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It is the policy of the university to grant sick leave with pay to faculty members or administrative and professional faculty (AP faculty) when this becomes necessary during the period covered by the person's contract. Sick leave is subject to verification. Faculty with a history of frequent and/or prolonged illness may be asked to provide a health care provider’s certification. Faculty must comply with a management request for verification of the need to use sick leave. Extended absences (5 workdays or more) due to illness should be discussed with the Vice President for Human Resources because of the requirements of the Family and Medical Leave Act (FMLA). Sick leave will continue until the person is able to resume his or her responsibilities, but for no longer than six months of sick leave during those months normally covered by contract for teaching and research faculty or the university’s fiscal year (June 10 through the following June 9) for AP faculty. A faculty member or AP faculty may use their sick leave, up to 10 days at a time, for an illness or death in their immediate families. Leave for this purpose may not exceed 10 days in a contract cycle for teaching and research faculty or the university’s fiscal year for AP faculty. Immediate family includes parents, stepparents, spouse, domestic partner, children, stepchildren, foster children, legal ward, grandparents, siblings, stepsiblings, corresponding in-laws, and any relative, either by blood or marriage, living in the faculty member's or AP faculty member’s home. Faculty or AP faculty may use sick leave with pay for the period of absence that is certified by a physician as medically necessary because of illness, health conditions, or recuperation due to pregnancy or childbirth. Therefore, the period of absence before, during and after delivery that is certified by the attending physician as medically necessary may be charged to sick leave. Any additional period of absence that the faculty member elects to take must be taken as leave without pay. The provisions of the Family and Medical Leave Act (FMLA) apply to absences due to the birth of a child or the mother's health condition related to childbirth. The FMLA specifies the conditions under which the university is required to allow eligible faculty and AP faculty up to 12 weeks of job-protected leave (paid or unpaid) during a 12-month period for several listed reasons. Please see the Family and Medical Leave section for more specific information. All such leave should be requested in advance, or as soon as possible after an eligible need is known. Faculty members are encouraged to carry a disability insurance policy that begins coverage after six months when sick leave is exhausted and the faculty member is removed from the payroll. Such a policy is offered through the university's Department of Human Resources. If a leave of absence without pay is granted after sick leave is exhausted, the position will be filled with a temporary appointment for the period of the leave. The chair and/or dean, in conjunction with the faculty member, will be responsible for developing a work-management plan for hiring replacements or assigning work or teaching to others when a faculty member takes sick leave.
Leave of Absence Without CompensationLeave of absence without compensation may be granted for reasons that are in the interests of the university. Faculty granted such leave shall return to their positions at the salary they were earning at the time the leave was granted plus any increments that may have been awarded. A faculty member's request for leave of absence must be approved by the department chair, the dean, the provost and vice president for academic affairs, and the president. Such leaves are granted for one year at a time and no more than two consecutive years of leaves of absence shall normally be permitted. A faculty member on leave of absence without compensation may not become employed as a full-time faculty member at another institution unless such employment was proposed on the faculty member's request for a leave of absence and was approved. Faculty authorized for leave of absence without compensation are eligible for extended benefits under life insurance, group medical programs, and some similar programs available to employees of the University.
Policy for Faculty Development FundsFunds to support faculty development will be made available through the Office
of the Provost and Vice President for Academic Affairs. These funds are for
the purpose of improving the quality of instruction at Old Dominion University.
The awards are available to all full-time faculty who are not on a terminal
contract. After evaluation and signature by the department chair and dean, the Office of the Dean should submit a copy of the faculty member’s proposal to the Faculty Senate Scholarly Activity and Research Committee (D.). The committee’s recommendations for awards will be based on overall evaluations of competing proposals. The committee will forward its recommendations, along with the evaluation of the chair and dean, to the Provost for final review, evaluation, and determination. The following list provides some suggestions for funding, but it should not
be considered exhaustive. Reimbursement of expenses for workshops on teaching effectiveness. Reimbursement of expenses for workshops which will make the faculty member
proficient in some area and which subsequently may lead to course development. Summer stipends, which will not exceed those awarded for summer research
grants, to support faculty self-study, development of instructional materials
such as videos, course packs and workbooks, development of innovative educational
approaches, or significant program curriculum revision. Reimbursement of expenses for guest speakers and/or consultants as related
to classroom instruction.
Faculty development funds cannot be used to support faculty attendance or
presentations at conferences.
Participation in Learned SocietiesThe university recognizes the necessity of attendance at professional meetings
and its effect upon the enhancement of good teaching and related activities.
Every effort is made to have funds available to faculty members for this purpose.
Fee Waivers for Full-time Faculty, Staff and DependentsStatement: Fees for admission applications and transcripts for full-time faculty, staff, and their dependents are waived. |
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