C215: Parental Leave

PolicyApproved By: Faculty Senate and UNM President
Effective Date: October 10, 2025
Responsible Faculty Committees: Faculty Senate Policy Committee
Office Responsible for Administration: Office of the Provost and Office of the Executive Vice President for Health Sciences (EVPHS)

(Approved by the Faculty Senate November 23, 2010; Approved UNM President November 29, 2011)

SECTION 1: GENERAL PRINCIPLESApplicability

TheThis Policy applies to all academic University of New Mexico (UNM) units, including the Health Sciences Center and Branch Community Colleges. Agreements reached by collective bargaining will hold precedence over any element of this Policy for faculty members covered by the agreement. In areas where there are differences, the Collective Bargaining Agreement (CBA) will hold precedence; however, parts of this Policy not covered by the CBA apply to all eligible faculty.

Policy Rationale

UNM supports faculty in balancing their academic and personal lives. UNM strives to help faculty coordinate the needs and timing of an academic career and balancing thebalance sometimes-competing priorities of their academic and personal livespriorities. UNM is committed to creating an environment that supports faculty when thewith new parenthood responsibilities of family life are particularly demanding by allowing faculty to takeproviding paid time away from work for caring for and bonding with children.

Policy Statement

This policyPolicy provides one (1) semester of parental leave with full pay for a primary or co-equal care-giving faculty parent as defined within this policy.

1.1 Role of Academic Leadership

Academic leaders and supervisors will attempt to foster an environment in which every eligible faculty member will be encouraged to consider freely the parental leave opportunity offered through this policyPolicy. Deans, department chairs, and program directors should make every effort to promote use of this policy. Individuals participating in reappointment, tenure, and promotion reviews shall not allow use of parental leave or family-related tenure-clock extensions to have a negative influence in the evaluation of any candidate.

1.2 Ethical Use

This policy shall be promulgated, used, and applied within the intent and principles of the policy and with the high ethical standards expected in all areas of academic endeavors and leadership.

The parent/s taking leave must also realize this is a revocable benefit under certain circumstances. The leave may not be used for outside work, whether part-time or full-time, for pay. The parent taking leave must also agree that they will return to work at UNM after leave has been taken for a minimum of time equal to leave time taken.

1.3. Relationship to Medical Leave

Parental leave is not intended to take the place of medical leave for a birthing parent, but is granted in addition to any medically required leave. Faculty members may also take unpaid FMLA for additional relief. For more information on FMLA refer to UAP Policy 3440 “Family and Medical Leave.”

SECTION 2: ELIGIBILITY, REQUIREMENTS, AND LIMITATIONS

2.1 Eligibility

1. Parental Leave

All regular contract faculty at .50 FTE or higher who have been employed at UNM at least one (1) semester are eligible forThe purpose of parental leave. In taking parental leave, the expectation is that the faculty member willto spend this time caring for and bonding with a child who has recently joined the household. All paid parental leave received by a faculty member under this Policy will count toward the faculty member’s Family Medical Leave (FML) entitlement, if the employee is eligible for FML (Refer to UAP Policy 3440). When parental leave runs concurrently with FML it will provide full relief from all academic duties and responsibilities. If the faculty member has exhausted their FML, the faculty member may still take parental leave, but the chair may request research and advising duties to continue during parental leave in accordance with approved college or school procedures/guidelines.

Extraordinary circumstances such as multiple births/adoptions or events involving special-needs children may necessitate additional leave and/or flexibility and shall be referred to the Provost/EVPHS, or their designees, for a determination of other options. Refer to Policy C280 “Leave Without Pay.”

2. Eligibility

Faculty with professorial appointments, continuing non-tenure appointments, and renewable research appointments, are eligible for parental leave if they have been employed at UNM at least one (1) semester at 0.5 FTE or higher. The specific faculty titles in each of these appointment categories is listed on the Office for Academic Personnel website in accordance with Section B of the Faculty Handbook. If both parents are faculty members, each is eligible for parental leave and will be reimbursed at their full salary whether taken consecutively or concurrently.

If both faculty members are in the same department, the faculty members and the chair will discuss how best to meet the needs of the department and the family including whether to take the leave concurrently or consecutively (preferable). If only one parent takes leaveIn cases of disagreement, that parentthe dean will be reimbursed at full pay duringmake the leave. If both parents wish to take leavefinal decision, whether consecutively or concurrently, they will eachwhich can be reimbursed at one-half of their usual salaryappealed in accordance with Section 4 below. Parents giving birth, spouses or domestic partners of parents giving birth, parents adopting, and parents accepting a long-term foster placement or fostering toward adoption, are all eligible for equal amounts of parental leave under this policyPolicy.

2.2 Eligible Events

3. Eligible Events

Parental leave should normally begin within one (1) calendar year after a child is born or an adopted or foster child joins the household. Exceptions to the one-year time frame will be reviewed on a case-by-case basis in accordance with Procedures Section 3.16. herein.

