Task Force Recommendation for Faculty Advancement

AWA Themes

WorkLife Faculty Liaison

Recommendation

Status

14.

APPOINT FACULTY WORK-LIFE LIAISON

The Faculty Liaison will report to the Provost and advise the WorkLife Resource Center on matters having to do with faculty work-life issues and will provide information and support to incoming and existing faculty.

 

Update

Position has not been funded due to budget priorities of 2009 to present. Reevaluate ongoing feasibility of this recommendation.

Not Addressed

14.1

LINKAGE TO THE FACULTY LIFE COURSE

 

In connection with the Emory WorkLife Resource Center Advisory Board, the Faculty Council’s Faculty Life Course Committee advises the Provost, WLRC, and interested faculty members on recruitment, tenure, promotion, and retention policies.

 

Update

Past and present chairs of the Faculty Life Course Committee are members of the WorkLife Advisory Group. More should be done to strengthen the relationship between the faculty and staff aspects of work-life

Addressed/Ongoing

14.2

NONTENURE TRACK ADVISORY GROUP

Create an advisory group of non tenure-track faculty to explore additional work-life policies.

 

Update

The Faculty Life Course Committee meets and reviews the WL needs of the nontenure track faculty; EWLRC could work closer with this group, as appropriate.

Not Addressed By EWLRC

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Terms of Appointment

Recommendation

Status

15.1

ENHANCE TENURE CLOCK EXTENSION

A tenure-track faculty member who becomes the parent of a child by birth or adoption is automatically granted a one-year extension of term by the Provost for each birth or adoption, upon notification by the dean. In keeping with current policy, additional extensions may be requested by the faculty member in unusual circumstances through the chair and dean.

 

Update

In March 2009, the Board of Trustees passed a resolution authorizing an automatic stoppage of the tenure clock for faculty who become parents through birth or adoption.

 

15.2

ENHANCE NONTENURE APPT POLICIES

Any full-time regular* (on multi-year appointment) member of the lecture-, research- or clinical-track who takes either a maternity or parental leave of at least six weeks is automatically granted an extension equivalent to one year of his or her current appointment (and, where relevant, the maximum time in that rank) by the Provost, upon notification by the dean. In keeping with current policy, additional extensions may be requested by the faculty member through the chair and dean.

Update

Pending review

 

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Maternity, Parental, and Family Leave Policies

Recommendation

Status

16.

STRENGTHEN FACULTY FAMILY LEAVE POLICIES

Validate and strengthen existing maternity, parental, and family leave policies for full-time regular faculty with the following implementation guidelines to provide consistent administration across academic units with appropriate levels of support. Under extraordinary circumstances, departments or units could seek one-time funding from the Provost’s Office.

Update

Pending review.

 

16.1

FACULTY MATERNITY LEAVE

One full semester (or its equivalent) of full relief from teaching, administration, service, and research responsibilities.

Update

Pending review.

 

16.1a

In keeping with current medical guidelines, maternity leave should include, at a minimum, eight weeks in connection with the delivery (for example, two weeks before delivery and six weeks afterward). Given the nature of the academic calendar, relief from teaching responsibilities normally includes the entire semester (or its equivalent).

 

Update

Pending review.

 

16.2

PARENTAL AND FAMILY LEAVE

Relief from teaching responsibilities for one full semester (or its equivalent) with full salary and benefits.

 

Update

Pending review.

 

16.2a

Consistent with current policy, paid leave shall consist of full relief from teaching responsibilities for one semester (or its equivalent) to be granted to any faculty member with primary care-giving responsibility who bears or adopts a child or whose spouse or same-sex domestic partner bears or adopts a child.

 

Update

Pending review.

 

16.2d

In addition, a faculty member who bears or adopts a child or whose spouse or same-sex domestic partner bears or adopts a child may also be also granted, upon request, an unpaid leave of up to one semester or, where feasible, a half load for two semesters (or its equivalent), occurring within the first year after the birth or adoption, for the purpose of the child’s care.

 

Update

Pending review.

 

16.2e

Consistent with the Family Medical Leave Act, a member of the faculty may take a leave of absence to care for a seriously ill partner, parent (natural, foster, adoptive, step-parent, or legal guardian), or child (natural, adopted, foster, stepchild, or legal ward) who is under 18 years of age or, if older, is unable to care for him or herself because of serious illness. To the extent feasible, deans should be encouraged to provide paid leave to faculty facing family illness or crisis

 

Update

Pending review

 

16.2f

Develop a Transitional Support Program (TSP) for tenure-track faculty that supports release time and funding for research personnel in a faculty member’s lab during a parental or family leave. The TSP would complement tenure clock extension.

 

Update

Pending review.

 

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Alternative Tenure-Track Options

Recommendation

Status

17.

DEVELOP ALTERNATIVE TENURE-TRACK OPTIONS

The Faculty WorkLife Liaison should work with the Faculty Life Course Committee to examine the possibility of offering flexible work arrangements for faculty who are interested in part-time options.

Update

Pending review.

 

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Dual Career Program

Recommendation

Status

18.

ESTABLISH A DUAL-CAREER PROGRAM

Establish a dual-career program for partner hires through the Emory WorkLife Resource Center and in consultation with the Office of the Provost that develops programs and systems to provide employment assistance for the partners of new faculty and staff.

Update

The Emory Search Group was assigned to design and deliver a comprehensive dual-career network model to address the need of employment assistance for trailing spouses or partners of new staff and faculty. Launched in fall 2010.

Complete

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School and Division Planning and Reports

Recommendation

Status

19.

DEVELOP REPORTING MECHANISMS

Each school and division shall report annually to the Provost’s Office regarding implementation of these policies, including specific instances in which requests under the policies have been granted or denied. Recognizing that there are departments and schools with distinctive issues, the Office of the Provost and the Emory WorkLife Resource Center shall work with each unit to develop appropriate implementation of these policies and programs.

Update

Pending review.

 

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