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 paid leaves described below may be combined for a maximum of six (6) weeks of leave during the academic year. The leave cannot be continued beyond the end date of the ASE’s appointment.

1. Paid Leave for Pregnancy Disability, Childbirth and Related Medical Conditions

A salaried ASE shall be eligible to receive up to six (6) weeks of paid leave for pregnancy, childbirth or related medical conditions for the period prior to, during, and after childbirth. An ASE will be approved for up to two additional weeks of unpaid leave for baby bonding, provided such unpaid leave does not extend beyond the end date of the ASE’s appointment. 

2. Other Paid Leave

A salaried ASE shall be eligible to receive up to four (4) weeks of paid leave due to the ASE’s serious health condition, as defined under the Family Medical Leave Act (FMLA), or to care for a family member of the ASE, as defined in Section H of Leaves (see UAW Contract linked below), who has a serious health condition. Additionally, this leave may be used to care for and bond with the ASE’s newborn child or a child placed with the ASE for adoption or foster care, provided that the leave is taken within twelve months of the birth or placement of the child with the ASE. An ASE will be approved for up to two additional weeks of unpaid leave for baby bonding or for a serious health condition, provided such unpaid leave does not extend beyond the end date of the ASE’s appointment.

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.

A Graduate Student Researcher (GSR) shall be eligible to receive up to six (6) weeks of paid leave for pregnancy, childbirth or related medical conditions for the period prior to, during, and after childbirth. A GSR will be approved for up to two additional weeks of unpaid leave for baby bonding, though the leave cannot be continued beyond the end date of the GSR's appointment.

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.