Postdoctoral Scholar Leave
Leave information for Postdoctoral Scholars (PX Contract)
Employee | Fellow | Paid Direct
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
Childbearing
Pregnancy Disability Leave [Article 12.D]
Employees are entitled to up to four (4) months of unpaid 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:
- Sick leave and/or Personal Time Off (PTO).
- Disability Pay.
Employees may also be eligible to receive disability payments during PDL. Please contact The Standard (LTD/STD group# – 643383) – 800.319.9557 – www.standard.com as soon as possible to discuss eligibility and the process for applying for disability payments.
Parental Leave [Article 12.B.7]
Employees are eligible for parental 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 leave is normally without pay, however they may elect to use any of the following options to continue being paid during this leave:
- Personal Time Off (PTO).
- Postdoctoral Paid Family Leave (PPFL) [Article 12].
Employees may receive 100 percent of regular earnings for up to eight (8) workweeks of PPFL benefit, which can be used for:
- family medical leave
- military caregiver leave
- parental leave*
- qualifying exigency leave
Depending on the length of the leave, employees may elect options #1 and #2 to continue being paid.
The total period of pregnancy disability leave and parental bonding leave combined may not exceed one (1) year.
*Please note that parental/baby bonding leave must be taken within twelve (12) months of the birth of the child.
Less than Full-Time Appointment [Article 25]
Once the leave ends, the employee may be eligible to return to work at less than full-time due to family responsibilities, with the approval of their supervisor. To submit a request for a voluntary reduction in time, complete the Voluntary Reduction in Appointment Percentage form and submit it to the appropriate Academic Divisional Coordinator.
Family Medical
Leave of Absence [Article 12.E.2]
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 leave is normally without pay, however employees may elect the following option to continue being paid during this leave:
- Sick leave and/or Personal Time Off (PTO).
- Postdoctoral Paid Family Leave (PPFL) [Article 12].
Employees may receive 100 percent of regular earnings for up to eight (8) workweeks of PPFL benefit, which can be used for:
- family medical leave
- military caregiver leave
- parental leave
- qualifying exigency leave
Depending on the length of the leave, employees may elect options #1 and #2 to continue being paid.
Less than Full-Time Appointment [Article 25]
Once the leave ends, the employee may be eligible to return to work at less than full-time due to family responsibilities, with the approval of their supervisor. To submit a request for a voluntary reduction in time, complete the Voluntary Reduction in Appointment Percentage form and submit it to the appropriate Academic Divisional Coordinator.
Own Medical
Leave of Absence [Article 12.E.2]
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
Medical leave is normally without pay, however, employees may elect to use any of the following options to continue being paid during this leave.
- Sick leave and/or Personal Time Off (PTO).
- Disability Pay.
Employees may also be eligible to receive disability payments during PDL. Please contact The Standard (LTD/STD group# – 643383) – 800.319.9557 – www.standard.com as soon as possible to discuss eligibility and the process for applying for disability payments.
Depending on the length of the leave, employees may elect options #1 and #2 to continue being paid.
Less than Full-Time Appointment [Article 25]
Once the leave ends, the employee may be eligible to return to work at less than full-time due to family responsibilities, with the approval of their supervisor. To submit a request for a voluntary reduction in time, complete the Voluntary Reduction in Appointment Percentage form and submit it to the appropriate Academic Divisional Coordinator.
Parental
Parental Leave [Article 12.B.7]
Employees are eligible for parental leave to care for/bond with their newborn child, newly placed child, or newly adopted 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 leave is normally without pay, however employees may elect to use any of the following options to continue being paid during this leave:
- Personal Time Off (PTO).
- Postdoctoral Paid Family Leave (PPFL) [Article 12].
Employees may receive 100 percent of regular earnings for up to eight (8) workweeks of PPFL benefit, which can be used for:
- family medical leave
- military caregiver leave
- parental leave*
- qualifying exigency leave
Depending on the length of the leave, employees may elect options #1 and #2 to continue being paid.
The total period of pregnancy disability leave and parental bonding leave combined may not exceed one (1) year.
*Please note that parental/baby bonding leave must be taken within twelve (12) months of the birth of the child.
Less than Full-Time Appointment [Article 25]
Once the leave ends, the employee may be eligible to return to work at less than full-time due to family responsibilities, with the approval of their supervisor. To submit a request for a voluntary reduction in time, complete the Voluntary Reduction in Appointment Percentage form and submit it to the appropriate Academic Divisional Coordinator.
Other
Other Types of Leave [Article 12]
Employees are also entitled to:
- Bereavement leave
- Jury duty leave
- Military leave
- Military caregiver leave
- Qualifying exigency leave
- Other types of leave
For more information, please see the bargaining contract. If you have questions, please email apoleave@ucsc.edu.
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.