Non-Senate Faculty Unit 18 Leave


Leave information for the Non-Senate Instructional (Unit 18) Bargaining Unit (IX Contract)

Lecturers | Coordinators of Field Work

Getting Started

Please review the important leave information on this page and then select the appropriate leave type to review the relevant policies and pay options. Instructions on how to request a leave are located below.

Leave Type

Academic Year Employees

Childbearing (AY)

Pregnancy Disability (Childbearing) Leave [Article 12.C]
Employees are entitled to up to four (4) months of Pregnancy Disability Leave (PDL) for a disability related to pregnancy, childbirth and related medical conditions, as certified by a healthcare provider. For a normal birth the disability period is typically from about two (2) workweeks before until about six (6) workweeks after the birth (eight (8) workweeks for cesarean birth).

Childbearing leaves are normally without pay, however employees may elect to use any of the following options to continue being paid during this leave:

  1. Paid leave.
  • Employees, with twelve (12) consecutive months, will receive their base salary for up to eight (8) workweeks of PDL. Any PDL beyond eight (8) workweeks would be without pay.
  • Employees, without twelve (12) consecutive months, will receive at least their approved base salary for approximately the period which would be accrued during the appointment in accordance with sick accrual rates. The remainder of the PDL will be without pay.
  1. Disability Pay.
    An outline of how to apply for benefits from Lincoln Financial (UC’s disability insurer) and what to expect during the disability period can be found at Disability Benefits for Faculty and Other Academic Appointees.

Depending on the length of the leave, employees may elect options #1 and #2 to continue being paid.

Parental Bonding Leave [Article 12.B.14]
Employees are eligible for parental bonding leave to care for/bond with their newborn child. This leave may be full or part-time and must be concluded within twelve (12) months of the child’s birth.

Leaves are normally without pay, however the following pay option can be used to continue being paid during this leave:

Unit 18 Pay for Family Care and Bonding (PFCB) [Article 12.Q]
Employees may receive 100 percent of eligible earnings* for up to four (4) workweeks per calendar year of paid leave. This may be used for:

  • family medical leave
  • military caregiver leave
  • parental leave
  • qualifying exigency leave

*Eligible earnings include an appointee’s base salary payable through the University. Base salary includes on-scale, off-scale, and above-scale. Eligible earnings do not include pay that is received in addition to the appointee’s regular appointment such as “by agreement” payments, administrative stipends, summer session teaching, and any other cash compensation (e.g., Negotiated Salary Program) received that exceeds 100% of the base salary.

PFCB can only be applied if family medical leave is taken in a block, and the block is a minimum of one (1) workweek.

Active Service-Modified Duties (ASMD) [Article 12.P]
Employees who have a full-time appointment for at least one full academic year are eligible for Active-Service Modified-Duties (ASMD). This is a period of time during which the Unit 18 Appointee’s normal duties may be reduced, in agreement with the supervisor/department chair, so that the Unit 18 Appointee can prepare for and/or care for their newborn child. To be eligible for ASMD, the Unit 18 Appointee must certify that they are responsible for 50% or more of the care of the child. ASMD should normally be taken within the period extending from three (3) months prior to the birth and twelve (12) months following the birth. Employees are eligible for a period of ASMD of three (3) quarters, which includes any time taken for paid childbearing leave (up to eight (8) workweeks), as noted above. ASMD is not a leave of absence.  During a period of ASMD, regular base salary will continue to be received.

Family Medical (AY)

Leaves [Article 12]
Employees may take leave to care for a family member who has a serious health condition such as an illness, injury, impairment, or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider and that warrants the participation of the employee to provide supervision or care (which may include psychological care or comfort) during the period of treatment or incapacity.

Family member is defined as:

  • FMLA – child, parent, spouse, or domestic partner.
  • CFRA – in addition to the family members listed under FMLA, an employee may take CFRA for designated person, parent-in-law, grandparent, grandchild, or sibling.
    • A “designated person” is any individual related by blood or whose association with the employee is the equivalent of a family relationship. The employee may identify the designated person at the time of the leave request, and employees are limited to one designated person per calendar year for family and medical leave purposes.

Family medical leaves are normally without pay, however the following pay option can be used to continue being paid during this leave:

Unit 18 Pay for Family Care and Bonding (PFCB) [Article 12.Q]
Employees may receive 100 percent of eligible earnings* for up to four (4) workweeks per calendar year of paid leave. This may be used for:

  • family medical leave
  • military caregiver leave
  • parental leave
  • qualifying exigency leave

*Eligible earnings include an appointee’s base salary payable through the University. Base salary includes on-scale, off-scale, and above-scale. Eligible earnings do not include pay that is received in addition to the appointee’s regular appointment such as “by agreement” payments, administrative stipends, summer session teaching, and any other cash compensation (e.g., Negotiated Salary Program) received that exceeds 100% of the base salary.

