Family Friendly Policies
Graduate Assistant Parental Leave: Qualifying graduate assistants can receive up to 6 weeks of paid leave with continued benefits.
Paid Parental Leave: UA offers six weeks of paid leave to UA employees upon the birth or adoption of a child. You must be fully benefits-eligible and employed by the UA for at least 12 continuous months prior to the leave. You can use this leave to work intermittently or part-time, as prearranged with your supervisor. This leave is designed to run concurrently with Family and Medical Leave and does not extend the 12-week Family and Medical Leave period.
Nondiscrimination and Anti-Harassment Policy: The University prohibits discrimination and harassment based on sex (among other protected classes), which extends to pregnancy discrimination. Acting as neutral fact-finders, the Office of Institutional Equity (OIE) leads efforts to uphold this Policy and its goals for our community.If you believe you are being discriminated against, please contact OIE for a confidential consultation.
Promotion Clock Delays: Tenure-track and continuing-eligible appointed personnel may request a delay in a promotion review due to circumstances such as the birth or adoption of a child, their own or a family member’s health issues, or bereavement.
Temporary Alternative Duty Assignment: Fully benefits-eligible UA employees may request a period of up to 16 weeks during which they temporarily perform modified duties to facilitate their remaining actively employed at the UA during the birth or adoption of a child, or their own or a family member’s health issues. TADA is in addition to, not a substitute for, Family and Medical Leave.
Personal Leave (classified staff) or Extended Leave (appointed personnel): At your supervisor’s discretion, these University unpaid leaves may be available to you if you do not qualify for federal Family and Medical Leave.
Family and Medical Leave: The federal Family and Medical Leave Act (FMLA) offers employees (including graduate assistants) 12 weeks of unpaid, job-protected leave for the addition of a child to your family, your own serious health condition, or the need to provide care to a family member. You can use FMLA leave for a medical condition during pregnancy, to bond when you bring a new child into your home, or to care for a seriously ill family member.
- You can take intermittent or part-time leave totaling 12 weeks, instead of a full-time leave.
- The FMLA guarantees your right to family leave “without interference or restraint from” your employer.
- You have the right to continue your group health insurance during FMLA leave under the same terms and conditions as if you had not taken leave.
- You have the right to be restored to the same or an equivalent position at the end of the FMLA leave.
- UA recommends that you submit FMLA paperwork 30 days in advance of the day you expect to start your leave. You can adjust your leave start date later, when your child actually arrives.
Pregnancy Discrimination Act of 1978 (PDA): This act expands the 1964 Civil Rights Act by expressly prohibiting pregnancy-related discrimination in all aspects of employment, including hiring, firing, promotion, pay, and other employment benefits.
- US Equal Employment Opportunity Commission Pregnancy Discrimination Facts
- The American Association of University Women Know Your Rights page
Title IX: This law forbids sex discrimination in all university student services and academic programs, as well as in university employment and recruitment. Specifically, Title IX prohibits educational institutions from discriminating against students based on pregnancy, childbirth, false pregnancy, termination of pregnancy, or recovery from any of these conditions. It also prohibits schools from applying any rule related to a student's parental, family, or marital status that treats students differently based on their sex. For more information about how Title IX protects pregnant and parenting students and employees, click here.