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Definitions of Terms
This section contains definitions of terms and expanded information about the following:
Adjustment of Faculty Duties for Nontenure-Track Faculty. Depending on the beginning and end dates of a parental, family illness, or medical leave, a nontenure-track (full-time and part-time benefits eligible) faculty member's duties may be adjusted to accommodate curricular and departmental needs during the semester(s) in which the leave occurs. This adjustment of duties is not a leave, and would take place before or after the dates of the leave. The department chair and academic dean must approve the timing and scope of the faculty member's adjusted duties " if possible, before leave is taken.
Benefits Eligible. Depending on his/her employment status, a faculty member may be eligible for benefit plans described on the Tufts Human Resources website.
Current Employment Status. Current employment status, as referenced in the Leave Eligibility Chart, is a faculty member's status at the time leave is to begin:
Domestic Violence Leave for Faculty.
In order to help faculty address situations of domestic violence
and abuse, faculty members may take up to fifteen (15) days of
unpaid leave in a twelve (12) month period to address issues
directly related to domestic violence against the faculty member
or the faculty member's family member.<,br>
Faculty Rank. The university recognizes the professorial ranks of: professor, associate professor, and assistant professor. These professorial ranks may be modified by the use of words such as "research," "emeritus" or "emerita", "visiting," "practice," and/or "adjunct." All such modified professorial appointments and all appointments to lecturer and senior lecturer are nontenure-track.
Family and Medical Leave Act (FMLA). The Family and Medical Leave Act (FMLA) is a federal requirement the university must abide by. The FMLA requires covered employers to provide up to twelve weeks of unpaid, job-protected leave to eligible employees for the following reasons:
Faculty Eligibility for FMLA
For more information about the Family and Medical Leave Act (FMLA)
refer to Family and Medical Leave Act (FMLA) in the
Tufts University Employee Handbook.
When possible, the faculty member will be expected to work with the department chair to develop a plan for covering his/her teaching and service responsibilities for the duration of the family illness leave. All leave coverage plans must be approved by the academic dean. See also Teaching Relief and Adjustment of Faculty Duties.
Job protection allows a faculty member to be
reinstated to his/her job at the conclusion of an approved nonacademic leave of
absence. Job protection is available only for eligible leaves that have been
approved by the appropriate dean's office. The university cannot guarantee job
protection for faculty whose leave of absence extends beyond the job protection
period or the end of their contract. For more information, contact one of the
Nonacademic Leave Contacts.
Leave taken pursuant to a lawful jury summons. As soon
as a faculty member is made aware of the date he/she will be required to serve,
the department chair must be notified. A leave application will be required if
jury duty will interfere with the faculty member's ability to perform his/her
Long Term Disability (LTD).
This program, administered by
Prudential Insurance Company of America, provides financial protection in an
amount equal to 40% or 60% of your basic monthly earnings to a maximum monthly
benefit of $10,000. Because LTD premiums are paid by employees with post tax
dollars, LTD benefits are tax-free. In order to be eligible for LTD coverage, a
faculty member must be eligible for benefits and must have elected to
participate in the university's Long Term Disability Plan (LTD) prior to the
start date of a leave. If the employee chooses LTD at any time other than as a
New Hire, the employee must complete an Evidence of Insurability Form and be
approved for coverage by Prudential. This benefit has a pre-existing condition
limitation that will apply during an employee's first year on the plan or when
coverage is increased.
Massachusetts Parental Leave Act. The Massachusetts Parental Leave Act expands and replaces the former Massachusetts Maternity Leave Act (MMLA), as of April 7, 2015. For men and women who are employed full-time, the Massachusetts Parental Leave Act provides for eight weeks of unpaid, job-protected leave for the purpose of giving birth or adopting a child. For more details about this law, consult one of the nonacademic leave contacts, or see the Parental Leave Act on the official website of the Massachusetts Commission Against Discrimination.
Leave taken due to a serious
health condition that renders the faculty member unable to perform his/her job.
If a faculty member is absent for two weeks or less because of a health
condition that renders him/her unable to perform his/her job, an application for
medical leave would not be required. Beginning with the third consecutive week
of absence, the faculty member must apply for medical leave. If the medical
leave is approved, the effective date of the medical leave will then be
retroactive to the first day of absence from the university.
Military Leave Under USERRA. For information about military leave, refer to "Military Leave Under USERRA," page 49 of the Tufts University Employee Handbook.
Paid Sick Time. An employment benefit in the form of paid time off to be used due to a faculty member's temporary inability to perform duties because of sickness or disability. Paid sick time may also be applied toward other types of qualifying and approved leaves, such as parental leave, family illness leave, and Qualified Exigency Leave or Military Caregiver Leave. A benefits-eligible faculty member has up to six months of paid sick time, which is replenished based upon a rolling calendar year, i.e., one year from time used.
