It is the policy of Austin Peay State University to provide a work environment that
is supportive of employees’ work and personal life obligations by offering parents
the opportunity to bond with their new child and balance their professional obligations
through paid parental leave. For more information, visit the the Paid Parental Leave policy.
Eligibility for paid parental leave is determined based on the following criteria:
Employee is the biological parent(s), or adoptive parent(s).
Faculty and staff employed in a regular position regardless of FTE.
Faculty must be on an active contract during the time the leave is being sought.
The employee must be continuously employed by the University in a regular position
for at least twelve (12) months prior to the birth or adoption of the child.
The paid parental leave will end immediately if the employee no longer meets the criteria
for eligibility. For example, if the employee voluntarily or involuntarily transfers
to an ineligible position, or separates from the University while on paid parental
Surrogate mothers and/or egg, embryo, or sperm donors are not eligible for paid parental
The employee should notify his or her department of their intention to request paid
parental leave. The employee should provide the department with the anticipated timing
and duration of the leave.
To receive paid parental leave, the employee must complete the Paid Parental Leave Request Form, and submit the approved form to the Office of Human Resources for review and processing
by the end of the fifth month of pregnancy. It is understood that under certain circumstances
it may not be feasible to provide notice by the end of the fifth month of pregnancy;
in these cases, the employee must provide notice as soon as practicable.
In addition to the Paid Parental Leave Request Form the eligible employee will also
be required to provide the Office of Human Resources with the below documentation
within 30 days following the birth or adoption of a child.
Birth of a child – appropriate birth documentation, such as a birth certificate or
hospital birth confirmation.
Adoption of a child – appropriate adoption documentation, such as an adoption order.
When on intermittent or reduced schedule Paid Parental Leave, the employee must follow
the department’s procedures for requesting time off and calling in absences.
If the employee is eligible for FMLA leave and has FMLA leave available, the FMLA form is also required for the use of the paid
parental leave. If paid parental leave is being combined with any other type of available
leave, appropriate application and documentation procedures must be followed as indicated
on the relevant leave policy.
In accordance with this policy and aligned to the faculty member’s preference, faculty
will complete a Modification of Duties Form which will propose their specific modifications. Chairs and Supervisors are strongly
encouraged to support the modifications, provided they are in alignment with this
policy and the needs of the department are considered. The form will be filed with
the Office of Human Resources and a copy maintained in the faculty’s department.
If there is a lack of mutual agreement in the modification of duties requested, faculty
and Department Chairs/supervisors may request the assistance of the Dean to reach
an agreed-upon solution.
Following the birth or adoption of a child, tenure-track faculty may request a one-year
extension to the tenure clock in accordance with existing “stop the clock” procedures
as specified in the Faculty Handbook.
Faculty may request modified duties at the end of the 6 weeks of paid parental leave,
but not to extend beyond the semester in which the 6 weeks end. Department Chairs,
Supervisors, and Deans are strongly encouraged to accommodate requests for temporary
assignment of “modified duties.” An eligible employee must consult with his or her
supervisor/chair and make a reasonable effort to schedule modified duties so as not
to unduly disrupt the University’s operations.
Modified duties are considered to include, but should not be limited to, on-site and
online duties, including teaching, clinical field placement, research or clinical
laboratory duties, librarian duties, student advising, committee work, and other service.
Faculty should not be expected to teach online courses in lieu of on-site duties.
Any modification in duties is not to be made up at a later date. Faculty shall not
be required to “bank” or “make up” duties prior to or following the modification of
If paid parental leave is taken during an approved faculty administrative leave, such
as Professional Development Assignment (PDA), the faculty member may negotiate the
terms of the PDA with their Chair and Dean.
If the employee fails to return to work after the period of paid parental leave or
returns to work but fails to remain at the University for at least 90 days, the employee
must reimburse APSU the salary paid under this policy, unless employed at APSU for
five or more years. Employees shall not reimburse APSU if the failure to return to
work is due to a medical condition of the employee or the child, subject to medical
Frequently Asked Questions
An eligible faculty or staff employee will be provided up to 6 weeks (225 hours) of
paid parental leave within 12 months following the birth or adoption of a child. The
amount of leave is prorated based on the employee’s Full-Time Equivalent (FTE) at
the time of the leave.
State of Tennessee law provides a period of up to four (4) months of leave to employees
for adoption, pregnancy, childbirth and nursing an infant, where applicable.
Paid parental leave will not reduce any employee’s (staff and faculty) balance of
accrued sick or annual leave or any faculty member’s eligibility for any other form
of academic leave.
Paid parental leave may be used consecutively with other benefits such as sick leave,
annual leave, short/long-term disability, and leave without pay. An eligible employee
should consult with the Office of Human Resources for assistance when planning a paid
Paid parental leave may be taken within the 12 months following the birth or adoption
of a child and is available on a continuous, intermittent (separate blocks of time),
or reduced schedule (reduces number of work hours per day or per week) basis. However,
intermittent or reduced schedule paid parental leave requires approval by the immediate
supervisor/chair and may require approval by the Dean, Director or Department Head
in accordance with the respective department’s procedures. Intermittent or reduced
schedule leave may not be taken in increments of less than one hour.
Yes. Paid parental leave will be paid at 100 percent of the employee’s base pay rate.
If both eligible parents are employed at APSU, each parent may receive up to 6 weeks
(225 hours) of paid parental leave. Parents may choose to take paid parental leave
concurrently or at separate times, according to their preference.
Paid parental leave is to be used concurrent with FMLA, the State of Tennessee Leave
for Adoption, Pregnancy, Childbirth and Nursing an Infant, and the State of Tennessee
Leave for Adoptive Parents. The concurrent use of paid parental leave and FMLA leave
will decrease, in whole or in part, the amount of FMLA leave available to the employee.
FMLA provides employees up to 12 workweeks of unpaid leave during a 12-month period for
family or medical leave and ensures employee is reinstated to the same or an equivalent
position following the leave period, in accordance with FMLA guidelines.
When the adoption is in the legal process, the paid parental leave may begin from
the point the child is placed with the eligible employee (granted custody) for the
purpose of adoption. The paid parental leave will generally commence immediately following
the adoption of a child. However, paid parental leave may occur prior to an adoption
when deemed necessary to fulfill the legal requirements for an adoption. If the adoption
involves a child who is incapable of self-care because of a mental or physical disability
the age limit of 18 may be waived.
Holidays: If an official University holiday occurs during the eligible employee’s paid parental
leave, the eligible employee will receive holiday pay in lieu of a paid parental day,
provided the eligible employee is in pay status the day before and the day after the
official University holiday. Official University holidays will not count against the
employee’s paid parental leave balance.
Emergency/Inclement Weather Closing: Employees on scheduled paid parental leave before the decision to close the University
due to emergency or inclement weather should continue to report their leave as paid
Any unused paid parental leave at the conclusion of the 12 months following the birth
or adoption of a child will be considered forfeited. Any paid parental leave remaining
at the end of the 12 months is not banked for later use or paid out, and cannot be
combined with any future paid parental leave.
An eligible faculty or staff employee is limited to receiving the paid parental leave
benefit up to three times during their career at the University, regardless of any
breaks in service.