Short absences for personal business, illness, jury duty, military duty,
and similar limited absences are normally with full salary. Lecturers,
senior lecturers, and artists-in-residence do not accrue vacation or sick
leave time, however. It is expected that when scheduling other periods
of personal time off, ones academic responsibilities are taken into
consideration. The department chair or program director should be notified
in advance of any absence of a member of the academic staff-teaching on
active duty that may affect class, laboratory, or other commitments.
Lecturers, Senior Lecturers, and Artists-in-Residence may apply for leave
without salary. Such leaves must be reviewed for approval by the individuals
department chair or program director and dean.
I. PROFESSIONAL DEVELOPMENT
LEAVE PROGRAM FOR SENIOR LECTURERS
Senior Lecturers are eligible for professional development leave with
salary beginning January 1, 2002. The purpose of this program is to
enable them to pursue projects or other activities that will enhance
their teaching-related activities at Stanford. The length of professional
development leave is one quarter at 100% salary after 10 years of service
(30 quarters or 20 semesters) or one quarter at 50% salary after 5 years
of service (15 quarters or 10 semesters).
Professional development leave is not automatic; it requires approval
by the program director or department chair as well as the school dean.
Programmatic need may affect the timing of such leaves. For instance,
the schedule of professional development leaves in programs that have
a number of senior lecturers will take into account the teaching needs
of the program as well as the professional development plans of the
Under normal circumstances professional development leaves are expected
to be of one quarters duration, even when a senior lecturer has
sufficient accrual for more than one quarter of leave. In these instances,
the senior lecturer should work with his or her program director or
department chair to develop a mutually satisfactory plan for taking
professional development leave over a period of several years. The Application
for Leave of Absence is provided in Appendix AA.
Salary is provided during the professional development leave to make
it financially possible for a senior lecturer to carry out his or her
professional development leave activities. Total compensation during
the leave should not normally exceed the senior lecturers full-time
Stanford base salary for the leave period.
Service at the rank of Senior Lecturer at Stanford counts toward professional
development leave eligibility. Time spent on leave or disability is
normally excluded in calculating professional development leave eligibility.
Professional development leave eligibility may be accrued on a pro rata
basis by regular part-time service at 50% time or more, under the same
conditions of eligibility as applied to full-time service.
A senior lecturer is expected to serve at Stanford for a period of time
comparable to the period of professional development leave following
completion of the leave. Professional development leave should not normally
be a terminal extension of a regular term appointment. Under usual circumstances,
professional development leave may not be taken immediately preceding
II. FAMILY AND
MEDICAL LEAVE (approved by the Provost, January, 1995)
The following describes categories of leave that may be
available to lecturers, senior lecturers, and artists-in-residence who
need to take a leave of absence for family or personal medical reasons.
Temporary instructors may be needed when such a leave is necessary. When
this is the case, department chairs and school deans are responsible for
making the necessary appointment arrangements. (In the policies described
below, the term lecturer refers to Lecturers, Senior Lecturers,
A. Maternity Leave
Californias Pregnancy Disability Leave Law allows
for leave of up to four months due to medically certified, pregnancy-related
disability. During Maternity Leave, the lecturer remains on the regular
Stanford payroll at full salary, but she is expected to apply for Short-Term
Disability Insurance according to established procedures. (Specific
instructions are available in the Benefits Office and should also be
available in department and deans offices.) The length of Maternity
Leave is determined by the lecturers physician, who certifies
the number of weeks that she is disabled, both before and after delivery.
All disability checks must be endorsed back to her department. Although
the disability payments do not cover the full amount of the lecturers
salary, they partially reimburse the University account that supports
To be eligible for Maternity Leave, a lecturer must
be benefits eligible - that is, she must have worked at Stanford for
at least six months at 50% time or more for the period preceding the
leave. Maternity Leave does not extend the term of the current appointment.
B. Family and Medical
Stanfords policy on Family and Medical Leave for
lecturers, senior lecturers, and artists-in-residence follows the guidelines
of the California Family Rights Act of 1991 (amended in 1993) and the
federal Family and Medical Leave Act of 1993. This legislation provides
for up to 12 weeks of unpaid leave in any 12 month period for certain
family and medical reasons. Family or Medical Leave may be taken for
the following reasons:
- to care for the lecturers spouse (including
same-sex domestic partner), child, or parent who has a serious health
- for a lecturers serious health condition (In
this case the lecturer may be eligible for short-term or long-term
- the birth of a child or the placement of a child
with the lecturer for adoption or foster care.
A serious health condition is defined as any illness, injury, impairment,
or physical or mental condition serious enough to involve hospitalization,
in-patient care in a residential medical facility, or continuing treatment
or supervision by a health care provider.
To be eligible for Family or Medical Leave, an individual must have
been employed by Stanford (within the U. S.) for at least 12 months
at 50% of full time or more. An individual is not eligible if he/she
has used the maximum yearly leave provided by law.
When the need for family leave is foreseeable, requests for Family or
Medical Leave should be made sufficiently in advance to allow the school
or department to make replacement teaching and other arrangements.
During Family or Medical Leave, the University continues its contributions
toward medical and dental group health plans. The lecturer continues
to be responsible for paying his or her own premium. If additional leave
is approved beyond the 12 weeks of Family or Medical Leave, the lecturer
must pay the Universitys portion of the monthly premium in addition
to his or her own premium to ensure continuous insurance coverage. However,
Family and Medical Leave does not extend the term of the current appointment.