1. Vacations are allowed and encouraged for the purpose of increasing individual efficiency and usefulness of the academic staff.
2. All twelve-month academic appointees are entitled to one month's vacation with full compensation for each calendar year.
3. Vacation time is not cumulative, i.e., if vacation time is not taken during one year the individual is not entitled to two months' vacation during the next year.
4. During a vacation period for which an individual receives his or her regular monthly compensation, it is understood that he or she shall not accept or receive compensation for full time employment elsewhere.
5. Although vacations need not be taken at the same time each year, the vacation period in any year should not follow immediately the vacation period of the preceding year.
6. No academic appointee can expect additional compensation in lieu of vacation.

Ten Month academic appointees do not have a vacation benefit.

Request for Leave

When a faculty member or other academic employee wants to take such a leave (LWOP), he or she should initiate a request through normal administrative channels. This request should be accompanied by a brief statement of the reasons for which the leave is sought. LWOP requests for a full year must be approved by the Dean of the Faculties. Leaves of absence without pay are limited to one year. Under unusual circumstances, exceptions can be approved.

Status of Time Spent on Leave Without Pay

A year or semester on LWOP does not normally count as a year or semester of service to the University, except in the case of recipients of nationally or internationally competitive fellowships. This policy means that such leave will not be counted in reckoning:

1. University obligations to make contributions to retirement funds.
2. Year's credit toward tenure, except that it may be counted if the leave is spent as a full–time faculty member at some other institution.
3. Year's credit towards sabbatical eligibility.
4. Years of service which may be relevant under any other University regulations, such as those concerned with early retirement.

Group Life Insurance

During leave without pay, the University will continue the insurance in force for three months. If the leave extends for more than three months, the insurance will be suspended unless the employee elects its continuance by the advance payment of premiums at the campus Personnel Office. If the insurance is suspended during the leave, when the appointee returns it will be automatically reinstated in accordance with the plan certificate.

Group Medical Insurance

It is the policy of the University to continue its contributions toward medical insurance for faculty or staff members on leave of absence without pay for as long as the appointee continues paying the employee share of the premium. The appointee must make arrangements with the University in advance of the beginning of the leave to pay the employee's share of medical insurance premiums. Continuation in the plan is optional. If it is dropped, re-enrollment procedures are necessary to re–enter the plan, either immediately upon return from leave, or at the annual open enrollment date.

(Administrative Practice)

IU Retirement Plan Contributions

It is the policy of the University not to make retirement plan contributions while an appointee is on leave without pay. A participant in an IU retirement plan who plans to take leave of absence without pay should make appropriate arrangements with his or her prospec tive employer or grantor agency to cover his or her contributions. Such contributions can be made directly to the plan provider by the employing institution whether or not that institution participates in that particular program. Alternatively, the employing institution could set the level of compensation at a figure which would permit the individual to make payments to the plan provider, although tax disadvantages would usually result from such an arrangement.

Sick Leave

In case of illness of any full-time academic appointee he or she shall be paid six weeks' full salary during the illness and 50% for the balance of the semester in case the illness continues that long. Where prognosis for early recovery is favorable, the University may, upon recommendation of the chairperson or immediate supervisor followed by concurrence of the appropriate dean or Vice President or Chancellor, extend the period of sick leave beyond the limits of one semester to a total maximum of six weeks at full pay and nine additional weeks at one-half pay. Beyond such periods or upon recognition that the illness will be more prolonged, the individual shall be placed on leave without pay. Time spent on medical leave counts toward service to the University.

