1. Leave is a privilege, not a right. Eligibility for a leave according to the policies spelled out below does not in itself constitute entitlement to that leave. No leave will be granted without the approval of the Provost and the applicable department or program chair (in the Faculty of Arts and Sciences) or dean (in the professional schools). A leave generally will be granted only if the Provost and the department or program chair, or dean, are assured that the leave will not have adverse effects on department's, program's or school's teaching, research program, or clincial or administrative responsibilities; except that Morse Fellowships, Junior Faculty Fellowships, and Associate Professor Leaves—where the benefit to the faculty member is paramount—will not be disallowed or delayed by reason of adverse effect on the department, program, or school. A faculty member may be denied a leave if, during the period since the initial appointment or the prior leave, he or she has not adequately met his or her responsibilities to teaching, research, clinical work, and administrative service. Faculty members are expected to remain on campus and teach during all semesters when not on an approved leave; scheduling teaching overloads during one semester to create a "de facto" leave during another semester is not allowed without prior approval of the Provost. University leave policies incorporate the rights provided to employees under both federal and state Family Medical Leave Acts.
2. A faculty member requesting a leave must submit a formal application in accordance with the regulations and deadlines established by his or her particular school. All applications for a research leave should include a full description of the faculty member's plans for the leave.
3. Those granted leave will be relieved of all teaching and administrative duties, except that ordinarily they will be required to continue supervision of dissertations.
4. The period of a full-year leave is defined as the academic year during which faculty members are otherwise expected to meet their institutional responsibilities. In the case of a semester's leave, the period of leave is one-half of the academic year. (Leave periods in the Schools of Medicine and Nursing are exceptions to this rule.) The normal requirement that a full-year leave be taken within a single academic year may be altered occasionally to permit such a leave to be taken during successive terms in the same calendar year.
5. The maximum period of a leave is one academic year, whether the leave is taken within a single academic year or divided between two successive academic years. One full year of teaching in residence must precede any leave, paid or unpaid. The normal expectation is that a faculty member who has had a leave of any kind will return to Yale for a full year of teaching. This expectation does not apply to a tenured faculty member who retires at the end of a scheduled leave or a non-tenured faculty member who has been granted permission to take a leave for which he or she is eligible in the final year of appointment.
6. In special circumstances and with specific approval by the Corporation a second consecutive leave may be granted, typically in connection with a leave for public or military service (see C.2 below) such that the total period of absence exceeds one academic year. The total period of consecutive leaves is extended beyond two academic years only in the most exceptional circumstances, such as when required by law or for a public service leave deemed to be in the national interest.
7. No member of a University faculty may be on leave, whether paid or unpaid, more than four semesters in a seven-year period unless required by law. Absence from the University in excess of this limit is inconsistent with the teaching and University service expectations of a full-time member of the faculty. Exceptions to this policy will be considered when a faculty member has had one or more semesters of leave for reasons such as child rearing, caregiving, or public service, including leaves for military service. Teaching relief for child rearing or for a short-term medical disability is not considered a leave.
8. The calculation of the terms of appointment, maximum time in a particular rank, and maximum time in the combined non-tenure ladder ranks includes all leaves, with or without Yale salary, except Child Rearing Leaves, Caregiver's Leaves of at least six weeks, and leaves granted for public service. For these leaves and when a member of the faculty experiences a short-term medical disability of at least six weeks or has been granted teaching relief for child rearing, extensions in the terms of appointment and time in rank will typically also be granted. See D below for policies regarding these leaves and teaching relief for child rearing. See Section III.F above for policies governing maximum time in non-tenure ladder ranks and Section XXI.E below for policies governing short-term medical disability.
9. With the agreement of the Provost, faculty members may change from one leave option to another provided that the criteria for the type of leave which is to be taken are met, and that the change is effective for the entire period (a semester or an academic year) for which the leave is taken.
10. Leaves of absence with reduced Yale salary or without Yale salary affect certain fringe benefits. Members of the faculty who are on leave with less than full salary paid by Yale should check with the Benefits Office.
11. Members of the faculty who are not eligible for a paid leave and who are awarded an outside fellowship may apply for an unpaid leave, but they will normally not be eligible to receive supplemental salary from the University. See C below for policies governing unpaid leaves.
