by birth or adoption. Teaching responsibilities are typically held to a rigid schedule, whereas other faculty responsibilities (e.g. advising, research) can provide more flexibility. This policy outlines a workload modification plan to accommodate for the birth or adoption of a child for eligible faculty members who teach as part of their normal responsibilities. This policy and its implementation shall be independent from the policy describing the extension to probationary period for tenure-track faculty members (E05.0).

1. Workload modification plan for birth and adoption of a child
   
   A workload modification plan for birth or adoption of a child refers to a one- or two- semester release from teaching, and in some cases service, for an eligible faculty member who welcomes a new child by birth or adoption. Administrative assignments associated with a stipend and/or course release are not within the purview of this policy.

2. Primary Caregiver
   
   A primary caregiver is defined as the parent who has primary responsibility for the care of a child who has been added to the family through birth or adoption. If both parents are eligible faculty members, only one may be assigned as primary caregiver.

3. Secondary Caregiver
   
   A secondary caregiver is a person who has parental responsibility for a child who has been added to the family through birth or adoption, but who is not the primary caregiver.

4. Eligible Faculty member
   
   An eligible faculty member is a full-time regular faculty member, as defined in University Policy E01.0, who is also defined as either the primary or secondary caregiver of a child who has been added to the family through birth or adoption.

1. Primary Caregivers
   
   Eligible faculty members who are primary caregivers may receive workload modification in the form of release from teaching and in some cases service, as described below. The period of workload modification is available during the first 12 months following the birth, adoption, or conclusion of disability period (for the birth mother). The workload modification shall coincide with any applicable state leave taken. During the period selected, eligible non-tenure track faculty members are expected to make themselves available for consultations with students and to participate in service and professional development activities, which may include research, and eligible tenure-track faculty members are expected to make themselves available for consultations with students and to continue research.

   1. Eligible non-tenure track faculty may choose from the following options:

      1. Relieved from all teaching for one semester at full pay

      2. Relieved from all teaching for one year at half pay

      3. Relieved from half of their normal course load for two semesters at full pay

   2. Eligible tenure-track faculty may choose from the following options:

      1. Relieved from all teaching and service for one semester at full pay

      2. Relieved from all teaching and service for one year at half pay

      3. Relieved from half of their normal course load for two semesters at full pay

      4. Relieved from all service for two semesters at full pay
          

2. Secondary Caregivers
   
   Eligible faculty members who are secondary caregivers may receive workload modification in the form of release from half their normal course load for one semester at full pay or from all of their teaching responsibilities for one semester at half pay. If the eligible faculty member normally teaches one course per year, they will receive a teaching release from that course during the designated semester or may choose to be

3. Timeline of Request
   
   To the extent possible, the faculty member should make the request for a workload modification plan to their department chair four months before the start of the semester during which the workload modification will be taken. For example, the request should be made by September 15th for workload modification in the spring semester; the request should be made by April 15th for workload modification in the following fall semester. Under extenuating circumstances, the timeline for notification may be shortened

The workload modification plan is to be used in combination with (i.e., during overlapping semesters with) medical and/or child care leaves for individuals who meet the eligibility requirements. Workload modification is for the time other than short-term disability, since faculty are not allowed to engage in any work-related activities while on disability. Eligible faculty members who wish to take federal or state leave should contact Prudential to open a claim. Claims should be opened 30 days in advance for foreseeable absences and as soon as possible for unforeseen absences. More information regarding New York State Paid Family Leave can be found here. For information on other state leaves, contact Prudential. More information regarding FMLA can be found here.

1. Utilization of a workload modification plan shall not negatively impact any form of faculty evaluation or assessment.

2. The use of a workload modification plan shall not lead to additional work for the faculty member in any preceding or future semester.

3. Workload modification for new parents should be implemented in such a way as to ensure equitable treatment of all faculty.

Responsible Office: Faculty Senate

Approved: April 29, 2021

Effective: August 23, 2021