Maternity leave is absence by a pregnant employee for the birth of her child. Leave of absence for other child care needs is Family Care Leave of Absence, described on the pages following Maternity Leave.
Service. One continuous year of service is required for an individual to take a leave of absence for maternity.
Hours. In the 12 months prior to the leave, the individual must have worked at least 1250 hours.
Holding the job. The job is held for up to 12 weeks following the birth of the child. In the case of intermittent leave or leave taken through a reduced work schedule, the job may be held for the equivalent of 12 weeks of the employee’s scheduled hours, if medically necessary. The employing department may continue the absence beyond 12 weeks through a personal leave, as provided in the policy on personal leaves of absence, including the holding of the job if the department operations permit. After the period of holding the job, the individual may apply for a personal leave at large, during which a job is not held and after which there is no guarantee of employment.
Pay. The new mother may use approved extended sick time following the birth of her child. In addition, the employee may use accrued vacation for income during the maternity leave following the period of disability.
Insured benefits. An individual on a maternity leave may continue insured benefits by paying the employee contribution. The University continues to pay the employer contribution during a family care leave.
Application. The leave application is obtainable from the Department of Human Resources or a school’s business office. It is completed by the employee, given to the supervisor for approval, and forwarded to Human Resources. Thirty days notice is needed except in emergencies. The Benefits Division notifies the employee about benefits availability.
Approval. The employee’s supervisor approves payment of paid sick time, the holding of the job as needed, and a recommendation for the leave. Confirmation by the Department of Human Resources is required to begin the leave.
Return to work. The employee reports to work as scheduled at the end of the leave if the position was held.
Extension. The employing department may extend the leave and hold the job for 3 additional months if operations permit. An extension requires the confirmation of the Department of Human Resources.