Sabbaticals, Leaves Without Pay/With Partial Pay, and Teaching at Other Institutions

4.0 Sabbaticals, Leaves Without Pay/ with Partial Pay, and Teaching at Other Institutions


Tenured faculty members must serve 6 years at New York University in order to be eligible to apply for a sabbatical leave.  Following 12 semesters of service, tenured faculty are eligible to apply for a one semester of sabbatical leave at full pay or one academic year at ¾ pay.  Alternatively, faculty members may choose to apply for a one semester of sabbatical at ¾ pay after 6 semesters.  Sabbatical leaves cannot be “banked” or “deferred without prejudice” unless acceptable justification is provided to FAS Academic Appointments and approved by the Dean and the Provost’s Office. 

As with all leaves, the timing of the sabbatical must be approved by the Chair. It is the expectation of the Dean's Office that no more than 1/5th of continuing departmental faculty will be on leave in any given academic year.  Specific course coverage plans must be included with each request.

All sabbatical leaves are by application, subject to review and approval by the Provost’s Office.  Please refer to the Faculty Handbook for more information.

  1. Requests for sabbatical leaves for either or both terms of Academic Year 2017/2018 must be submitted by Friday, October 28, 2016. Please visit FAS Academic Appointments for instructions. Leaves should be justified on grounds of enhanced scholarly performance, and are not automatically granted. Chairs should give careful consideration to the impact of leaves on meeting the needs of the instructional program of the department, in the context of the possible reduction in adjunct funding.
  2. At times, a coincidence of proposed leaves could affect a department adversely. In such circumstances the Chair will have to negotiate a staggered schedule. It may not be possible to replace a faculty member on leave with an adjunct or visitor, so please plan with that caution in mind.
  3. The faculty member should prepare a specific narrative description of the proposed activity and an assessment of its value, to be included with application
  4. Requests to revise or cancel sabbatical leaves for which approval has been given will not be considered by FAS Academic Appointments after April 2017, except under extraordinary circumstances.
  5. Some members of the faculty may wish to augment their income while on sabbatical leave by means of research grants. In such cases, University regulations are as follows per the Faculty Handbook:

"Sabbatical Leave and Sponsored Research: All sabbatical leave arrangements approved by the University carry the restriction that the faculty member is not permitted to engage in any form of regular academic or other employment to supplement the sabbatical salary. However, a member of the faculty is entitled to supplement the salary provided by the university during the period of leave with funding provided by an external sponsor for research, in an amount approved by the sponsor, so long as the total compensation is no more than the full base salary and the leave otherwise comports with the terms and conditions of the award. The faculty member must take the initiative to report plans for sabbatical leave to the sponsor and identify the salary supplementation explicitly in the proposal whenever possible, and must make known to the department chairpersons and dean at the time of the request for sabbatical leave that such funding is being, or will be, sought from the research sponsor."


Requests for leave without pay may be submitted at any time, though for staffing and budgetary reasons, please make every effort to apply at the earliest convenience. Replacement of faculty on Leave Without Pay is not automatic and is subject to overall budget priorities. A Leave Without Pay should not be approved under the assumption that the line will be replaced. Requests are approved only on assurance that the work of the department/program will not suffer.

It is the expectation of the Dean's Office that a top-up to full pay will be requested only when (1) the grant/award/fellowship is deemed prestigious in nature or (2) the grant/award/fellowship provides a minimum of 50% of base salary expenses.

The Dean's Office requests that no more than 1/5th of continuing departmental faculty will be on leave in any given academic year. Specific course coverage plans must be included with all applications.

The process to apply for leave without pay/with partial pay is the same as that for sabbatical leaves. Please visit FAS Academic Appointments for instructions. Requests to revise or cancel leaves without pay after April 2017 will only be granted under extraordinary circumstances. As with sabbaticals, please submit a post-leave report.

Please Note: The 9 month academic salary is paid over 12 months (6 installments for the fall semester and 6 for the spring semester). If you are on a leave with partial pay your leave salary will be disbursed in the same manner.

If you are on leave in the fall*, the first 6 payments of the year will reflect the leave salary pay rate (October 1, November 1, December 1, January 1, February 1, and March 1) and your normal paychecks will resume on April 1. If you go on leave in the spring, your leave will reflect 6 pay checks starting April 1 (April 1, May 1, June 1, July 1, August 1, and September 1) and your normal paychecks will resume on October 1.

*Special Note: If you are on a leave without pay for the fall semester your payroll will resume on March 1 and continue through September 1 for the remainder of the current academic year (equal to seven installments). If you are on a leave without pay in the spring, your last pay date for the current academic year will be March 1. Your regular monthly payroll will resume on October 1 the following academic year.


