Parental Policies

Officers of Instruction - Additional Morningside Policies

Parental Workload Relief for Officers of Instruction at the Morningside Campus

You are eligible for workload relief if you are the primary caregiver of a newborn child or a newly adopted child of less than school age,  or if the child is disabled or meets New York State's legal definition of "hard-to-place" and is less than 18 at the time the leave begins.  Please note that the content on this website provides a brief summary of the policies. For complete information please consult the Faculty Handbook.


You are the primary caregiver if:

  • you are a single parent, or
  • where there are two parents, if the other is working full-time or is enrolled as a full-time student
    Workload relief must begin within the first year after the birth or the adoption of the child but may continue beyond that year.  You may employ a child care provider and still be considered the primary caregiver. If you and your spouse or partner both work at the University, only one of you may be considered the primary caregiver at any time.  You are eligible for workload relief each time you have a new child. Workload relief will stop the tenure clock for one year for faculty on tenure track.

There are three workload relief options:

  • One term at full salary (no teaching):  You will be excused from all teaching and administrative committee work for one term, but you will be expected to be available for consultation with students, and to continue with your research.
  • One year at half salary (no teaching):  You will be excused from all teaching and administrative committee work for one year, but you will be expected to be available for consultation with students, and to continue with your research.
  • One year at full salary (reduced course load): You will teach half your usual course load each term, and make yourself available for half of your normal administrative assignments, as well as continuing to meet with students and conduct research.

Things to think about:

  • Parental workload relief is applicable to both mothers and fathers.
  • Your benefits will continue while on parental workload relief.
  • If you are on tenure track, the period of your leave will change your "up or out" date.
  • If you are tenured, the period of your leave may effect your eligibility for a sabbatical.

Preparing for parental workload relief:

  • Provide written notice of your intention to take parental workload relief to your department chair or dean.  Make sure to include an anticipated return date in your written notice of leave.
  • Leave sufficient time between your written request and the date you would like to begin your leave so that your department and/or school can plan for your absence and receive authorization from the Provost.