The legal responsibility for all University employment rests with the University of Oklahoma Board of Regents. In some cases, the Regents delegate the responsibility for final employment decisions to the President. For the purposes of affirmative action administration, the final evaluation for compliance will be made at the point of administrative approval. Accrued leave as provided for in the Paid Leave and Short-Term Disability Policy shall be used initially by the employee. When leave with pay is no longer available, the leave may be extended to a total of 12 work weeks during a 12-month period by using leave without pay.
Pregnancy is to be treated as any other temporary disability.
An employee may continue normal duties through pregnancy or use available leave while unable to perform regular duties. Duration of the disability is to be medically determined. No supervisor should compel an employee to return to work without a medical release. Employees who utilize leave for pregnancy should suffer no penalty, retaliation or other discrimination. If a tenure track faculty member takes pregnancy leave, the probationary period prior to a tenure decision may be extended for one year at the written request of the faculty member with the approval of the academic unit, dean and provost.