A postdoctoral appointee who becomes a parent of a newborn child or adopts a child under the age of six during the term of their appointment may be granted up to eight weeks of paid parental leave, unless such leave is explicitly restricted by an external source of funding for the appointee’s compensation. To qualify for this leave the appointee must assume significant and sustained responsibility for the care of the child and is expected to be the caregiver at least half-time during normal working hours throughout the period of the leave. If both parents are postdoctoral appointees, each is eligible for a full parental leave. This leave may be taken any time within a year of the birth or adoption. Parental leave is co-terminus with the postdoctoral appointment, if the appointment is not renewed. The original source of the funding for the appointee’s compensation will continue to be responsible for covering the compensation during the time of the leave.
Postdoctoral appointees who wish to extend their parental leave time may opt to take unpaid leave as granted under federal and State of Connecticut laws concerning family and medical leaves (federal and state family and medical leave acts are both commonly referred to as FMLA). As delineated under FMLA, a postdoctoral appointee may take an unpaid leave of absence due to the appointee’s own serious health condition or to care for a seriously ill spouse, parent (natural, foster, adoptive, stepparent, or legal guardian), parent of the faculty member’s spouse, or child (natural, adopted, foster, stepchild, or legal ward) who is under 18 years of age or, if older, is unable to provide self-care because of serious illness, for up to sixteen weeks in year one and twelve weeks in year two in any two-year period. Except in cases of emergency, two weeks’ notice is required, and all requests must be accompanied by written documentation from a physician or other licensed health care provider verifying the need for a leave and the probable duration. Serious illness is considered to be a disabling physical or mental condition that requires in-patient care in a hospital or licensed nursing facility or continuing outpatient care requiring treatment by a licensed health care provider.
Leaves taken for paid parental leave count as use of time granted under federal and State of Connecticut FMLA law. During a period in which Yale grants an unpaid leave under Federal and State of Connecticut FMLA, the University will continue to pay its share of health and any noncontributory insurance premiums for the postdoctoral appointee on leave. A postdoctoral appointee who has authorized payroll deductions for benefits must make arrangements with the Benefits Office to make those payments in order to continue coverage.
In the event that an appointee’s source of external funding specifies leave provisions that differ from those stated above, the terms of the funding source shall apply, and where necessary, the leave request shall also be sent to the funding Agency.