HUMAN RESOURCES

Understanding Parental Leave of Absence

Parental Leave may be made up of three parts: Family Medical Leave Act (FMLA), Extended Sick Time (EST), and Birth/Adoption Parental Leave (BAPL). In general, FMLA will run concurrently with EST and BAPL. See the Length and Timing of Leave and the Leave Scenarios sections below for more information.

• FMLA: You are eligible for up to 12 weeks of unpaid job protected leave under FMLA. While FMLA is unpaid, you may receive compensation through the EST and BAPL policies or by using your banked time off (PTO).
• EST: Extended Sick Time (EST) applies to the birthing parent for the childbirth and recovery period. EST provides pay for the period of 6-8 weeks. In general, EST will run concurrently with FMLA.
• BAPL: Parents with a newborn or newly adopted child are eligible for Birth/Adoption Parental Leave (BAPL), which provides four weeks of paid leave. This leave of absence allows for bonding time between the parent(s) and the child and is applied after the EST period for the birthing parent. In general, BAPL will run concurrently with FMLA and will begin after EST is exhausted.

Eligibility

Family and Medical Leave Act (FMLA)

Employees who have at least 12 months of eligible service at Northwestern University AND who have worked at least 1,250 hours within the past continuous 12 months, are eligible for the Family and Medical Leave Act (FMLA) to coincide with their parental leave. FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year and requires that their group health benefits be maintained during the leave.

Employees who are not eligible for FMLA should contact Human Resources Benefits at askHR@northwestern.edu or call 847‑491‑4700 to discuss their options. In some instances, employees may be referred to our Office of Civil Rights and Title IX Compliance to request maternity leave as an accommodation under the Americans with Disabilities Act. 

FMLA is available to both the birthing parent and non-birthing parent.

Extended Sick Time (EST)

Employees who have at least 6 months of eligible service at Northwestern University are eligible for Extended Sick Time (EST) to coincide with their parental leave. Extended Sick Time (EST) applies to the birthing parent for childbirth and recovery period.

Birth/Adoption Parental Leave (BAPL)

Employees who have at least 12 months of eligible service at Northwestern University are eligible for Birth/Adoption Parental Leave (BAPL) to coincide with their parental leave. BAPL is available to both the birthing parent and non-birthing parent.

Holding the Job

For FMLA eligible employees, the job is held for up to 12 weeks following the birth of the child. If the department operations permit, the employing department may agree to hold the job beyond the 12 weeks. You may apply for job protected leave outside of FMLA with the Office of Civil Rights and Title IX Compliance as an accommodation. 

Pay on Leave

Extended Sick Time (EST)

Extended Sick Time (EST) is only available to the birthing parent. EST provides 100% of the employee's base salary for childbirth and the subsequent recovery period, after satisfying a seven consecutive calendar day waiting period. EST will typically provide pay for up to 6 weeks for vaginal birth and 8 weeks for a C-Section. Incidental Sick Time, vacation, and personal floating holiday time can be used to cover the seven-day waiting period.

Birth and Adoption Parental Leave (BAPL)

Birth and Adoption Parental Leave (BAPL) provides 4 weeks of paid leave at 100% of the employee's base salary. BAPL may be taken all at once or in two-week increments and must be used within 6 months following the birth/placement of a child. For those who also receive EST, BAPL would begin after EST has been exhausted. For more information visit birth and adoption parental leave (BAPL).

Paid Time Off (PTO) Banks

Staff and library faculty members are also able to use any available vacation and personal floating holiday time to cover the bonding phase of the leave after EST or BAPL. Incidental Sick Time (IST) can only be used to cover the seven-day waiting period for EST, for the childbirth and recovery if the employee is not eligible for EST, or for other qualifying reasons. The bonding period does not meet the definition of Incidental Sick Time (IST), so IST cannot be used for that portion of leave.

Unpaid time

An employee will go unpaid once they have used all available Extended Sick Time (EST), Birth/Adoption Parental Leave (BAPL), and any banked Vacation or Personal Floating Holidays, or if they are not eligible for those benefits.