Pregnancy and Childbearing Leaves

Medical disabilities of any employee resulting from pregnancy (including pre delivery, delivery, and post-partum medical needs, and complications of pregnancy and/or childbirth, and termination of pregnancy whether by miscarriage or by abortion) are to be treated as are any other temporary medical disabilities for purposes of granting sick leave, regardless of marital status. A pregnant academic appointee may take, but is not required to take, a leave, to be known as a pregnancy leave, extending from up to two weeks prior to expected delivery date through up to four weeks following delivery and such additional time as is medically required. Such pregnancy leave shall be considered to be necessitated by disabilities resulting from pregnancy. Appointees on pregnancy leave shall be paid up to six weeks' full salary during the leave and 50% for the balance of the semester when medically required. Upon recommendation of the chairperson or immediate supervisor followed by concurrence of the appropriate dean or Vice President or Chancellor, the period of pregnancy leave can be extended beyond the limits of a semester to a total maximum of six weeks at full pay and nine additional weeks at one-half pay when medically required. Beyond such periods or upon recognition that the disability will be more prolonged, the individual shall be placed on leave without pay. A reasonable number of childrearing leaves shall be available under rules normally governing leaves without pay to both mothers and fathers, under conditions mutually agreed upon between an individual and his or her department head. Pregnancy and childrearing shall be considered a permissible purpose for applying for a leave without pay and shall be available as prescribed by the policy on leave without pay, to all academic appointees.

Leaves with partial pay may be granted academic appointees for a variety of reasons. These are negotiated and approved at the departmental and school levels.

As long as the appointee is receiving some pay, their voluntary insurance premiums will continue to be withheld, and their coverage will continue as usual, unless they make other arrangements through the University Benefits Office. Retirement contributions will be made based on the percentage of their salary being paid.

In addition to employee's pay, university-sponsored benefit plans are a significant part of IU's total compensation package. These plans help sustain and build the academic and staff strength and vitality essential for the university to carry out its mission. Indiana University is committed to providing benefits that help protect employees' health and welfare, strengthen their financial well-being, and provide paid time away from work. Because these plans are subject to change by actions of the administration and of the Trustees of Indiana University and by legislation, individuals should contact their local Human Resource Services Office or the University Benefits Office for more current details. See also: (www.indiana.edu/~uhrs/benefits/) and for domestic partner coverages, (www.indiana.edu/~uhrs/dp/dp.html).

Domestic Partner Coverages

Registered domestic partners of IU employees are treated as spouses for the purposes of the following benefit plans: medical and dental coverages, Fee Courtesy benefit, Basic Life Insurance, and Personal Accident Insurance.

Enrollment Deadlines

All voluntary benefits enrollments must be completed within 30 days of the effective date of full time employment (eligibility).

Email will be the primary form of communication with our newest employees regarding their benefit plan enrollment, so it is critical to enter (or update) an email address on the HRMS Person edoc at the time of hire. If the new employee does not yet have an IU email address, then a non-IU email address must be added. Both the HRMS Person edoc and the Personal Profile Form have been revised to include a non-IU email address. Omission of an email address at the time of hire will result in a delay in getting important benefit enrollment information to your new hire.

The day after the hire edoc is approved by Faculty Appointments and Advancement, a welcome email will be sent to the new employee from one of our Benefits Specialists inviting him/her to attend a benefit information orientation session. Two to three days later, the new employee will receive an additional email from University Human Resource Services which includes step-by-step instructions on how and when to enroll in the benefit plans.

Indiana University supports an environment that offers solutions to the complex issues academic appointees face in balancing their work and family commitments. Family leave provides eligible academic appointees with up to twelve weeks of fully paid leave, as needed for either or both of the following events:

• the birth or adoption of a child by the academic appointee or the academic appointee's spouse or domestic partner,
• the primary care of an eligible family member with a serious health condition.

Family leave is not intended to be a supplemental pay plan. It is a policy which allows for an academic appointee to take necessary time off from work without undue financial hardship. People may need six weeks, or they may need twelve weeks, depending on their situation. It is expected that paid leave periods will vary by need and circumstance and may extend across semesters. An appointee should not be expected to perform duties while on leave, to make up time/work, or to be on call in clinical settings. The leave is intended to relieve the appointee of responsibilities so he or she may attend to the family need. Family leave is separate from and in addition to sick leave. ("See Relationship to Sick Leave Policy".) Leave taken pursuant to this policy shall count as all or part of the federal Family and Medical Leave Act requirement.

For complete details of this policy, please review the IU Family Leave document in its entirety. To apply, complete the Academic Paid Family Leave Form.

Short Term Absences

Short term absences of three weeks or less should continue to be arranged informally within a department.