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(b)
Maternity Leave – Upon the birth of a child, the mother is entitled to eight
consecutive weeks of paid medical leave. An expectant mother can elect to divide
the eight weeks of paid leave before and after the delivery. In a situation where a
female faculty member has a child during the summer, she will be granted a one-
course reduction the following term.
(c)
The College may choose to extend paid medical leave if it determines it is in the
College’s best interest to do so, not to exceed 13 weeks.
4. Military Service Member Family Leave
If a faculty member is eligible for FMLA leave and has a spouse, child, parent, or next of kin
who is a “covered servicemember,” he or she is entitled to up to 26 workweeks of leave during a
12-month period to care for the servicemember. This leave is only available during a single 12-
month period. A “covered servicemember” is a member of the Armed Forces, including a
member of the National Guard or Reserves, who is undergoing medical treatment, recuperation,
or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired
list, for a serious injury or illness. The term “serious injury or illness” means an injury or illness
incurred by the servicemember in line of duty on active duty in the Armed Forces that may
render the servicemember medically unfit to perform the duties of the member’s office, grade,
rank, or rating. The term “next of kin” means the nearest blood relative of the covered
servicemember. During the 12-month period described in this paragraph, a faculty member may
be entitled to a combined maximum total of 26 weeks of leave. If both spouses are employed by
Birmingham-Southern College, they are limited to a combined total of 26 weeks for all leave
taken under the FML policy.
5. Benefits During Family or Medical Leave
(a)
For paid family or medical leave, all benefits, including but not limited to health
care and TIAA-CREF contributions, will be maintained as long as the faculty
member continues to pay his or her portion of the premium.
(b)
For unpaid family or medical leave, all benefits, including but not limited to
health care, but excluding TIAA-CREF contributions, will be maintained as long
as the faculty member continues to pay his or her portion of the premium.
(c) Faculty using Family and Medical Leave may choose, in consultation with the
Provost, whether or not the period of the leave counts toward time periods
required for tenure and/or promotion.
(d) Family and medical Leave will not be deducted from time required to qualify for
a sabbatical.