Benefits Coverage

Paid Leave

An employee on a paid leave will continue to receive benefits. The University continues to pay the employer contribution during this time. If enrolled in the Dependent Care Flexible Spending Account (DCFSA) this benefit is frozen until the individual returns from leave. The Dependent Care FSA can only be used when the employee is actively at work. Commuter benefits are terminated when an employee is on leave of absence and can only be used when the employee is actively at work. Once your leave ends you will need to reelect your commuter benefits. The deadline to make changes to commuter benefits is the fifth calendar day of the prior month. Please make any necessary changes prior to that deadline. For additional question on the commuter benefits, visit the Commuter Benefits. 

Unpaid Leave

An individual on unpaid leave will be billed for benefits coverage. The University continues to pay the employer contribution during this time. The employee has the option to waive some benefits while on unpaid leave. This is done in myHR within 31 days after starting unpaid leave. The Dependent Care Flexible Spending Account (DCFSA) is temporarily frozen during a leave of absence. Commuter benefits are temporarily terminated when an employee is on leave of absence. This benefit can only be used when the employee is actively at work. The deadline to make changes to commuter benefits is the fifth calendar day of the prior month. Please make any necessary changes prior to that deadline. For additional question on the commuter benefits, visit the Commuter Benefits page.

Length and Timing of Leaves

In general, FMLA will run concurrently with EST and BAPL for parental leave. FMLA provides employees with 12 weeks of unpaid, job-protected leave. During FMLA, an employee will remain eligible for medical benefits. An employee will remain in paid status during FMLA through a combination of EST, BAPL, and banked Vacation and Personal Floating Holiday time. See the Leave Scenario section below for more information and examples.

In situations where the birth, adoption, or placement of a child occurs on a weekend, during a holiday, or during Winter Recess, parental leave will begin on the date of birth, adoption, or placement of a child. If a University Holiday or Winter Recess occurs during the leave, then FMLA, EST, and/or BAPL will run concurrently with holiday and Winter Recess. An employee cannot pause and restart the leave due to University closings. 

How to Request a Leave of Absence

Requesting Leave with Your School or Department

An employee is expected to submit a request for leave 30 to 60 days before the start of parental leave to their direct supervisor or the designated administrator within their school or unit.

Requesting FMLA, EST, and BAPL

Northwestern partners with MetLife to review and substantiate FMLA, EST, and BAPL claims. Northwestern does not have access to medical documentation submitted to MetLife. Employees must work with MetLife  directly regarding questions about outstanding medical documentation, approvals, or appeals.

Employees requesting leave need to contact MetLife 30 to 60 days prior to the expected start of leave. MetLife will require the employee to complete authorization form(s) that will allow them to collect medical documentation from the employees’ attending physician(s). It is important to complete all paperwork with MetLife promptly to mitigate any delays in substantiating claims. Make note that MetLife might have follow-up or clarifying questions to process the claim. It is the employee's responsibility to follow-up and coordinate with MetLife and their attending physician(s) to ensure MetLife receives all requested documentation.

To initiate a claim with MetLife online, go to mybenefits.metlife.com or to initiate a claim over the phone call (800) 396-8876.  Before you contact MetLife, you should have ready 1) your attending physician(s) name, address, phone, email, and fax numbers, 2) if you are applying for FMLA, BAPL, and/or EST (EST is for birthing parent only), and 3) the first day of FMLA, EST, and BAPL.  

1. Once the initial claim is submitted to MetLife, they will inform you if you are eligible for FMLA, EST, and BAPL. This is only a notice of eligibility and does not mean your request for FMLA, EST, and BAPL is approved. You will need to contact MetLife again after birth, adoption, or placement of a child to receive approval for your claim.
2. After the birth, adoption, or placement of a child, contact MetLife to begin your FMLA, EST, and/or BAPL. MetLife will require medical documentation from the attending physician(s) for EST and proof of birth for BAPL. Delays in providing information or medical documentation to MetLife will cause a delay in approving the claim. You should contact your MetLife claims administrator to discuss any documentation required.
3. After your FMLA, EST, and/or BAPL claims are approved, MetLife will notify you directly. The Human Resources Benefits Office will notify your department of the approved FMLA, EST, and BAPL dates. 

End of Leave of Absence

Return to work

At the expiration of an approved leave, employees are expected to return to their job or an equivalent position for which they are qualified, if able to return to work. You should submit the Return to Work form provided by MetLife before you return. You should remain in contact with your supervisor regarding your expected return to work date. If your return-to-work date changes, you should update your supervisor and MetLife with the new information – see Leave Extension below. If an employee does not return from the leave of absence and does not request an extension or accommodation with the Office of Civil Rights and Title IX Compliance, their employment may be subject to termination.

