Tenure clock stoppage may be granted automatically twice for two separate events, each for a maximum of one academic year or two academic semesters during the probationary period for any one of, or combination of, the following personal reasons:
1. Tenure clock stoppage may be authorized during a period of full service to faculty members who are primary caregivers of a child; and to primary caregivers of a parent, a spouse, or a domestic partner in a health crisis of extended duration. A domestic partner qualifies if he or she is registered with the University for benefits purposes. “Primary care” means day-to-day responsibility for the care of a child, parent, spouse, or registered domestic partner for a substantial portion of the period.
In the case of a parent primarily responsible for the care of a newborn child, newly adopted child, new foster care or guardianship placement, or newly-established legal custodial care, tenure clock stoppage will be granted automatically for up to two separate events, each for a maximum of one academic year or two consecutive academic semesters upon notification to the Chair of the Department and the FAS Dean. Faculty may also apply for Workload Relief for the period of tenure clock stoppage.
2. Tenure clock stoppage may be authorized to a faculty member who is granted one or more full semesters of leave for any one of, or combination of, illness/disability leave, maternity leave, or personal leave.
In such cases, a request for tenure clock stoppage normally will require advance approval by the Dean and the Office of the Provost. Requests should be made as early as possible, and when feasible, approvals should be in place no later than the onset of the semester preceding the period of tenure clock stoppage. The completed form along with a written explanation for stopping the tenure clock should be submitted to the Associate Dean for Faculty Advancement (email@example.com).
The granting of tenure clock stoppage does not influence granting of tenure in the future.
Tenure clock stoppage, unless combined with Workload Relief, Illness/Disability, Maternity Leave, or a Leave Without Pay for Personal Reasons does not provide for release of teaching or other duties.
Granting of tenue clock stoppage does not impact regular salary payments unless the request is in concert with an approved Leave Without Pay or Disability leave.
See also Faculty Handbook, page 48.