Page 70 - BSC Faculty Handbook

Faculty Endorsed 5/12/03, Board Approved 5/15/03
Faculty Amended/Endorsed 9/20/04, Board Amended/Approved 10/7/04
Faculty Amended/Endorsed 10/17/05, Board Amended/Approved 10/21/05
Faculty Amended/Endorsed 8/24/07, Academic Affairs Committee Amended/Approved 4/10/07
Faculty Amended/Endorsed 5/6/08, Board Amended/Approved 5/9/08
Faculty Amended/Endorsed 4/14/09, 5/5/09; Board Approved 5/8/09
Faculty Amended/Endorsed 12/7/2011; Board Approved 1/27/12
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where paid leave extends into the summer. Also, the paid leave period is
not extended by the occurrence of any holidays that fall during the
academic year.
(
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 your 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 you are eligible for FMLA leave, and you have a spouse, child, parent, or next of kin who is a
covered servicemember,” you are 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, you may be entitled to a combined
maximum total of 26 weeks of leave. If you and your spouse are both employed by Birmingham-
Southern College, the two of you will be 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