Financial Support

Parenting Accommodation Policy

Guiding Principles

The Parenting Accommodation Policy for Graduate Students is by no means designed to replace the communication and cooperation between student and advisor, and the good-faith efforts of both to accommodate the arrival of a new child in the home by birth, adoption, or foster placement, or the care of a child with a serious illness. It is the intention of this policy to reinforce the importance of that cooperation, and to provide support where needed to make that accommodation possible.

See also the Parenting Accommodation Policy for Academic Accommodations

Employment Financial Accommodations

UAW Academic Student Employee Contract Specifications

Long-Term Family-Related Leave

Upon request from an eligible ASE, and subject to the provisions of this article, the University will grant an ASE’s reasonable request for long-term leave of absence during the academic year. Whenever possible leave should be requested at least thirty (30) days in advance of the begin date of the leave. The leaves described below may be combined for a maximum of four (4) weeks of leave during the academic year. The leave cannot be continued beyond the end date of the ASE’s appointment.

  1. Childbearing
    A salaried ASE who bears a child shall be eligible to receive up to four (4) weeks of paid leave for childbirth or related medical conditions for the period prior to, during, and after childbirth.
  2. Other Leave
    A salaried ASE shall be eligible to receive up to two (2) weeks of paid leave for the serious health condition, as defined under the Family Medical Leave Act (FMLA), of the ASE or the ASE’s family member, as defined in Section G. Additionally, this leave may be used for the care and bonding with an ASE’s newborn or newly adopted child.

    Current Agreement for Academic Student Employees

Accommodations for New Parents Employed as a Graduate Student Researcher (GSR Title)

The following financial accommodation is available from the Graduate Division,dependent on the availability of funding.

Note: Students with an ASE appointment are supported through the UAW process, which is administered by the student’s department. Students supported by university fellowships will experience no change in their funding during parenting accommodation within a quarter (does not apply to a formal leave of absence). Students who do not already hold a fellowship or graduate student research academic or leave appointment will not receive support under this provision.

1. A graduate student who bears a child and who is supported by a research appointment (GSR) at 50% for a regular academic quarter or semester will be excused from regular duties for a period of up to four weeks without loss of financial support. For a GSR employed for other than 50% FTE, the amount of paid leave will be prorated. They may choose to continue to work in some modified capacity during this four-week period but are not required to do so.

For most GSR assignments, with advance planning, we encourage the principal investigators to consider modified assignments and/or reduced activity to accommodate the physical limitations during pregnancy and childbirth. For example, principal investigators may continue to support students while they are writing or otherwise preparing the development or defense of a dissertation. Such activity is typically an allowable expense on a research grant or contract if the student has already been funded to do the work related to that project.

If it is necessary to hire a replacement while the GSR is on parenting accommodation or if the grant disallows payment during the accommodation periods, the Graduate Division will work with the PI to ensure that the parent’s funding is maintained.

2. Research doctoral students who are parents of a new child (e.g. birth, adoption, foster placement), have primary responsibility for the child, and who are supported by a research (GSR) appointments at 50% for a regular academic quarter or semester will be excused from regular duties for a period of up to two weeks following the arrival of the child without loss of financial support. For a GSR employed for other than 50% FTE, the amount of paid leave will be prorated. Students may choose to continue to work in some modified capacity during this two-week period but are not required to do so.

For most GSR assignments, with advance planning, we encourage the principal investigators to consider modified assignments and/or reduced activity to accommodate extraordinary parenting responsibilities. For example, principal investigators may continue to support students while they are writing or otherwise preparing the development or defense of a dissertation. Such activity is typically an allowable expense on a research grant or contract if the student has already been funded to do the work related to that project.

If it is necessary to hire a replacement while the GSR is on parenting accommodation or if the grant disallows payment during the accommodation periods, the Graduate Division will work with the PI to ensure that the parent’s funding is maintained.