Academic Personnel Office

Childbearing leave is granted for the purpose of childbirth and recovery.  It usually lasts about 6 weeks but may be extended due to medical reasons.  During a childbearing leave, no duties shall be required by the university.  In the quarter of a childbearing leave, there must be full relief from teaching duties. Central funding for the purpose of providing ladder rank faculty teaching replacement is allocated to the affected academic department Family Accommodations Reporting/Certification Form.

The total period of Childbearing Leave plus Active Service-Modified Duties (ASMD) for a birth mother (who has a full-time ladder rank faculty appointment of at least one full academic year) may not exceed three (3) quarters for each birth.  An academic appointee who is a birth mother is eligible for one (1) quarter childbearing leave and two (2) quarters of of ASMD (2 quarters) for a total of three (3) quarters to enable her to recover fully from the effects of pregnancy and childbirth and to prepare for and/or care for the newborn child.

This is not a leave of absence.  A faculty member may request to stop the clock during the probationary period for personal reasons including childbearing, childrearing, serious health condition, disability, bereavement, or significant circumstance or event that disrupts a faculty member’s ability to pursue their duties. Extensions are normally granted for a period of up to one (1) year for each event.  A faculty member may be granted no more than two (2) years of extension during the probationary period. A faculty member is eligible to stop the clock even if the faculty member does not take a formal leave or have a modification of duties. A request to stop the clock should be made as soon as the need becomes apparent. The probationary period cannot be extended if notification of the event of birth or adoption occurs after the beginning of the sixth year of appointment. For more information, refer to APM 133-17-h https://www.ucop.edu/academic-personnel-programs/_files/apm/apm-133.pdf.

Both mothers and fathers may be eligible under family leave laws and University policies for time off to bond with newborn or adopted children.  Duration and eligibility depend on a few factors.  For more information, refer to UCR’s Academic Leave Guidelines (link) or contact your Dean's office. 

Childbearing leave may be taken on an intermittent or reduced schedule basis when medically necessary.  Whenever possible, UCR asks that you provide at least 30 days advance notice of your intentions.

Under the California Fair Employment and Housing Act (FEHA), a faculty member who is disabled because of pregnancy, childbirth, or related medical conditions is eligible to take an unpaid childbearing leave ("pregnancy disability leave") for up to 4 months during the period of actual disability.  A faculty member may be eligible for Short-term Disability plan benefits and, if enrolled, Supplemental Disability plan benefits if she is unable to work because of her physical condition.

Federal law provides for up to 12 weeks of unpaid leave in a calendar year for any of the following reasons:

• the employee's own serious health condition
• the birth of a child or to care for a newborn, newly adopted child, or a newborn in foster care
• the care of a spouse, child or parent with a serious health condition

Any employee who has at least 12 months of University service and has worked at least 1250 hours during the 12 months immediately preced­ing the commencement of the leave is eligible.  A family and medical leave may, in certain circumstances, overlap or be combined with other types of leaves allowed under UC policies.

Per APM 715-20, Family and Medical Leave is normally unpaid leave except that:
a. Accrued sick leave may be substituted, at the appointee's option, for unpaid family and medical leave granted for the appointee's serious health condition or to care for the appointee's child, parent, spouse, or domestic partner with a serious health condition. Accrued vacation leave may be substituted, at the appointee's option, for unpaid family and medical leave granted for any covered reason.
b. For academic appointees who do not accrue sick leave, Chancellors may approve leave with pay for up to 12 workweeks.

Active Service Modified Duties or ASMD is a reduction of duties; it is not a leave of absence.    Active service-modified duties is a period during which normal duties are reduced so that an academic appointee may prepare for and/or care for a newborn child or a child under age five (5) newly placed for adoption or foster care. To be eligible for active service-modified duties, an academic appointee must be responsible for fifty percent (50%) or more of the care of a child. The child may be the appointee’s child or that of a spouse or domestic partner. An appointee is eligible for a period of active service-modified duties for each event of birth or placement. Eligibility for a period of active service-modified duties shall normally begin three (3) months prior to the birth or placement and continue for up to twelve (12) months following the birth or placement. For more information, refer to APM 760-28 https://www.ucop.edu/academic-personnel-programs/_files/apm/apm-760.pdf.

To be eligible for active service-modified duties, the faculty member must be responsible for 50 percent or more of the care of a child. The child may be the appointee's child or that of a spouse or domestic partner. An appointee is eligible for a period of active service-modified duties for each event of birth or placement (adoption). The birth or placement of one or more children at the same time constitutes a single event of birth or placement. Eligibility for a period of active service-modified duties shall normally extend from 3 months prior to 12 months following the birth or placement.

If a faculty member on a childbearing leave also is eligible for family and medical leave, up to 12 workweeks of the childbearing leave shall run concurrently with family and medical leave under Federal law. At the end of a childbearing leave (which may extend up to 4 months if the individual is certified disabled by her health care provider), an eligible faculty member also is entitled to up to 12 workweeks of unpaid leave consistent with the CFRA (California Family Rights Act of 1991) to care for her newborn child, if the child has been born by this date, or for any other covered reason except pregnancy or pregnancy-related medical conditions, if the appointee has any remaining FMLA/CFRA leave entitlement.

Yes, federal and state laws as well as University policies regarding FML apply to all UCR academic employees who meet the eligibility requirements. 

As an alternative to or in addition to a childbearing leave, the University shall temporarily modify a pregnant appointee's position or transfer her to a less strenuous or hazardous position upon request if medically necessary and if the temporary modification or transfer can be reasonably accommodated (Accommodation of Pregnancy APM 760-25-c). This temporary modification or transfer shall not be counted against an eligible academic appointee's entitlement to up to 4 months of childbearing leave (pregnancy disability leave under the FEHA) or family and medical leave unless the modification has taken the form of intermittent leave or a reduced work schedule.

If you adopt a child, the rules about FMLA apply; however rules about disability benefits do not apply.  Also, only birth mothers get the 2 quarters of ASMD.  Adoptive parents are eligible for only 1 quarter of ASMD.

Yes. A faculty member who has extended the clock or deferred a merit due to childbirth/adoption will not be affected negatively in the review system.

The UCR Early Childhood Services provides year-round daycare for infants and children up to 5 years of age, including a preschool program.  Children aged 2 and older typically can get admitted within a year.  For more information, please contact the center directly at (951) 827-2666 or (951) 827-7453 or via email at ecs@ucr.edu.

Should you need further assistance or information, please contact your Dean's office or call the Academic Personnel Office at (951) 827-2933 or send an email to academicpersonnel@ucr.