1. Leave is a privilege, not a right, and . Eligibility for a leave according to the policies spelled out below does not in itself constitute entitlement to that leave. No leave will be granted without the approval of the Provost and the applicable department or program chair (in the Faculty of Arts and Sciences) or dean (in the professional schools). A leave generally will be granted only when the dean or Provost is if the Provost and the department or program chair, or dean, are assured that the leave will not have adverse effects on department's, program's or school's teaching, research program, or clincial or administrative responsibilities, clinical responsibilities, or research. ; except that Morse Fellowships, Junior Faculty Fellowships, and Associate Professor Leaves—where the benefit to the faculty member is paramount—will not be disallowed or delayed by reason of adverse effect on the department, program, or school. A faculty member may be denied a leave if, during the period since the initial appointment or the prior leave, he or she has not adequately met his or her responsibilities to teaching, research, clinical work, and administrative service. Faculty members are expected to remain on campus and teach during all semesters when not on an approved leave; scheduling teaching overloads during one semester to create a "de facto" leave during another semester is not allowed without prior approval of the Provost. University leave policies incorporate the rights provided to employees under both federal and state Family Medical Leave Acts.
Eligibility for a leave according to the policies spelled out below does not in itself constitute entitlement to that leave. Leaves are granted only after 2. A faculty member requesting a leave must submit a formal application in accordance with the regulations and deadlines established by the his or her particular school. 2. All applications for a research leave should include a full description of the faculty member's plans for the leave.
3. Those granted leave will be relieved of all teaching and administrative duties, except that ordinarily they will be required to continue supervision of dissertations.
34. The period of a full-year leave is defined as the nine-month academic year during which faculty members are otherwise expected to meet their institutional responsibilities. In the case of a semester's leave, the period of leave is one-half of the nine-month academic year. (Leave periods in the Schools of Medicine and Nursing are exceptions to this rule.) The normal requirement that a ninefull-month year leave be taken within a single academic year may be altered occasionally to permit such a leave for that period to be taken over a during successive terms in the same calendar year.
45. The maximum period of a leave is one academic year, whether the leave is taken within a single academic year or divided between two successive academic years. One full year of teaching in residence must precede any leave, paid or unpaid. The normal expectation is that a faculty member who has had a leave of any kind will return to Yale for a full year of teaching. This expectation does not apply to a tenured faculty member who retires at the end of a scheduled leave or a non-tenured faculty member who has been granted permission to take a leave for which he or she is eligible in the final year of appointment.
56. In special circumstances and with specific approval by the Corporation a second consecutive leave may be granted, typically in connection with a leave for public or military service (see C.2 below) such that the total period of absence exceeds one academic year. The total period of consecutive leaves is extended beyond two academic years only in the most exceptional circumstances, such as when required by law or for a public service leave deemed to be in the national interest.
6 7. No member of a University faculty may be on leave, whether paid or unpaid, more than four semesters in a seven-year period unless required by law. Absence from the University in excess of this limit is inconsistent with the teaching and University service expectations of a full-time member of the faculty. Exceptions to this policy will be granted considered when a faculty member has had one or more semesters of leave for reasons such as child rearing, caregiving, or public service, including leaves for military service. Teaching relief for child rearing or for a short-term medical disability is not considered a leave.
78. The calculation of the terms of appointment, maximum time in a particular rank, and maximum time in the combined non-tenure ladder ranks includes all leaves, with or without Yale salary, except Child Rearing Leaves, Caregiver's Leaves of at least six weeks, and leaves granted for public service. For these leaves and when a member of the faculty experiences a short-term medical disability of at least six weeks or has been granted teaching relief for child rearing, extensions in the terms of appointment and time in rank will typically also be granted. See D below for policies regarding these leaves and teaching relief for child rearing. See Section III.F above for policies governing maximum time in non-tenure ladder ranks and Section XXI.E below for policies governing short-term medical disability.
89. With the agreement of the Provost, faculty members may change from one leave option to another provided that the criteria for the type of leave which is to be taken are met, and that the change is effective for the entire period (a semester or an academic year) for which the leave is taken.
910. Leaves of absence with reduced Yale salary or without Yale salary affect certain fringe benefits. Members of the faculty who are on leave with less than full salary paid by Yale should check with the Benefits Office.
1011. Members of the faculty who are not eligible for a paid leave and who are awarded an outside fellowship may apply for an unpaid leave, but they will normally not be eligible to receive supplemental salary from the University. See C below for policies governing unpaid leaves.
