UC Irvine’s Family Friendly Policy is intended to assist academic appointees in balancing the needs of work and family. Here are the four types of Family Friendly Policies that are available to academic appointees:
- Childbearing Leave (APM 760-25)
- Active Service-Modified Duties (APM 760-28)
- Parental Leave (APM 760-27)
- Stopping the clock for the care of a child or children (APM 760-30 & APM 133-17)
SUMMARY OF CHILDBEARING AND CHILDREARING LEAVE POLICY
| Type | Childbearing Leave | Active Service - Modified Duties | Parental Bonding Leave Parental Leave | Childrearing Stop the Clock |
|---|---|---|---|---|
| Pay Status | May be with or without salary | Normal salary | Without salary Pay for Family Care and Bonding 2 | Normal salary |
| University Duties | None | Modified | None | Normal duties |
| Time to Count Toward Sabbatical If Employee Is Eligible | See APM 760-35-d | Yes | No | Yes |
| Time to Count Toward 8-yr. Clock* | No, if leave equal to or greater than one quarter, time is automatically excluded | Yes | No, if leave equal to or greater than one quarter, time is automatically excluded | Maximum of two years total extension 3 |
| Duration/Limitations | Normally up to 8 weeks | Combined total of Act. Serv./Mod. Duties plus Childbearing not to exceed 3 qtrs. for each birth or adoption | FML - up to 12 work weeks | This, combined with any of the above exclusions/extensions, may not exceed one year for each birth or adoption |
| Primary (50% or more) Responsibility Required | No | Yes | No | Yes |
1 Periods less than one full year may not affect the tenure/promotion review date.
2 Effective July 1, 2021, PFCB provides a pay option for block leave taken in minimum one workweek block increments for family and medical leave (FML) qualifying reasons (APP 7-45).
3 Third Year COVID Stop the Clock request by exception.