  1. As a matter of University policy, full-time members of the faculty may teach only at New York University during the period of their regular teaching assignments, normally September to May. Teaching at other institutions during the academic year may be undertaken only in the most unusual of circumstances, and must be duly approved by the Dean of the Faculty and the President. A recommendation is approved only when such service will alleviate an unexpected problem at a neighboring institution (illness, sudden departure, etc.), or when the experience will clearly contribute to the professional development of a colleague. Outside teaching assignments must be limited to no more than one day a week and are only granted under the condition that the arrangement is temporary. Probationary faculty will generally not be permitted to undertake these assignments, as an overload may adversely affect their progress towards tenure.
  2. Such requests must be accompanied by the Chair's endorsement and include assessment of impact on both the department's teaching program and on the colleague's development, and by a letter (Chair-to-Chair or Dean-to Dean) from the hiring institution which requests permission to approach the NYU colleague.


  1. All of the above requests require final approval by the Office of the Provost on the recommendation of the Dean of the Faculty.


  1. Colleagues returning from sabbatical leave and leave without pay/with partial pay should submit a written report to the Dean of the Faculty with a copy to the Divisional Dean and Chair within a month of their return to campus.


The Goddard Junior Faculty Fellowship, made possible by Paulette Goddard's bequest to New York University, was established in 1993/1994. The Fellowships allow tenure track faculty who have successfully passed their Third-Year Review a semester of leave with full pay in the following year. The timing of the leave (Fall or Spring term) will be determined in consultation between the recipient and the department Chair.

The leave is intended to provide junior faculty with a concentrated period of time to conduct research and scholarship which will lead toward meeting the criteria for promotion and tenure at NYU. At the conclusion of the leave, each Goddard Fellow will be required to submit a brief report of their activities to the Dean.

To apply for a Goddard Fellowship please visit FAS Academic Appointments.

Questions regarding eligibility and timing of the Goddard leave can be directed to the Office of Faculty Advancement.


The salary for a full-time faculty member may be continued at the discretion of the Dean, subject to approval by the Office of the Provost, for absence caused by illness or disability, for up to six months. Applications are to be submitted to the Dean, care of FAS Academic Appointments. The Dean may approve leaves of up to seven days duration. Leaves in excess of seven days must be approved by the Dean and by the Office of the Provost. For assistance please contact Amber Pritchett at or extension 83566.

Legally, an absence caused by inability to work because of pregnancy, childbirth, or related medical conditions must be treated at least as favorably as an absence caused by illness or disability for all employment related purposes. At the time a faculty member gives birth, she is entitled to an aggregate of six consecutive weeks of paid maternity leave preceding and following date of birth.

A physician's statement certifying that the faculty member is unable to work because of illness or disability and the date on which it is anticipated that he or she can return to work, may be required.

In addition, the University, may require that the faculty member be examined by a physician designated by the University at no cost to the faculty member. In cases of childbirth, no certification will be required unless the request for leave extends beyond six weeks.

A full-time faculty member who is totally disabled for more than six consecutive calendar months may claim benefits under long term disability insurance if a participant.


Personal leave without pay may be granted at the discretion of the Dean for a variety of reasons. A leave of absence for more than seven days requires approval by the Office of the Provost. Women and men may be granted one or more full semesters of leave without pay for compelling personal reasons, such as the care of a seriously ill child, parent, spouse or domestic partner. Leave by either parent for the purpose of taking care of a child or related activities, as distinguished from inability to work because of pregnancy or childbirth, is treated as personal leave. Faculty members are entitled to all provisions of the Federal Family and Medical Leave Act of 1993 that are not specifically provided for herein. For further details please refer to FAS Academic Appointments.


Benefits may be affected during a leave of absence. It is a faculty member's responsibility to contact the PeopleLink ( or call 212.992.5465) to arrange for continuation of benefits. PeopleLink can provide details regarding how to continue coverage and the length of time for which benefits may be continued. Please visit via NYU Faculty Benefits for more information.


When faculty choose to have external funds paid to NYU for disbursement through NYU (rather than paid to the faculty member directly) for continuity of pay/ benefits while on a leave or sabbatical, it is standard university policy to charge fringe (currently 30% of salary) to cover the costs of payroll taxes and benefits. Every payroll transaction comes with a fringe charge. For Example; Faculty member A will be on leave for the fall semester. His salary for the fall semester is determined to be $50,000. The funding institution will need to send NYU a total of $65,000 based on the below calculations:

$50,000 fall salary + ($50,000 fall salary *30% NYU fringe rate) = $50,000 fall salary + $15,000 for fringe benefits = $65,000 total payment to NYU

Please note that not all funding agencies/institutions permit payment to NYU.

As an alternative, faculty can elect to have external funds paid to them directly. Please be aware that the faculty member’s salary will either be reduced or stopped during this time depending on the financial award (faculty may not receive more that 100% of their annual compensation in total). If the salary is reduced, regularly scheduled benefits deductions will continue via NYU. Note that this includes faculty housing payments where applicable. If payroll ceases, all benefits and housing deductions will be administered manually with the faculty member paying NYU directly for these costs. Regarding retirement contributions, faculty members may adjust their retirement contributions to receive the maximum employee contribution for the time they are on NYU Payroll for the calendar year (i.e. worked Fall and on leave for Spring and paid externally, could contribute $24K maximum spread over Sept, Oct, Nov and Dec) but would only receive the NYU contribution based on calendar year earnings.