Leave Extension

If you require time away from work after the approved leave ends, you should make an extension request to MetLife before the end of your approved leave. If the extension is denied by MetLife, you may contact the Office of Civil Rights and Title IX Compliance to request leave as an accommodation or another accommodation in order to return to work. Keep in contact with MetLife, your supervisor, and the Benefits Office on your expected return to work date. If an employee does not return from the leave of absence and does not request an extension or accommodation with the Office of Civil Rights and Title IX Compliance, their employment may be subject to termination.

Leave of Absence Scenarios

Below you will find guidance on how the Family Medical Leave Act (FMLA), Birth/Adoption Parental Leave (BAPL), and Extended Sick Time (EST) overlap and how faculty can find assistance with planning a parental leave.  Please see the PDF below.

• Staff and Library Faculty Parental Leave Scenarios

Below you will find guidance on how the Policy on Faculty Family Leave, Family Medical Leave Act (FMLA), and Extended Sick Time (EST) overlap and how faculty can find assistance with planning a parental leave. Librarian Faculty should review information under the Staff & Library Faculty tab of this website.

Eligibility

Eligibility criteria for childbearing, adoption, and childrearing leaves are available on the Office of the Provost’s Policy and Procedures website. Faculty members who do not meet the eligibility requirement described or have questions about eligibility should contact the Office of the Provost at facultyrecords@northwestern.edu or contact their school Dean’s or Faculty Affairs Office.

Understanding Parental Leave

Leave for childbearing, adoption, or childrearing may be made up of three components: Faculty Family Leave, FMLA and EST. In some cases, Faculty Family Leave, FMLA, and EST will not run concurrently. See the Length and Timing of Leave and the Leave Scenarios sections below for more information.

• Faculty Family Leave: Faculty Family Leave is the leave policies for childbearing, adoption, or childrearing. These policies, managed by the Office of the Provost, provide pay and time away from teaching and research obligations.
• EST: Extended Sick Time (EST) applies to the birthing parent for the childbirth and recovery period. EST provides pay for the period of 6-8 weeks, depending on the type of birth, following the birth of a child.  In general, EST will run concurrently with FMLA.
• FMLA: Faculty are eligible for up to 12 weeks of unpaid job protected leave under FMLA. Faculty members who have job protection through tenure or other University policies are still required to apply for and be approved for FMLA. While FMLA is unpaid, you will receive compensation through the Faculty Family Leave and EST policies, which will overlap. The University is required to track Family Medical Leave Act (FMLA) utilization.

Length and Timing of Leaves

Faculty members should review the Faculty Family Leave policy located on the Office of the Provost's website for information on length of leave;

Typically, a faculty member’s period of FMLA and EST run concurrently with their Faculty Family Leave. In situations where the birth, adoption, or childrearing begins during the summer term where the faculty member does not have any teaching obligations, Faculty Family Leave, FMLA, and EST will not run concurrently. In this situation FMLA and EST for birth, or just FMLA for adoption and childrearing, start at birth or adoption.

Requesting Faculty Family Leave

Requesting Faculty Family Leave With Your School

Review the Faculty Family Leave policy located on the Office of the Provost's website for information on when and to whom you should request your leave.

Requesting Family Medical Leave Act (FMLA) and Extended Sick Time (EST)

Northwestern partners with MetLife to review and substantiate FMLA and EST claims. Northwestern does not have access to medical documentation submitted to MetLife, so you should work with them directly regarding questions about outstanding medical documentation, approvals, or appeals.

The faculty member requesting leave is expected to contact MetLife 60 days prior to the birth or adoption, even if the birth or adoption occurs during the summer term in which they do not have any teaching obligations.

MetLife will require you to complete authorization form(s) that will allow them to collect medical documentation from your attending physician(s). It is important to complete all paperwork with MetLife promptly to mitigate any delays in substantiating your claims. Take note that MetLife might have follow-up or clarifying questions, sometime about information you already provided, in order to process the claim.

It is the faculty member’s responsibility to follow-up and coordinate with their attending physician(s) and MetLife to ensure MetLife receives all requested documentation and answers to their questions. Timeline examples of how Faculty Family Leave, FMLA, and EST will play out are provided below.