PFCB can only be applied if family medical leave is taken in a block, and the block is a minimum of one (1) workweek.

Own Medical (AY)

Leaves [Article 12]
Employees may take leave for their own serious health condition; such as an illness, injury (including on-the-job injuries), impairment, or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider.

Medical leaves are normally without pay. However, employees who have an average of 66% or greater appointment for a full academic year (three quarters) determined by a two-year look back period of six quarters (excluding summer) who are unable to work for reasons of personal illness, injury, or disability are eligible for Paid Medical Leave [Article 12.D].

  1. Paid leave.
  • If eligible and the Unit 18 Appointee has fewer than ten (10) years of employment in the non-senate faculty bargaining unit at the same campus, they are eligible for a maximum of two (2) quarters of paid medical leave within a ten (10)-year period.
  • If eligible and the Unit 18 Appointee has ten (10) or more years of employment in the non-senate faculty bargaining unit at the same campus, they are eligible for a maximum of three (3) quarters of paid medical leave within a ten (10)-year period.
  1. Disability Pay.
    An outline of how to apply for benefits from Lincoln Financial (UC’s disability insurer) and what to expect during the disability period can be found at Disability Benefits for Faculty and Other Academic Appointees.

Depending on the length of the leave, employees may elect options #1 and #2 to continue being paid.

Parental (AY)

Parental Bonding Leave [Article 12.B.14]
Employees are eligible for parental bonding leave to care for/bond with their newborn child, adopted child, or newly placed foster child. This leave may be full or part-time and must be concluded within twelve (12) months of the child’s birth, adoption, or placement.

Leaves are normally without pay, however the following pay option can be used to continue being paid during this leave:

Unit 18 Pay for Family Care and Bonding (PFCB) [Article 12.Q].
Employees may receive 100 percent of eligible earnings* for up to four (4) workweeks per calendar year of paid leave. This may be used for:

  • family medical leave
  • parental leave
  • military caregiver leave
  • qualifying exigency leave

*Eligible earnings include an appointee’s base salary payable through the University. Base salary includes on-scale, off-scale, and above-scale. Eligible earnings do not include pay that is received in addition to the appointee’s regular appointment such as “by agreement” payments, administrative stipends, summer session teaching, and any other cash compensation (e.g., Negotiated Salary Program) received that exceeds 100% of the base salary.

PFCB can only be applied if family medical leave is taken in a block, and the block is a minimum of one (1) workweek.

Active Service-Modified Duties (ASMD) [Article 12.P]
Employees who have a full-time appointment for at least one full academic year are eligible for Active-Service Modified-Duties (ASMD). This is a period of time during which the employee’s normal duties may be reduced, in agreement with the supervisor/department chair, so that the Unit 18 Appointee can prepare for and/or care for their newborn child. To be eligible for ASMD, the Unit 18 Appointee must certify that they are responsible for 50% or more of the care of the child. ASMD should normally be taken within the period extending from three (3) months prior to the birth and twelve (12) months following the birth. Employees are eligible for a period of ASMD of three (3) quarters, which includes any time taken for paid childbearing leave (up to eight (8) workweeks), as noted above. ASMD is not a leave of absence.  During a period of ASMD, regular base salary will continue to be received.

Fiscal Year Employees

Childbearing (FY)

Pregnancy Disability (Childbearing) Leave [Article 12.C]
Employees are entitled to up to four (4) months of Pregnancy Disability Leave (PDL) for a disability related to pregnancy, childbirth and related medical conditions, as certified by a healthcare provider. For a normal birth the disability period is typically from about two (2) workweeks before until about six (6) workweeks after the birth (eight (8) workweeks for cesarean birth).

Childbearing leaves are normally without pay, however employees may elect to use any of the following to continue being paid during this leave:

  1. Sick leave and/or vacation to continue being paid during this leave.
  2. Disability Pay.
    An outline of how to apply for benefits from Lincoln Financial (UC’s disability insurer) and what to expect during the disability period can be found at Your Guide to UC Disability Benefits.

Depending on the length of the leave, employees may elect options #1 and #2 to continue being paid.

Catastrophic Leave Donation Program
Employees, who do not have sufficient sick leave and vacation accruals to cover their leave, may wish to consider participating in the campus’ Catastrophic Leave Donation Program. This voluntary program allows employees to donate accrued vacation hours to another employee who has exhausted their accruals. The donated leave supports the continuation of the recipient’s normal salary for a longer period of time than would otherwise be possible. For program information, refer to the Catastrophic Leave Donation Program Guidelines for Academic Employees.

Parental Bonding Leave [Article 12.B.14]
Employees are eligible for parental bonding leave to care for/bond with their newborn child. This leave may be full or part-time and must be concluded within twelve (12) months of the child’s birth.

