Medical disability due to these conditions shall be considered as any other disability for full-time faculty and teaching and research administrators regardless of the marital status of the individual. The granting of leave under this policy shall not be a factor in decisions related to merit pay, tenure, or promotion. Individuals on maternity leave shall be released from all University responsibilities. Such individual shall not be expected to find a replacement or to contribute to committee work. Replacement personnel, when needed, are to be appropriately compensated.
Telephone calls are to be made to the individual on maternity leave at mutually agreeable times.
The expectant full-time faculty member or teaching and research administrator shall provide her supervisor with a physician's statement estimating date of delivery, date agreed upon to cease work, and estimated date of return to work. This statement should be submitted to the supervisor at least 90 days prior to the date to cease work in order to allow sufficient time for a replacement to be secured. Should any of these dates change, an additional statement from the physician should be secured and given to the supervisor. Only that portion of the absence certified as medically disabling by the physician shall be covered by paid maternity leave. Full-time male faculty and teaching and research administrators may be granted one week of paid leave following the birth of a child.