To initiate a claim with MetLife online, navigate to mybenefits.metlife.com or to initiate a claim over the phone call (800) 396-8876. Before you contact MetLife, you should have ready 1) your attending physician(s) name, address, phone, email, and fax numbers, 2) that you want to apply for FMLA and EST (EST applies to the birthing parent only), and 3) the first day or FMLA and EST, which is the date of birth or adoption.

The Provost’s Office has created a Guide to MetLife Medical Leave and FAQs to assist with the process. Keep in mind that MetLife is only responsible for approving the dates of FMLA and EST and does not provide guidance on which term Faculty Family Leave should begin or end.

• Once the initial claim is submitted to MetLife, they will inform you if you are eligible for FMLA, EST and BAPL. This is only a notice of eligibility and does not mean your request for FMLA and EST is approved. You will need to contact MetLife again after birth or adoption.
• After the birth, contact MetLife to begin your FMLA and EST. MetLife will require medical documentation from your attending physician(s) for EST and proof of birth for FMLA. Delays in contacting MetLife after the birth/adoption or providing information/medical documentation to MetLife will cause a delay in approving the claim. You may directly contact your MetLife claims administrator to discuss any documentation required.
• After your FMLA and EST claims are approved, MetLife will notify you directly. The Human Resources Benefits Office will notify your department of the approved FMLA and EST dates. Faculty should keep in contact with their Dean's Office on their expected return dates or any changes to their leave dates.

Benefits and leave eligibility is determined by the postdoc appointment type. You can verify your postdoc appointment type by using this guide to navigate to your appointment type in myHR. If your appointment is not listed as a postdoc in myHR, for example you have a Research Associate appointment, you should review the Staff and Library Faculty section of the Parental Leave website. Contact your supervisor or the Office of Postdoctoral Affairs (postdocs@northwestern.edu) with questions about your appointment type.

Appointment Types:

• Postdoctoral Scholar
• Postdoctoral Fellow-NRSA
• Postdoctoral Fellow, Direct Fellowship

Postdoctoral Scholar

Understanding Parental Leave of Absence

Parental Leave may be made up of three parts: Family Medical Leave Act (FMLA), Extended Sick Time (EST), and Birth/Adoption Parental Leave (BAPL). In general, FMLA will run concurrently with EST and BAPL. See the Length and Timing of Leave and the Leave Scenarios sections below for more information.

• FMLA: You are eligible for up to 12 weeks of unpaid job protected leave under FMLA. While FMLA is unpaid, you may receive compensation through the EST and BAPL policies or by using your banked time off (PTO).
• EST: Extended Sick Time (EST) applies to the birthing parent for the childbirth and recovery period. EST provides pay for the period of 6-8 weeks. In general, EST will run concurrently with FMLA.
• BAPL: Parents with a newborn or newly adopted child are eligible for Birth/Adoption Parental Leave (BAPL), which provides four weeks of paid leave. This leave of absence allows for bonding time between the parent(s) and the child and is applied after the EST period for the birthing parent. In general, BAPL will run concurrently with FMLA and will begin after EST is exhausted.

Eligibility

Family and Medical Leave Act (FMLA)

Employees who have at least 12 months of eligible service at Northwestern University AND who have worked at least 1,250 hours within the past continuous 12 months, are eligible for the Family and Medical Leave Act (FMLA) to coincide with their parental leave. FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year and requires that their group health benefits be maintained during the leave.

Employees who are not eligible for FMLA should contact Human Resources Benefits at askHR@northwestern.edu or call 847‑491‑4700 to discuss their options. In some instances, employees may be referred to our Office of Civil Rights and Title IX Compliance to request maternity leave as an accommodation under the Americans with Disabilities Act. 

FMLA is available to both the birthing parent and non-birthing parent.

Extended Sick Time (EST)

Employees who have at least 6 months of eligible service at Northwestern University are eligible for Extended Sick Time (EST) to coincide with their parental leave. Extended Sick Time (EST) applies to the birthing parent for childbirth and recovery period.

Birth/Adoption Parental Leave (BAPL)

Employees who have at least 12 months of eligible service at Northwestern University are eligible for Birth/Adoption Parental Leave (BAPL) to coincide with their parental leave. BAPL is available to both the birthing parent and non-birthing parent.

Holding the Job

For FMLA eligible employees, the job is held for up to 12 weeks following the birth of the child. If the department operations permit, the employing department may agree to hold the job beyond the 12 weeks. You may apply for job protected leave outside of FMLA with the Office of Civil Rights and Title IX Compliance as an accommodation. 

