When a faculty member is successful in obtaining salary support for a semester or a year of scholarly research from funds not administered by Tulane, the University will continue to pay the faculty member's health insurance and group life insurance benefits. A leave of absence is not credited as service toward sabbatical leave. Family and Medical Leave Faculty who have worked for Tulane for a minimum of one year, and have worked 975 hours or more during the 12 months prior to requesting leave, are eligible for family and medical leave. For purposes of this policy, child means a biological, adopted or foster child, a stepchild, a legal ward or a child for whom the employee acts as a parent. In the case of a faculty member's own serious health condition or that of a family member, the faculty member may take leave intermittently or on a reduced work schedule, if medically necessary.
Intermittent leave is limited to a maximum of twelve weeks.
Unless otherwise provided for by law or regulation, when the faculty member returns from FMLA leave, he or she will be reinstated to the same position held prior to the leave, or one that is equivalent in pay, benefits, and other terms and conditions of employment. The University will continue to provide health and life insurance during the FMLA leave. The faculty member will continue to be responsible for the portion of the premium which he or she was currently paying. Personnel Services will advise the faculty member of the payment due dates and amounts. If the faculty member chooses not to return from leave, under certain circumstances, he or she will be required to repay the total cost of health and life insurance premiums paid on his or her behalf during his or her leave.