Maternity/Pregnancy Leave
Clerical Union Employees | Human Resources

Information from this section comes directly from the clerical union contract. View the entire document (PDF, 101K).

Except where otherwise noted in this Article, a copy of the request for leave, approved by the supervisor, must be submitted to the Office of Human Resources. The reason for leave must be included in the request. When at all possible to do so, a written request for any leave of absence will be provided by the employee at least two (2) weeks prior to the start of the leave. When at all possible to do so, extension of leave must be requested in writing at least two (2) weeks before the leave is scheduled to end. Unless otherwise noted, employees on leave must pay the employee contributions/premiums for fringe benefits they wish to continue.

Section 2. Maternity Leave

A. A maternity leave shall be without pay and without loss of seniority. The qualified leave will automatically be granted as follows:

• 4 months leave of absence if employed for less than one (1) year
• 6 months leave of absence if employed for one (1) year, but less than (5) years
• 12 months leave of absence if employed for five (5) years or more.

If additional time off is needed due to medical or other extenuating circumstances, at least two (2) weeks prior to the expected date of return, the employee must submit a written request to her supervisor. The reasons for the extension must be stated in the request. All medical reasons must be verified by a physician’s statement provided to Human Resources.

B. Upon submission of the required attending physician’s documentation to the Associate Director of Human Resources pregnancy will be treated as any other sickness and will be treated also as any other sick leave for purposes of compensation. A sick leave will be granted for the period the employee is physically incapable of performing her job duties due to pregnancy.

A pregnant employee who otherwise qualifies and provides sufficient proof of disability will be eligible for the benefits specified in Article XI, Sections 4 and 5. It is understood that the existence of a pregnancy may qualify an employee for a maternity leave but may not justify disability payments. The essential test of disability payments is whether the employee's medical/physical condition results in her being physically unable to perform her job functions.

C. An employee returning from a maternity leave or extended maternity leave must give at least two (2) weeks’ notice to Human Resources. Should an employee desire to return sooner than the original requested date of return, the employee shall give notice to the supervisor in writing. The supervisor shall consider the request and inform the employee of the earliest possible date of return. Upon return from a maternity leave, either earlier or at the time designated, the employee shall return to the same job. In the event the employee’s job has been abolished, Article III, Section 7 shall apply. A doctor’s statement authorizing return to work must be provided to Human Resources before an employee returns to work.

D. The Union and the University agree to comply with all federal and state rules and regulations regarding pregnancy leaves and will adopt any changes directed by either the state or federal government which differ from any of the provisions of Article X, Section 2, and make such changes a part of the Contract.

Section 6. Payment of Insurance Premiums While On Leave of Absence

A. The University will pay the life, disability, and its share of medical insurance premiums, as specified under Article XI, Section 2, for employees on maternity, paternity, and sick leave for a period of up to four (4) months after the leave begins.

B. The University will not be obligated to either pay or continue insurance benefits for an employee who is on any leave(s) longer than one (1) year.

C. For those employees for whom the University is continuing insurance benefits on a reimbursement basis, the employee agrees to reimburse the University for the premium(s) no later than the 10th of the month for which the premium(s) is applicable. Failure to make such payment in a timely manner will eliminate any obligation by the University to continue the employee’s insurance coverage(s) effective with the month for which payment is not received on a timely basis.

Human Resources | Benefits | Clerical Union Employees