The purpose of a sabbatical leave is to allow a faculty member a focused period to pursue concentrated work leading to substantial academic, research, pedagogical, creative and/or professional projects that contribute to the mission of the University and enhance the faculty member's capacity as a teacher and scholar.
A sabbatical leave may be requested for one semester at full salary or for two semesters at half salary. The fiscal and academic needs of the department(s) affected and/or school and the University may affect the timing of leaves.
Faculty members on sabbatical will be treated for purpose of salary review and cost of living reviews as if they had continued to teach at the University during the sabbatical period.
A faculty member may not apply for a sabbatical in the same academic year that he or she applies for tenure. Otherwise, full-time tenured faculty members on a continuous appointment and faculty members on presumptively renewable multi-year contracts who have completed at least six years of full-time employment are eligible to take a sabbatical leave in their seventh year of appointment.
A recipient of a sabbatical leave becomes re-eligible to take a sabbatical leave in the seventh year of appointment at the University following the prior sabbatical leave.
A faculty member who is eligible and seeks to apply for a sabbatical leave must submit a current CV and a detailed sabbatical leave proposal to his or her department chair and dean by October 1 of the year proceeding the academic year for which the leave is sought.
Sabbatical Leave Proposals must include the following:
a) A clear, concise, and comprehensive description of the project;
b) An explanation of the project's significance for the applicant and for the University;
c) A statement regarding the availability of external sources of funding for support of the project;
d) A list of intended resources and locations at which portions of the proposed activity will be carried out (e.g., libraries, field sites, institutions, publishing houses);
e) A copy of the most recent promotion or periodic review (if any); and
f) A copy of the summary report of the previous sabbatical leave (if any).
The specific procedures for consideration of a proposal for sabbatical leave will be governed by each school’s policies as described in the school-specific sections of this handbook.
Once a determination is made within a school regarding sabbatical proposals, the dean will submit her or his recommendations and rank-ordered list along with the original proposals and related materials to the provost by the date specified on the University’s Faculty Calendar. The dean must also submit a sabbatical replacement budget plan.
The provost will forward his or her recommendations to the president and the Board of Trustees for action. The provost will notify the applicant of the Board’s decision no later than March 1.
A faculty member who takes a sabbatical leave agrees not to undertake any remunerative activity that has the potential to intrude on her or his proposed sabbatical work. A faculty member on sabbatical leave may not teach at the University, may not be assigned to serve on University committees, and cannot be required to participate in department and/or school activities. Faculty members on sabbatical are required to complete their annual review report.
Sabbatical recipients are obligated to resume their faculty responsibilities at the conclusion of the sabbatical leave and must remain on the University faculty for the subsequent academic year
Within one semester after returning from leave, sabbatical leave recipients are required to submit a summary report of sabbatical activities to the department chair and the dean
The faculty member may be expected to make a presentation to the faculty of the school concerning the results of his or her sabbatical work within one academic year following the sabbatical leave. In addition, the provost may ask the faculty member to make a presentation to the Board of Trustees outlining his or her sabbatical accomplishments.
A faculty member may be granted a leave of absence without pay to enable him or her to take a temporary position of special interest to pursue a unique professional development opportunity (including visit at another school), or, in limited circumstances, to take an unspecified leave. To initiate a leave without pay, a faculty member submits a written request to his or her dean outlining the nature of the proposed leave, the professional development benefits of the leave to the faculty member, the value of the leave to the school and University, and the specific duration of the proposed leave. The faculty member may request that the leave be counted as continuous service toward tenure and promotion and sabbatical calculations or may request that the probationary period be extended.
The dean will consider the request and base a recommendation for or against granting the leave request on the nature of the request, the timing of the proposed leave, the professional development benefit to the faculty member, and the various needs of the department and/or school. The dean will send that recommendation to the provost who will consider the request for a leave without pay and the recommendation of the dean in light of the needs of the University. The provost will communicate his or her decision either granting or denying the leave without pay in writing to the faculty member and dean. Professional development leaves without pay may only be granted for a maximum of two years. An application for an extension beyond two years will only be granted in extraordinary circumstances.
When a full-time faculty member becomes the parent of a child, either by the birth of the child or by adoption of a child, the faculty member shall, upon written request to his or her department chair and dean, be eligible for a parental leave of one semester at full pay for purposes of serving as the child’s primary caregiver.
If two faculty members would otherwise both be eligible for parental leave under this policy for a child, either one, but not both, may take the parental leave.
In order to minimize the administrative burden of ensuring adequate coverage of responsibilities, an eligible faculty member must give his or her department chair and dean at least three (3) months’ written notice of his or her intention to take a parental leave, the anticipated date of the start of the leave and the expected date of return. Medical emergencies or the uncertainties of adoption that prevent the giving of three months’ notice will not disqualify an eligible faculty member from obtaining parental leave. The written request for leave shall include the following:
1. When Taken
At the option of the faculty member, the parental leave may be taken during the semester in which the child is born or adopted or, if not then taken, the leave must be completed within one year after the birth or adoption placement.
A faculty member who takes parental leave shall receive the same salary and benefits that he or she would have received that semester if not on leave, and shall be relieved of his or her normal duties and responsibilities during the leave.
The benefits afforded under this policy are intended to be consistent with and not conflict with rights afforded under the Family and Medical Leave Act (FMLA) and the Massachusetts Maternity Leave Act (MMLA). Any leave taken under this policy, to the extent that it also qualifies for FMLA and/or MMLA, will count as FMLA and/or MMLA. Further, nothing in this policy is intended to limit a faculty member’s rights under the FMLA and/or MMLA.
2. Effect of Leave on Tenure Clock.
Faculty members who take leave pursuant to this Parental Leave Policy shall have their tenure clock extended by one year, unless otherwise requested by the faculty member taking the leave.
A faculty member who has been employed by the University for at least twenty years may request a one time, unpaid leave for up to one year. The faculty member applying for an unspecified leave must submit her or his request to the dean no later than October 1 of the year preceding the academic year for which the unspecified leave is sought. The dean will decide whether to grant an unspecified leave and will report that decision to the provost.
Upon return to the faculty, the faculty member granted an unspecified leave will be treated for purpose of salary review as if she or he had continued to teach at the University during the unspecified leave period. The faculty member will be responsible for all benefit contributions, if any, during the unpaid leave.
A tenured faculty member who accepts an administrative appointment at the school or University level retains the right otherwise requested by the faculty member taking the leave to return to the faculty of the school from which she or he came. Upon return to the faculty, the faculty member receives the salary held at the beginning of the administrative leave plus any appropriate pay increases. A faculty member’s salary will be adjusted accordingly when he or she is promoted during an administrative leave and the salary will be re-adjusted accordingly once the faculty member leaves the administrative appointment.