Susana,
At our university, stopping the tenure clock for one year is automatic if the faculty member contacts HR to complete a request for a leave; it doesn't matter when the leave is requested or taken.
[I think the "automatic" feature of our policy went into effect about 3 years ago.]
I would be interested to hear whether other universities are moving to automatic extensions as well.
Here is a description of our policy (taken from the policy FAQ on our HR website):
If faculty members are taking a leave of absence related to an FMLA qualifying major life event, the leave paperwork submitted to Human Resources (HR) will trigger an automatic extension of the tenure clock/probationary period, as specified in an AAUP agreement. If there is no leave associated with the qualifying major life event, faculty members must provide HR with proof of the qualifying major life event to extend their tenure clock/probationary period.
Once confirmed, HR will send a notice of tenure clock/probationary period extension to the faculty member, department head, regional campus director, dean and Provost.
Note that many life events are reported to HR through alternate channels (change in beneficiaries, change in insurance plan coverage, etc.). Such paperwork will also trigger an automatic extension of the tenure clock/probationary period, without a request. Also relevant, the automatic extension to the probationary period cannot be declined. However the faculty member can elect to be evaluated for tenure before the end of the probationary period.
[Example -- a tenure track faculty member in our department recently contacted HR to add his new baby boy to his health insurance. He did not request a leave. However, adding his son to his policy automatically triggered the extension because it is a major life event. He actually does NOT want to extend his probationary period, so he will request to be evaluated one year earlier than he is required to do so.]
For faculty members who have a qualifying major life event that does not involve HR, and they choose not to request a leave of absence, they may elect not to submit proof of the qualifying major life event. In such a case, there is no tenure clock/probationary period extension because there is no institutional record of the event.
Janet Barnes-Farrell, Ph.D.
University of Connecticut
-----Original Message-----
From: Gender & Diversity in Organizations Division Listserv [mailto:
GDO-L@AOMLISTS.PACE.EDU] On Behalf Of Susana Velez-Castrillon
Sent: Friday, February 21, 2014 12:12 PM
To:
GDO-L@AOMLISTS.PACE.EDU
Subject: FMLA Extension of the tenure clock - what is your institution's policy?
Dear GDO colleagues,
I am interested in compiling examples of policies regarding tenure clock extensions based on family leave.
It is my understanding that some institutions automatically extend the tenure clock in cases some cases (for example, after becoming a parent), while other institutions leave the decision to the university president or provost.
I am particularly interested in learning about what universities do when the FMLA occurs during the summer, and faculty is not under contract.
Also, are there any books or papers on this issue that I must read? or some guidelines on best practices?
I'm collecting this for my personal use - not for research- and I would really appreciate any information.
Have a great weekend,
Susana Velez-Castrillon
University of West Georgia