2.3. Relief

4. Appeals

This policy provides full relief from teaching dutiesIf a faculty member and similar responsibilitiesthe dean or department chair cannot reach agreement on a parental leave plan for relief, the faculty member may appeal the dean’s decision to the Provost or EVPHS for a final decision. When research and advising are part

Procedures

1. Role of Academic Leadership

Academic leaders and supervisors foster an environment in which every eligible faculty member is normally expected that these activities will continue duringencouraged to take the parental leave opportunity offered through this Policy. Deans, but not during any perioddepartment chairs, and program directors should make every effort to promote use of medically requiredparental leave. GivenIndividuals participating in reappointment, tenure, and promotion reviews shall not allow use of parental leave or family-related tenure-clock extensions to have a negative influence in the varied natureevaluation of any candidate.

2. Ethical Use

This Policy shall be promulgated, used, and applied within the intent and principles of the Policy and with the high ethical standards expected in all areas of academic responsibilities across UNM, itendeavor and leadership.

This benefit is the prerogative of each deana revocable benefit under certain circumstances. Parental leave may not be used for outside work, whether part-time or full-time, for pay. The parent taking leave must also agree to establish guidelines for relief under this policy. Duereturn to the unique nature of faculty responsibilities that include providing patient care,work at UNM at the Health Sciences Center (HSC) will define the extentconclusion of relief provided to HSC faculty requesting parental leave for a minimum of time equal to leave time taken.

3. Parental Leave

The faculty member should discuss the need for parental leave with the dean or department chair well in advance of the leave and when possible, in time for anyto make alternative teaching, patient care, and other academic arrangements to be made. The faculty member and the dean or department chair will work together to develop a plan for parental leave that meets both the needs of the faculty member and the needs of UNM. They shall work together to minimize the impact of leave on students, grantors, patients, and other beneficiaries of the academic program.

2.4 Family and Medical Leave (FMLA)

Faculty members may also take unpaid FMLA to arrange additional relief. For more information on FMLA refer to UAP Policy 3440 “Family and Medical Leave.”4. Tenure Clock

2.5 Tenure Clock

The running of the probationary period will be suspended, unless otherwise requested in writing, when a faculty member is on parental leave. If the research of a probationary faculty member is substantively impacted by an individual taking parental leave, the probationary faculty member may request an extension of their probationary period to their dean. Subsequent mid-probationary and tenure reviews will be pushed back one (1) full year later. Deans, department chairs, and program directors should help faculty members to make informed decisions about suspending the probationary period.

2.6 Sabbatical

5. Sabbatical or Academic Leave

Parental leave time will count towards time worked to earn a sabbatical or academic leave.

SECTION 3: EXTRAORDINARY CIRCUMSTANCES AND APPEALS

3.1 Extraordinary Circumstances

6. Extraordinary Circumstances

Extraordinary circumstances such as multiple births/adoptions or events involving special-needs children may necessitate additional parental leave and/or flexibility, and shall be referred to the Provost or Executive Vice President for Health Sciences (EVPHS) for a determination. These situations will be reviewed on a case-by-case basis to determine how best to meet the additional needs of the faculty member and UNM. These decisions will be applied consistently across the UniversityUNM to ensure equitable treatment.

3.2 Appeals

If a faculty member and the dean or department chair cannot reach agreement on a parental leave plan for relief, the faculty member may appeal the dean’s decision to the Provost or EVPHS for a final decision.7. Program Review and Evaluation

SECTION 4: PROGRAM REVIEW AND EVALUATION

The Provost’s Office and HHSCHSC Office of Academic Affairs will review this parental leave program biennially to ensure that it is applied equitably and consistently across UNM within the intent of the policy. This reviewReviews will also analyze the program’s impact on UNM’s mission and faculty recruitment, retention, and satisfaction in relation.

Definitions

Full Salary. This refers to associated coststhe faculty member’s guaranteed salary amount. It does not include:
• non-standard payments (see UAP Policy 2615),
• special administrative components (see FH Policy C180), or
• summer research or teaching (see FH Policy C120).

Who Should Read This Policy

• Board of Regents
• Faculty and academic staff
• Academic deans and other executives, department chairs, directors, and managers

Related Documents

Faculty Handbook
FH Policy C120 “Summer Session Teaching”
FH Policy C180 “Special Administrative Component”
FH Policy C210 “Sick Leave”

University Administrative Policies and Procedures Manual
UAP Policy 2615 “Non-Standard Payment Processing
UAP Policy 3415 “Leave with Pay”
UAP Policy 3440 “Family and Medical Leave.”

Contacts

Direct any questions about this Policy to your chair or dean.

History

• October 10, 2025 - Policy revisions approved by UNM President
• September 30, 2025 - Policy revisions approved by Faculty Senate
• November 29, 2011 - Approved by UNM President
• November 23, 2010 - Approved by Faculty Senate