Parental bonding leaves are normally without pay, however appointees may elect to use any of the following options to continue being paid during this leave:

  1. Sick and/or vacation.
  2. Unit 18 Pay for Family Care and Bonding (PFCB) [Article 12.Q].
    Employees, who are eligible for FMLA and/or CFRA, may receive 100 percent of eligible earnings* for up to four (4) workweeks per calendar year of paid leave. This may be used for:
  • family medical leave
  • military caregiver leave
  • parental leave
  • qualifying exigency leave

*Eligible earnings include an appointee’s base salary payable through the University. Base salary includes on-scale, off-scale, and above-scale. Eligible earnings do not include pay that is received in addition to the appointee’s regular appointment such as “by agreement” payments, administrative stipends, summer session teaching, and any other cash compensation (e.g., Negotiated Salary Program) received that exceeds 100% of the base salary.

PFCB can only be applied if family medical leave is taken in a block, and the block is a minimum of one (1) workweek.

Depending on the length of the leave, employees may elect options #1 and #2 to continue being paid.

Active Service-Modified Duties (ASMD) [Article 12.P]
Employees who have a full-time appointment for at least one full academic year are eligible for Active-Service Modified-Duties (ASMD). This is a period of time during which the Unit 18 Appointee’s normal duties may be reduced, in agreement with the supervisor/department chair, so that the Unit 18 Appointee can prepare for and/or care for their newborn child. To be eligible for ASMD, the Unit 18 Appointee must certify that they are responsible for 50% or more of the care of the child. ASMD should normally be taken within the period extending from three (3) months prior to the birth and twelve (12) months following the birth. Employees are eligible for a period of ASMD of three (3) quarters, which includes any time taken for paid childbearing leave (up to eight (8) workweeks), as noted above. ASMD is not a leave of absence.  During a period of ASMD, regular base salary will continue to be received.

Family Medical (FY)

Leaves [Article 12]
Employees may take leave to care for a family member who has a serious health condition such as an illness, injury, impairment, or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider and that warrants the participation of the employee to provide supervision or care (which may include psychological care or comfort) during the period of treatment or incapacity.

Family member is defined as:

  • FMLA – child, parent, spouse, or domestic partner.
  • CFRA – in addition to the family members listed under FMLA, an employee may take CFRA for designated person, parent-in-law, grandparent, grandchild, or sibling.
    • A “designated person” is any individual related by blood or whose association with the employee is the equivalent of a family relationship. The employee may identify the designated person at the time of the leave request, and employees are limited to one designated person per calendar year for family and medical leave purposes.

Family medical leaves are normally without pay, however appointees may elect to use any of the following options to continue being paid during this leave:

  1. Sick and/or vacation.
  2. Unit 18 Pay for Family Care and Bonding (PFCB) [Article 12.Q].
    Employees, who are eligible for FMLA and/or CFRA, may receive 100 percent of eligible earnings* for up to four (4) workweeks per calendar year of paid leave. This may be used for:
  • family medical leave
  • military caregiver leave
  • parental leave
  • qualifying exigency leave

*Eligible earnings include an appointee’s base salary payable through the University. Base salary includes on-scale, off-scale, and above-scale. Eligible earnings do not include pay that is received in addition to the appointee’s regular appointment such as “by agreement” payments, administrative stipends, summer session teaching, and any other cash compensation (e.g., Negotiated Salary Program) received that exceeds 100% of the base salary.

PFCB can only be applied if family medical leave is taken in a block, and the block is a minimum of one (1) workweek.

Depending on the length of the leave, employees may elect options #1 and #2 to continue being paid.

Catastrophic Leave Donation Program
Employees, who do not have sufficient sick leave and vacation accruals to cover their family medical leave, may wish to consider participating in the campus’ Catastrophic Leave Donation Program. This voluntary program allows employees to donate accrued vacation hours to another employee who has exhausted their accruals. The donated leave supports the continuation of the recipient’s normal salary for a longer period of time than would otherwise be possible. For program information, refer to the Catastrophic Leave Donation Program Guidelines for Academic Employees.

Own Medical (FY)

Leaves [Article 12.B.8]
Employees may take leave for their own serious health condition; such as an illness, injury (including on-the-job injuries), impairment, or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider.

Medical leaves are normally without pay, however appointees may elect to use any of the following options to continue being paid during this leave:

  1. Sick leave and/or vacation.
  2. Disability Pay.
    An outline of how to apply for benefits from Lincoln Financial (UC’s disability insurer) and what to expect during the disability period can be found at Your Guide to UC Disability Benefits.

Depending on the length of the leave, employees may elect options #1 and #2 to continue being paid.

