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Part I Section I: Salary and Benefit Provisions for Active Faculty

A-16 Courseload Relief

  1. Courseload Relief
    A faculty member faced with the demands of being the primary care­giver to a newborn child, newly adopted child, new foster care or guardianship placement, or newly-established custodial care of a child may be granted, at the faculty member's request and with the concurrence of the Provost, either one (1) semester of relief from classroom teaching and administrative committee work or two (2) semesters of half-relief from such duties, based on the individual's normal yearly courseload. As used in this section, "custodial care" means daily nursing-home-like care required by a faculty member's child, foster child, or child in a guardianship placement with the faculty member. The faculty member receives full salary and benefits during the courseload relief period. Where it is not possible to divide a faculty member's normal yearly courseload precisely in half, the number of courses to be taught will be rounded up to the next whole number.
  2. Qualifying Event
    A qualifying event occurs when the faculty member first assumes primary responsibility for the care of a newborn child, newly adopted child, new foster care or guardianship placement, or newly­-established custodial care.
  3. Multiple Caregivers
    Only one (1) person may be considered primarily responsible for the care of another. If two Fordham faculty members care for the same person, only one (1) care-giver may be considered primarily responsible for that care, but each eligible faculty member may sequentially request a semester of half-relief if the primarily responsible care-giver changes. However, the total amount of available courseload relief for the qualifying event may not increase.
  4. Eligibility for Courseload Relief
    Courseload relief is normally available, at the faculty member's option and with the concurrence of the Provost, beginning either in (1) the semester in which the child is born; the adoption or foster care or guardianship placement occurs; or custodial care is first undertaken; or (2) the semester immediately following.
  5. Responsibilities of Faculty Members
    Courseload relief is not a form of leave, as faculty members are expected to make themselves available to the extent reasonable and practicable in consultation with the Dean or the Chairperson for their customary responsibilities of research, student consultation and advising.
  6. Application for Courseload Relief
    Faculty members who wish to avail themselves of courseload relief shall submit a Courseload Relief Application Form to his/her Dean or Chairperson as soon as possible and in sufficient time to permit academic planning, unless the events leading to the request make it impractical to do so. The faculty member shall also submit a copy of this Application Form to the person responsible at his/her School for processing the request, as listed on the form. Details of the courseload relief arrangement will be decided in consultation with the Dean and/or Chairperson and with the Provost. The Provost will make the final decision as to whether courseload relief will be granted.
  7. Limitations of Time
    Courseload relief will be limited to no more than two (2) qualifying events in any six (6) year period, whether the relief is full-time or part­time.
  8. Tenure Clock Stoppage
    1. Stoppage of the tenure/reappointment clock during the probationary period may be available, upon the request of the faculty member and with the concurrence of the Provost, during any one of, or combination of, the following circumstances: (a) during a period of full service, for faculty members who qualify for courseload relief but elect not to take such relief; (b) during a period when the faculty member is working less than full time for any one of, or combination of, illness/disability leave, maternity leave, personal leave, or courseload relief.
    2. Faculty members who wish to have their tenure/reappointment clock stopped shall submit a Stopping the Tenure/Reappointment Clock for Primary Caregivers Form to his/her Dean or Chairperson and to the Provost.
    3. Tenure/reappointment clock stoppage for up to one (1) year per qualifying event may be granted at the discretion of the Provost if the faculty member gives proper notice of his/her request in accordance with paragraph (2) of this section. Notice received after the end of the semester in which the faculty member qualified for courseload relief is not proper notice as that term is used in this paragraph.
    4. Stoppage of the tenure/reappointment clock is available for no more than two (2) qualifying events during the faculty member's probationary period. In other cases, a request for tenure/reappointment clock stoppage normally requires advance approval by the Chairperson or Dean and the Provost.
    5. The granting of tenure clock stoppage does not influence the granting of tenure in the future.
  9. Eligibility for Faculty Fellowship/Sabbatical Leave
    Semesters spent on full or partial courseload relief will count as credit toward a faculty member's eligibility for faculty fellowship or sabbatical leave.
  10. Courseload Relief and Maternity Leave
    This section does not replace the statute on Maternity Leave (§4-05.10(a)3) unless the faculty member wishes it to do so. A pregnant faculty member must advise the Chairperson or Dean and the Provost whether she wishes to take courseload relief or maternity leave. She is ineligible for courseload relief for a particular qualifying event if she is granted a semester with pay for maternity leave for the same qualifying event.
  11. Family Medical Leave Act Eligibility
    This section is not intended to replace leave available to faculty members who are eligible for leave for the birth of a child, an adoption, or foster care placement under the Family and Medical Leave Act of 1993 (FMLA). An FMLA certification must be submitted with the Courseload Relief Form to determine FMLA eligibility, and if a faculty member is eligible for FMLA leave, he/she must take that leave concurrently with the courseload relief available under this statute. Eligible faculty members may still elect to take unpaid FMLA leave for a particular qualifying event if they wish to provide no service while providing care for their newborn child, newly adopted child, or foster care or guardianship placement.