Leave Policies and Details

Tulane University is committed to supporting families and promoting a healthy work-life balance through its Parental Leave Policy. This policy provides time off for eligible employees to care for a newborn or newly adopted child, fostering a supportive environment for parents.

For Staff

Tulane’s Staff Parental Leave Policy offers:

• Eligibility: Available to Tulane staff, administrators, librarians, and postdoctoral fellows who are biological or adoptive parents. Both parents are eligible if employed by Tulane.
• Duration: Parental leave is granted for the care of a biological or adopted child under the age of 17.
• Exclusions: Temporary employees are not eligible for this benefit.

For more details, refer to the Staff Handbook Parental Leave Policy.

For Faculty

The Faculty Parental Leave Policy provides:

• Duration: Six weeks of paid leave for full-time faculty in connection with the birth, adoption, or acceptance of a child into foster care.
• Scheduling: Faculty can choose a semester without teaching assignments within six months of the event. In the School of Medicine, leave schedules must be negotiated with department chairs and deans.
• Coordination: Paid parental leave runs concurrently with other leave benefits, including FMLA and maternity-related disability benefits, to provide full pay for up to six weeks.

For complete guidelines, refer to the Faculty Handbook Parental Leave Policy.

How to Apply

Eligible staff and faculty must coordinate their leave with Tulane’s Office of Human Resources and submit required documentation to be placed on official FMLA leave.

Tulane University provides Pregnancy Leave to support employees during pregnancy, childbirth, and related medical conditions. This leave ensures a reasonable period of time off for employees who are medically disabled due to pregnancy or childbirth.

Key Details
 

• Duration: Standard leave is six weeks. Extensions may be requested if medically necessary, up to a maximum of four months.
• Concurrent Leave: Pregnancy Leave runs concurrently with Family and Medical Leave (FMLA) and Parental Leave when applicable.
• Compensation: Employees must use accrued sick and vacation leave during Pregnancy Leave. Once paid leave is exhausted, the remainder of the leave is unpaid.
• Health Coverage: Employees may continue group health plan coverage during Pregnancy Leave by paying their share of premiums.

How to Apply

1. Notify your supervisor and the Office of Human Resources and Institutional Equity when requesting leave.
2. Submit medical certification to support your Pregnancy Leave request. Additional information may be requested if necessary.
3. Provide a medical certification of fitness to return to work upon the end of your leave.

Returning to Work

Upon returning from Pregnancy Leave (within the four-month period), employees will be reinstated to their former position without a break in service or benefits, unless otherwise required by law.

For more details, refer to the Staff Handbook Pregnancy Leave Policy.

Tulane University provides unpaid, job-protected leave under the Family and Medical Leave Act (FMLA) to eligible employees for qualified family and medical reasons.

• Bonding with a newborn, adopted, or foster child
• Caring for a spouse, child, or parent with a serious health condition
• Managing the employee’s own serious health condition
• Addressing qualifying exigencies related to military service

For eligibility requirements and detailed policies, refer to the FMLA Policy in the Staff Handbook.

Tulane University proudly supports employees who serve as reservists or guard members in the uniformed services, as defined by the Uniformed Services Employment and Reemployment Rights Act (USERRA). This includes the Armed Forces, the Army National Guard, the Air National Guard, and other uniformed service categories recognized under USERRA.

Key Details
 

• Pay Differential:
  • Employees recalled to active duty may receive a pay differential for up to 30 days. This ensures no loss of earnings by covering the difference between University pay and uniformed service pay, including entitlements and allowances.
  • To receive this benefit, submit a written request and a copy of your Leave and Earnings Statement to the Office of Human Resources and Institutional Equity.
• Accrual and Benefits During Leave:
  • Vacation and sick time continue to accrue during the 30-day Military Leave period.
  • Employees remain enrolled in University benefits during this time.
     

Extended Military Leave

For active duty exceeding 30 days:

• Employees may request an Extended Military Leave of Absence.
• Health coverage can continue under Tulane’s group health plans, with employees responsible for their share of premiums.
• Re-employment rights and benefits are guaranteed under USERRA, provided:
  • Advance notice of the service was given.
  • The cumulative service length does not exceed USERRA’s maximum.
  • Re-application for employment occurs within the prescribed deadlines.
  • The employee was honorably discharged.

Upon return, Tulane will make reasonable efforts to restore employees to their former or a comparable position and provide benefits as if the employee had remained actively employed.

How to Apply

Notify your supervisor and the Office of Human Resources and Institutional Equity as soon as possible to request Military Leave. Documentation is required for all leave requests.

For full policy details, refer to the Military Leave Policy in the Staff Handbook.

Tulane University offers Pre-Retirement Leave to eligible employees, providing a transition period before full retirement while maintaining health insurance coverage.

Eligibility

Employees are eligible for Pre-Retirement Leave if they:

• Are at least 62 years old
• Have completed at least 15 years of continuous service with the University
   

Key Details
 

• Duration: Employees may take up to 18 months of unpaid leave.
• Health Insurance:
  • Coverage for employees and eligible dependents remains available during the leave.
  • The employee is responsible for 100% of the premium costs.
  • Coverage continues until the employee becomes eligible for Medicare.
• Post-Leave:
  • Employment is terminated at the end of the leave.
  • Employees and their eligible dependents become eligible for COBRA benefits.
     

How to Apply

Employees interested in Pre-Retirement Leave should contact the Office of Human Resources and Institutional Equity for more information and guidance.

For full policy details, refer to the Pre-Retirement Leave Policy in the Staff Handbook.