Catastrophic Leave Donation Program
Employees, who do not have sufficient sick leave and vacation accruals to cover their family medical leave, may wish to consider participating in the campus’ Catastrophic Leave Donation Program. This voluntary program allows employees to donate accrued vacation hours to another employee who has exhausted their accruals. The donated leave supports the continuation of the recipient’s normal salary for a longer period of time than would otherwise be possible. For program information, refer to the Catastrophic Leave Donation Program Guidelines for Academic Employees.

Parental (FY)

Parental Bonding Leave [Article 12.B.14]
Employees are eligible for parental bonding leave to care for/bond with their newborn child, adopted child, or newly placed foster child. This leave may be full or part-time and must be concluded within twelve (12) months of the child’s birth, adoption, or placement.

Parental bonding leaves are normally without pay, however appointees may elect to use any of the following options to continue being paid during this leave:

  1. Sick and/or vacation.
  2. Unit 18 Pay for Family Care and Bonding (PFCB) [Article 12.Q].
    Employees, who are eligible for FMLA and/or CFRA, may receive 100 percent of eligible earnings* for up to four (4) workweeks per calendar year of paid leave. This may be used for:
  • family medical leave
  • military caregiver leave
  • parental leave
  • qualifying exigency leave

*Eligible earnings include an appointee’s base salary payable through the University. Base salary includes on-scale, off-scale, and above-scale. Eligible earnings do not include pay that is received in addition to the appointee’s regular appointment such as “by agreement” payments, administrative stipends, summer session teaching, and any other cash compensation (e.g., Negotiated Salary Program) received that exceeds 100% of the base salary.

PFCB can only be applied if family medical leave is taken in a block, and the block is a minimum of one (1) workweek.

Depending on the length of the leave, employees may elect options #1 and #2 to continue being paid.

Active Service-Modified Duties (ASMD) [Article 12.P]
Employees who have a full-time appointment for at least one full academic year are eligible for Active-Service Modified-Duties (ASMD). This is a period of time during which the Unit 18 Appointee’s normal duties may be reduced, in agreement with the supervisor/department chair, so that the Unit 18 Appointee can prepare for and/or care for their newborn child. To be eligible for ASMD, the Unit 18 Appointee must certify that they are responsible for 50% or more of the care of the child. ASMD should normally be taken within the period extending from three (3) months prior to the birth and twelve (12) months following the birth. Employees are eligible for a period of ASMD of three (3) quarters, which includes any time taken for paid childbearing leave (up to eight (8) workweeks), as noted above. ASMD is not a leave of absence.  During a period of ASMD, regular base salary will continue to be received.

Important Leave Information

Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA)

FMLA and CFRA provide for up to twelve (12) workweeks of unpaid leave in the calendar year (January – December) to care for yourself or a family member with a serious medical condition, baby bonding, and pregnancy disability.

To be eligible for leave under FMLA/CFRA, an employee must have worked for the University for at least twelve (12) months and have worked at least 1,250 hours in the twelve (12) months preceding the leave. FMLA/CFRA leave is unpaid unless otherwise noted below.

Health & Welfare Benefits

Paid leave:

  • UC will continue to cover its share of premium costs for health and welfare benefits. 

Unpaid leave:

  • If it is covered under FMLA/CFRA, the employee will need to continue paying the employee share of the premium payments.
  • If it’s not covered under FMLA/CFRA, the employee will need to pay UC’s contribution in addition to the employee share of the premium payments.

When you are going to take a leave without pay, you must take action to ensure UC knows your intent to continue or cancel any benefits for which you are eligible. When your leave without pay information is confirmed, you will be automatically mailed a statement from the UCPath Center to your home address. This Benefits Billing statement contains the information, instructions and deadlines for continuing or canceling your benefits coverage during your leave.

  • If you will not be at home to receive your Benefits Billing statement, it is your responsibility to call the UCPath Center directly for assistance at 1-855-982-2329 (Mon – Fri 8 a.m. to 5 p.m.) or you may request help through the Ask UC Path Center feature.
  • If you have questions about how going on leave affects your health and welfare benefits, you may call the UCSC Benefits Office at 831-459-2013.
  • If you are canceling your health and welfare benefits as a result of this leave, please remember to reinstate the benefits the month you return to pay status (see dates above). 

How To Request a Leave

To start the leave request process, please email the following information to apoleave@ucsc.edu:

  • Type of leave (childbearing, family medical, own medical, parental).
  • Anticipated start and end date of your leave.
  • If you would like to set up a consultation with a Leave Analyst to go over leave options and answer any questions you may have.

You can expect to receive additional information and further instructions regarding your leave request within two business days of sending your email.

Once your request and appropriate documentation have been submitted and approved by the APO Leave Team, and prior to the start of your leave, you will receive an official approval letter outlining the details of your leave.

Last modified: Dec 17, 2024