As of July 1, 2015, Tufts provides forty (40) hours per fiscal year (July 1 through June 30) of paid sick time for all faculty members previously ineligible for paid sick time/medical leave. The forty (40) hours of paid sick time is awarded in a lump sum amount on July 1 of the fiscal year.
To review the entire policy, please visit the Provost's Office website.
Parental Leave. Leave taken by a faculty member for the purposes of giving birth; preparing for or participating in the birth, adoption, or foster care of his/her child; and/or caring for his/her newborn or newly adopted or foster child.
Paid Parental Leave: As of July 1, 2015, parents are no longer required to declare primary caregiver status in order for the leave to be paid. Parental leave must be taken in one uninterrupted block from the time of birth, adoption, or placement of the child with the faculty member, in order for the leave to be paid. A parent with less than two weeks of available paid sick time may take a paid leave of up to two consecutive weeks from the time of birth, adoption, or placement of a child with the faculty member for the purposes outlined above.
Unpaid Parental Leave:
Unpaid parental leave may be taken by a faculty member who is a parent, and
completed three consecutive months of full-time employment. Unpaid parental leave of
eight or twelve weeks (depending on the faculty member's length of
university service) must be
taken in its entirety within twelve months of the arrival of the child. Note
that unpaid parental leave may be taken instead of,
but not in addition to, a twelve-week paid parental leave.
Personal Leave. Upon application by a faculty member and at the discretion of the school, an unpaid personal leave may be granted for reasons of compelling personal circumstance that make it impossible or difficult for a faculty member to be at work. Requests for personal leave will be considered subject to the needs of the department and on a case-by-case basis. Personal leave must be approved in advance by the department chair and the academic dean. Personal leave normally does not exceed six months. During the period of a personal leave, the university does not contribute to the cost of any benefits. If a faculty member wishes to retain coverage, he/she must pay the full cost of the benefits. A faculty member should consult the Tufts Human Resources Benefits Office at 617.627.3270 to discuss benefits coverage and costs.
Renewal of Leave Eligibility. Please see Rolling Calendar Year.
Renewal of Sick Bank. Benefits eligible faculty members have up to six months of paid sick time available to them. Available paid sick time may be used toward approved parental, family illness, or medical leaves. Renewal of one's six-month sick bank begins one year from the first day paid sick time was used for a leave, under the rolling calendar year method. The accrual is done on the first of the month, and aggregates any sick time taken during that month in the previous year. Please see Rolling Calendar Year. Nonbenefits eligible faculty members have up to forty (40) hours of paid sick time available to them per fiscal year.
Rolling Calendar Year. The rolling calendar year method is used by the university to determine renewal for FMLA leave eligibility and renewal of sick bank days for benefits eligible faculty members. A "rolling" twelve-month period measures backward from the first day an employee uses any leave or sick bank days. The total amount of FMLA leave time the faculty member has used during the previous twelve months is subtracted from the employee's twelve-week FMLA leave allotment to determine available FMLA leave. The total amount of sick time the faculty member has used during the previous twelve months is subtracted from the employee's six-month sick bank allotment to determine available paid sick time.
Serious Health Condition.
A serious health condition includes an illness, injury, impairment, or physical
or mental condition that involves either an overnight stay in a medical care
facility, or continuing treatment by a health care provider for a condition that
either prevents the faculty member from performing the functions of his/her job,
or prevents a qualified family member from participating in school or other
The intent of teaching relief
is to adjust for time a tenure-track/tenured faculty member loses toward his/her
research and scholarship because of a nonacademic leave. Teaching relief is not
a leave and takes place before or after the nonacademic leave. Depending on the
timing of the leave, up to one semester of teaching relief is available
to tenure-track/tenured faculty members
Teaching relief is automatic for parental leaves of twelve weeks
(eight weeks in the first year of employment), and for family
illness and medical leaves of twelve weeks or longer. In the
case of a parental leave that lasts less than twelve weeks
(eight weeks in the first year of employment) or a family
illness or medical leave that lasts less than twelve weeks,
teaching relief must be requested and may be approved at the
discretion of the academic dean.
Guidelines for determining during which semester teaching relief will occur:
Tenure-stream faculty members in Arts and Sciences who would like to request teaching relief should complete the Teaching Relief Form and send it to Christine Cousineau email@example.com and Maria Tripodi firstname.lastname@example.org.
Tenure Review Deferral. Below are the policies on tenure review deferral (i.e., stopping the tenure clock):
Policy on Automatic Tenure Review Deferral for Parental Leave:
Policy on Automatic Tenure Review Deferral for Family Illness Leave
and Medical Leave:
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