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Topics We Will Cover Today

Sabbaticals and Difference–in–Pay Leaves

Personal and Professional Leaves without Pay

Leaves of Absence with Pay

Parental Leaves

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Sabbatical/DIP Leaves

Sabbatical A

One (1) semester at full salary
Number of campus determined by allocations

Sabbatical B

Two (2) semesters at one-half of full salary.
Number of leaves not impacted by campus allocations
Faculty are urged to work with SDSU Research Foundation staff and their Dean's Office to ensure that a clear joint understanding is in place around additional employment and pay, including grants and contracts.

Difference-in-Pay Leave

Difference between the faculty employee’s salary and the minimum salary of the instructor rank.
Number of leaves not impacted by campus allocations
Faculty are urged to work with SDSU Research Foundation staff and their Dean's Office to ensure that a clear joint understanding is in place around additional employment and pay, including grants and contracts.

If a sabbatical “Type A” is not awarded, faculty may consult with their dean for more information on the possibility of changing your leave request to a “Type B” or a DIP leave.
Permission on supervising students and working on grants is built into Interfolio application.

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Eligibility

Serve full-time for six (6) years at the campus in the proceeding seven (7) year period prior to the leave and at least six (6) years after any prior sabbatical leave or difference-in-pay leave. (CBA 27.2)

Eligibility for a subsequent difference-in-pay leave after the faculty member has served full-time for three (3) years after the last sabbatical or difference-in-pay leave. (CBA 28.5)

A year of service for academic year faculty is defined as two (2) consecutive semesters within an academic year. (CBA 13.6)

Eligibility is calculated on the academic year, not calendar year

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Factors Impacting Eligibility

One academic year in which Professional LWOP is taken at any percentage shall count towards eligibility in any given qualifying period. Subsequent years in which professional LWOP is taken at any percentage shall not count towards eligibility.

Any academic year in which one or more semesters of personal LWOP taken at any percentage shall not count towards sabbatical eligibility.

Paid parental leaves, as provided for in CBA 23.4, shall have no impact on eligibility unless an extension of the probationary clock is granted.

Extending a probationary period or “stopping the clock” during the probationary period granted for any reason species in CBA 13.7-13.8 shall not count towards sabbatical eligibility. (Exception for COVID extensions awarded by Provost)

Professional

LWOP

Personal

LWOP

Paid Parental

Leave

Extending

Probationary

Period /Stopping

the Clock

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Process Changes for this Year

For Candidates:

Application form has been updated in Interfolio to include their proposal. Only upload needed is for the C.V.
Promissory note will now be collected after awards have been granted.

For Reviewers:

Reviewers will no longer be preparing/submitting letters or ranking cover memo. A recommendation form to be completed by the Committee Chair has been built into the Interfolio review steps.

For Staff:

Department/school coordinator and committees need to be added to the review steps in Interfolio.
Committee Chair, Chair/Director and Dean need to be identified and “starred” in Interfolio so they may complete the recommendation form.
Staff no longer need to upload and share letters!

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General Process Overview

FASS updates materials (staff/faculty/reviewer guides, Interfolio templates, TT eligibility lists, etc.)
Departments notify eligible faculty
Faculty confirm if they wish to apply, department/school creates cases in Interfolio and notifies faculty when their case is ready
Faculty complete their application within Interfolio
Staff make sure committees, chair/director, etc. are added to Interfolio steps and that the appropriate reviewer is “starred”
Department/school committee, chairs/directors, college committees, and deans review applications, and complete recommendation form

Staff assist with moving case forward to appropriate level of review

FASS works with Provost’s Office to review applications and issue decisions
Faculty are notified of the final decision via Interfolio

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Guides

Staff guide includes:

Eligibility notification process
Adding committees to cases
Instruction for college and department levels of review
Sample language for communications

Candidate guide includes:

Packet requirements
Managing and uploading materials
How to view shared files

Reviewer guide includes:

How to review applications

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Sabbatical/DIP Reports

Faculty members are required to submit a report on their activities by October 15 of the academic year following a sabbatical/difference-in-pay leave.

Form is available on the FA Leaves website
Department/school receives completed form, chair/director signs to acknowledge and routes to College
Dean signs to acknowledge and routes to FASS
AVP for FASS will sign form to acknowledge and file in PAF

If using AdobeSign, please route to facultyadvancement@sdsu.edu for AVP signature.

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Personal Leaves of Absence without Pay (CBA 22)

May be taken for:

family sick care
outside employment
parental
unpaid sick leave
other personal reasons

Personal leaves do not accrue service credit towards a sabbatical /DIP leave

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Professional Leaves of Absence without Pay (CBA 22)

May be taken for:

advanced study
professional development
research
other purposes of benefit to the campus

Professional leaves do accrue service credit towards a sabbatical /DIP leave

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Leaves of Absence with Pay (CBA 23)

Leaves may be taken with pay for:

Bereavement
Fulfilling military requirements
Jury duty
Parental
Personal emergency
Serving as a court-subpoenaed witness
Voting

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Parental Leave

Entitled to a maximum of 50 consecutive days commencing within a 135 day period (60 days before or 75 days after arrival of new child)

Leave Flexibility Options - faculty may choose one of the following in lieu of 50-day leave

Intermittent Leave - 50 non-consecutive days
Leave Sharing - If both parents are faculty employees, 1 spouse/partner may donate all or part of their leave to the other
Workload Reduction - Reduced assignment (60%) (9 WTUs) over 1 academic term

All leave flexibility options are arranged with the chair/director and approved by the dean. Details of leave option must be included in the appropriate section of the Parental Leave Application Form.

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Requirements for All Leaves

Requests are processed via colleges/Faculty Advancement but faculty must speak with HR Benefits Services prior to taking a leave and initial the space provided on the form indicating they have done so.

LWOPs may impact health benefits
Ensure that all available leave options are discussed for personal leaves

Faculty must notify their chair/director and dean with their intent to return to full-time status.

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General Procedures

Request must be in writing via the appropriate leave form:

Probationary and Tenured Faculty Leave of Absence Without Pay (LWOP) Form
Temporary Faculty Leave of Absence without Pay Form
Faculty Parental Leave Application Form (used for all faculty)

When processing request forms, check before forwarding:

The current version of form is being used
All information is completed - leave type, term, year, time-base, postponement of periodic evaluation or performance review (if applicable), applicant has spoken to HR Benefits Services (LWOPs may impact health benefits and to ensure that all available leave options are discussed), details of parental leave flexibility
Chair/director and dean have signed and marked the appropriate approval box
For temporary faculty LWOP - Dean writes approval memo; copies of form and memo are provided to cc’s listed on form (FASS and HR)

Faculty must notify the chair/director and dean of their intent to return to full-time status
Check with your Resource Manager for current ATF processing guidelines

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