I. Leaves of Absence*

In recognition that leaves of absence can be highly beneficial for the continued professional growth and development of its faculty, Colgate University provides a number of such opportunities as outlined below:

1. Junior Faculty Leave Program Since the spring of 1979, Colgate has supported leaves, designed to provide junior faculty in the tenure stream and in Category I appointments with the opportunity to pursue full-time research for one term at their normal salary. As of academic year 1986–87, a two-course leave has been granted automatically upon successful passage of the third-year comprehensive (or the fourth year review for Category I faculty) review. A description of the research to be carried out, the methods to be applied, and the location of the research should be included in the candidate’s personal statement in the third-year review dossier. Leaves will normally be taken during the fourth or fifth year of teaching at Colgate.

The Junior Faculty Leave Program is administered by the Office of the Dean of the Faculty. Departments of successful applicants will receive funds to staff the two courses which would have been taught by the faculty member granted leave, if such replacement staff is needed. Although the normal leave period is a spring or fall term, it is also permissible to arrange a course reduction each term if it facilitates proposed research and if the department chair approves. Candidates may also arrange to take a full year’s leave at 40% pay. There is an expectation that individuals taking a Junior Faculty Leave will return for at least a year of continued full-time service at Colgate.

2. Leaves of Absence Without Pay Colgate faculty members often compete successfully for grants and fellowships from foundations and government agencies such as the National Endowment for the Humanities and the National Science Foundation. The University will continue to grant scholarly leaves of absence without pay for periods up to one year, so long as the leaves are compatible with the staffing needs of the departments and the University as a whole. Faculty members who wish to apply for a leave of absence without pay should first discuss it with their department chair, who will forward the request with a recommendation to the division director and the Dean’s Advisory Council. An application for a leave of absence without pay should be made as early as possible, in order that arrangements can be made for replacing the faculty member while is on leave.

The following policies apply to the provisions of benefits for faculty on leave of absence without pay:

a. Faculty members who are on a leave without pay to perform scholarly activities and who have received salary support for those activities in the form of a grant from an external agency (not an external employer) will continue to have premiums for life insurance and their own medical insurance paid by Colgate for up to one year if the grant does not allow such benefits to be claimed and if the grant awarded for salary exceeds $10,000 per year.

b. Faculty members who are on a leave without pay to perform scholarly activities and who do not have grant support for their salaries may apply to the Colgate Research Council for a grant to pay the premiums of their Colgate life insurance and personal medical insurance policies. The Research Council will assess each case on the merits of the scholarly proposal, just as it does in the consideration of each major grant application.

c. Except for the above provisions, faculty members will not receive benefits from the University while on a leave of absence without pay. If they wish, they may make other arrangements for themselves and their families with the Human Resources Department by continuing payments through the University at their own expense.

Normally, no leave of absence will be extended beyond two years. Scholarly leaves of absence for one year or less will count as part of the probationary period unless the individual and the institution agree in writing to an exception to this provision at the time leave is granted.¹

3. Family and Medical Leaves²

a. Federal Law The 1993 Family and Medical Leave Act (FMLA) makes it possible for eligible faculty to take unpaid family or medical leave of up to 12 weeks in any 12 month period. Common reasons for FMLA include:

• • the birth of a child or the placement of a child with the faculty member either through adoption or foster care;
  • the care of the faculty member’s spouse,15 own parent, or child who has a serious health condition requiring either inpatient care or continuing care by a health care provider; or,
  • a serious health condition of the faculty member.

Footnotes

* While on leave, faculty may not receive salary or supplemental payments from Colgate when the total compensation, including compensation from fellowships or other such sources, exceeds the individual’s approved Colgate salary. Additional funds for research, travel, or other expenses may be accepted, but the dean’s specific approval is needed for any income that affects taxable income. Faculty should submit a leave request in the fall of the previous academic year, in anticipation of receiving a junior or senior faculty leave. The purpose of this is to better project staffing requirements  for the following year. A faculty member’s request for a leave (e.g., without pay, sabbatical, accelerated, junior, senior, research) shall be approved  for no more than two years in a row. No more than a total of three years out of seven may be spent on leave.

¹ See Chapter III, Section C.3. for an updated procedure on the timing of tenure review after certain leaves.