1. Family-Friendly Policies Focus: Policies at Wesleyan and some of its Peer Institutions

2. Wesleyan’s Parental Leave Policy (in place essentially since 1983) A full-time, tenured/tenure-track faculty member or a full-time adjunct faculty member on the instructional budget and on a multiyear contract may take a one-semester full parental leave with two-thirds salary without loss of benefits or status, or, if she or he prefers, may take a partial parental leave by teaching a reduced load of at least one full course for a semester at full salary without loss of benefits or status. The latter option counts as a semester of service towards the accrual of sabbatical eligibility, the former does not. This parental leave policy is available to men and women and to the parents of adopted children as well as children born to the parents. If both parents (or domestic partners as defined by University benefits policies) are eligible for a faculty parental leave benefit, they may either share one parental leave or designate one to take it. If one of the parents or domestic partners is a Wesleyan staff member, they may either share one leave or designate one to take the leave for which the faculty or staff member is eligible. The details for sharing a faculty and a staff parental leave must be approved by the Office of Academic Affairs.

3. The leave will normally be taken the semester in which the birth or adoption occurs or the semester immediately after. If a child is born or adopted between semesters, the leave may be taken the semester immediately after. In certain unusual circumstances, faculty members who intend to take a partial parental leave may fulfill their teaching obligation for that leave by offering the scheduled course in the semester prior to or after their parental leave. As per the university's policy on teaching loads, if enrollment in such courses is fewer than five students, the course will not be credited to the instructor's teaching load, and the instructor will be expected to make up the deficit in a later semester. This option may be taken only if it can be shown to be in the best interests of the department or program as well as that of the faculty member. Faculty who avail themselves of this option must be available for other university responsibilities during the parental leave semester as is normally the case for faculty on partial parental leaves. Approval for this option has to be obtained in advance from the Office of Academic Affairs. Wesleyan’s Policy, continued

4. This policy is flexible on the question of whether the leave semester must count toward the canonical time for a tenure or promotion decision. If the parental leave concludes before a faculty member submits his or her dossier to the department for a tenure decision, the faculty member has until the end of the leave (but no later) to declare whether the semester’s full or partial leave will count or not as a semester toward her or his probationary tenure period. If the faculty member decides to count the leave semester toward the probationary period or if a leave is not taken, the appointment contract and the schedule for personnel decisions are not affected. If the faculty member decides not to count the semester toward her or his probationary period, the leave will have the effect of extending the appointment contract and the canonical time of personnel decisions for nontenured faculty. If the parental leave concludes after a faculty member submits his or her dossier to the department for a tenure decision, the schedule for the tenure decision is unaffected, and the faculty member must have the support of both the department and the vice president for academic affairs for the contract to be extended. […]

5. Faculty Parental Leave Duration of Leave Compensation Who can take it? Wesleyan 1 semester full leave or reduced teaching load with committee work 2/3 salary for full leave, full salary for partial leave Mothers/Fathers of children born to or adopted by parents Bowdoin 1 semester full leave or 1 year reduced teaching Full pay Mothers/Fathers of children born to or adopted by parents Brown 1 semester Unpaid (option: pre- or postpone teaching), 6 weeks paid sick leave for birth mothers Mothers/Fathers of children born to or adopted by parents Dartmouth 1 term (out of three), annual teaching cut in half Full pay Birth mothers of newly born children Middlebury 1 semester relief of teaching, 6 weeks relief of committee work Full pay (alternative: full leave at half pay) Mothers/Fathers of children born to or adopted by parents

6. Duration of Leave Compensation Who can take it? Pomona 1 semester at reduced teaching load or 1 semester full leave Full salary for reduced load. For full leave you pay back 10% of salary to hire temporary instructor. Mothers or fathers of children born to or adopted by parents Tufts 12 weeks, extendable upon request Full pay for 12 weeks, unpaid afterwards Birth mothers of newborn children Williams 1 semester 1 course release or more; full leave for birth mothers Full pay for birth mothers. Others: full pay for 1 course release or reduced pay for add. courses bought back Mother or fathers of children born to or adopted by parents Yale 1 semester Full pay Mothers or fathers of children born to or adopted by parents Faculty Parental Leave

7. Tenure Clock Wesleyan 1 semester tenure clock extension per leave upon request Bowdoin Automatic 1 semester tenure clock extension per child for each parent of new child (independent of leave taken); 1 semester plays out as 1 year Brown? Dartmouth 1 year tenure clock extension for primary care givers, independent of leave taken. Middlebury Automatic 1 semester tenure clock extension per leave unless otherwise requested Pomona Tenure clock can be slowed down at the request of the faculty member if parental leave has been taken Tufts 1 year tenure clock extension upon request after birth or adoption Williams 1 year tenure clock extension per leave upon request Yale 1 year extension of appointment upon request if parental leave has been taken, or 1 semester for each parent

8. Further Developments – Less Expensive Place available policies in easily accessible and easily recognized site. Small re-entry grants to faculty returning from parental leave; for example $1500 per year for two years to finance research- related travel and visitors. Automatic 1-year tenure clock extension, with possibility to opt out upon request.

9. Less Expensive, continued Encouragement for departments to plan committee meetings during typical elementary school hours (for example: lunch-time meetings).

10. Further Developments – More Expensive Change parental leave policy to 1 semester leave at full pay. Option of one-course reduction at full pay, taken over two consecutive semesters around birth. Other options. Key: Flexibility to adapt to personal circumstances. A parental leave policy for graduate students (see e.g. Dartmouth, Yale).

11. More Expensive - continued Expanded on-campus, high-quality, affordable childcare. On call childcare. Allowance to take small children to conferences. Spousal hiring policy. E.g. Yale policy Partially subsidized dependent care leave (recall: Family and Medical Leave Act, see http://www.dol.gov/esa/whd/fmla/ ). http://www.dol.gov/esa/whd/fmla/