The University of Montana-Missoula has work-life policies that promote the diversity, productivity, and success of the faculty. Exercising these options will not negatively affect a faculty member’s ability to obtain tenure.

In response to President Carothers’ request for a revised policy regarding parental leave, a review of relevant literature, existing URI policies, and policies at other universities was conducted during academic year 2003-2004. This document summarizes the results of that research, outlining several research-based recommendations for creation of the new policy.

“This page provides general information about processing leave requests that may be covered by the FMLA or FCA. Detailed processing instructions for leave requests that may be covered by the FCA and/or FMLA fall into one of the following categories: 1. Leave because of a personal health condition. This includes any health care provider appointments because of pregnancy or inability to work for pregnancy related reasons. 2. Leave to care for a family member with a serious health condition. 3. Leave to care f

A Transition Faculty Research Award is available to sponsor research and scholarship activities that will enhance the professional growth of non-tenure-track (transition) women faculty leading to their promotion. Awards supporting research in the area of a faculty member's specialization as well as scholarly work on issues of gender equity in the academy will be considered. At this level, an award of up to $7,500 will be made and require a match of 50% from the department and/or school.

This booklet on family leave covers resource information, types of leave, tenure extension, the philosophical framework, provisions and guidelines.

In response to President Carothers’ request for a revised policy regarding parental leave, a review of relevant literature, existing URI policies, and policies at other universities was conducted during academic year 2003-2004. This document summarizes the results of that research, outlining several research-based recommendations for creation of the new policy.

At some time or other, most University employees will be faced with the difficulty of balancing the needs of family with the needs of work. Childbirth, adoption, child care and caring for ill children, spouses, partners and parents are some of the family issues you may encounter. It is the...

The Parental Leave Policy for AAUP faculty was adopted in January 2005

In response to President Carothers’ request for a revised policy regarding parental leave, a review of relevant literature, existing URI policies, and policies at other universities was conducted during academic year 2003-2004. This document summarizes the results of that research, outlining several research-based recommendations for creation of the new policy.

These are some of the UAB policies regarding absences and leaves. For a complete listing of all employment policies, please visit the UAB Human Resource Management Web site.

Guidelines, Philosophical Framework, AAUP Contract Provisions

Each academic year, faculty are given 15 sick days, up to a maximum of 120 days. A Sick Leave Bank is available to faculty members who need time beyond this allotment. All AAUP faculty members are automatically enrolled to donate one sick day per year to the Bank, effective October 1 of each year.

The following Frequently Asked Questions are intended to address topics of general interest to faculty at the University of Maryland at College Park. For further information about the University of Maryland ADVANCE Program for Inclusive Excellence and our activities, please see our website at: www.advance.umd.edu

The P.C. Rossin College of Engineering and Applied Science will be counted among sponsoring organizations of the upcoming Women’s International Research Engineering summit, to be held in Orlando, Florida at the end of March 2011. The WIRES summits are international summits for women who are interested in pursuing international collaborative researching opportunities.

This PowerPoint presentation presents findings of RIT's self-study across colleges with STEM departments to collect and analyze data on the factors that women seek in an academic position and determine how well RIT provides (or fails to provide) for these through climate study activities, policy benchmarking, and objective data review.