The University of Washington has developed policies which assist faculty women and men who become parents or are needed to care for a family member. It is the goal of the University of Washington that each faculty member understands these policies and feels free to exercise them fully with no adverse effect on her or his academic career.
Please see the UW Leave Comparison Chart in the tools and forms section for a printable matrix of medical and family leaves available to faculty and academic staff.
The University has adopted a broader, more inclusive definition of family member than the definition provided by either the FMLA or FCA. The University's definition is:
The University recognizes that under special circumstances, such as care for new infants, faculty women and men must devote extraordinary efforts to their family responsibilities which may significantly detract from their research and academic capabilities. Even if the faculty member continues to work full time, efforts normally devoted to scholarship may necessarily be reduced by these new family responsibilities. In recognition of these family obligations, the University has developed several programs to stop temporarily the tenure clock.
When a faculty member takes a leave of absence without salary at 50% or more and for six months or longer, the year in which the leave is taken is not counted as a year towards mandatory tenure review.
In the situation where a faculty member becomes a parent but chooses to take less than six months leave, or when other family care responsibilities have interrupted the regular dedication to teaching or scholarship, she or he may request the year in which this occurs not count as a year towards the mandatory tenure review. The faculty member who wishes a year be waived on the tenure clock may apply through her or his department chair or program director and dean/chancellor to the Provost. Please contact Academic Human Resources for additional information, 206-543-5630 or email at: email@example.com