Pay on Leave

Extended Sick Time (EST)

Extended Sick Time (EST) is only available to the birthing parent. EST provides 100% of the employee's base salary for childbirth and the subsequent recovery period, after satisfying a seven consecutive calendar day waiting period. EST will typically provide pay for up to 6 weeks for vaginal birth and 8 weeks for a C-Section. Incidental Sick Time, vacation, and personal floating holiday time can be used to cover the seven-day waiting period.

Birth and Adoption Parental Leave (BAPL)

Birth and Adoption Parental Leave (BAPL) provides 4 weeks of paid leave at 100% of the employee's base salary. BAPL may be taken all at once or in two-week increments and must be used within 6 months following the birth/placement of a child. For those who also receive EST, BAPL would begin after EST has been exhausted. For more information visit birth and adoption parental leave (BAPL).

Paid Time Off (PTO) Banks

Postdoctoral Scholars are also able to use any available vacation and personal floating holiday time to cover the bonding phase of the leave after EST or BAPL. Incidental Sick Time (IST) can only be used to cover the seven-day waiting period for EST, for the childbirth and recovery if the employee is not eligible for EST, or for other qualifying reasons. The bonding period does not meet the definition of Incidental Sick Time (IST), so IST cannot be used for that portion of leave.

Unpaid time

An employee will go unpaid once they have used all available Extended Sick Time (EST), Birth/Adoption Parental Leave (BAPL), and any banked Vacation or Personal Floating Holidays, or if they are not eligible for those benefits.

Benefits Coverage

Paid Leave

An employee on a paid leave will continue to receive benefits. The University continues to pay the employer contribution during this time. If enrolled in the Dependent Care Flexible Spending Account (DCFSA) this benefit is frozen until the individual returns from leave. The Dependent Care FSA can only be used when the employee is actively at work. Commuter benefits are terminated when an employee is on leave of absence and can only be used when the employee is actively at work. Once your leave ends you will need to reelect your commuter benefits. The deadline to make changes to commuter benefits is the fifth calendar day of the prior month. Please make any necessary changes prior to that deadline. For additional question on the commuter benefits, visit the Commuter Benefits. 

Unpaid Leave

An individual on unpaid leave will be billed for benefits coverage. The University continues to pay the employer contribution during this time. The employee has the option to waive some benefits while on unpaid leave. This is done in myHR within 31 days after starting unpaid leave. The Dependent Care Flexible Spending Account (DCFSA) is temporarily frozen during a leave of absence. Commuter benefits are temporarily terminated when an employee is on leave of absence. This benefit can only be used when the employee is actively at work. The deadline to make changes to commuter benefits is the fifth calendar day of the prior month. Please make any necessary changes prior to that deadline. For additional question on the commuter benefits, visit the Commuter Benefits page.

Length and Timing of Leaves

In general, FMLA will run concurrently with EST and BAPL for parental leave. FMLA provides employees with 12 weeks of unpaid, job-protected leave. During FMLA, an employee will remain eligible for medical benefits. An employee will remain in paid status during FMLA through a combination of EST, BAPL, and banked Vacation and Personal Floating Holiday time. See the Leave Scenario section below for more information and examples.

In situations where the birth, adoption, or placement of a child occurs on a weekend, during a holiday, or during Winter Recess, parental leave will begin on the date of birth, adoption, or placement of a child. If a University Holiday or Winter Recess occurs during the leave, then FMLA, EST, and/or BAPL will run concurrently with holiday and Winter Recess. An employee cannot pause and restart the leave due to University closings. 

How to Request a Leave of Absence

Requesting Leave with Your School or Department

An employee is expected to submit a request for leave 30 to 60 days before the start of parental leave to their direct supervisor or the designated administrator within their school or unit.

Requesting FMLA, EST, and BAPL

Northwestern partners with MetLife to review and substantiate FMLA, EST, and BAPL claims. Northwestern does not have access to medical documentation submitted to MetLife. Employees must work with MetLife  directly regarding questions about outstanding medical documentation, approvals, or appeals.

Employees requesting leave need to contact MetLife 30 to 60 days prior to the expected start of leave. MetLife will require the employee to complete authorization form(s) that will allow them to collect medical documentation from the employees’ attending physician(s). It is important to complete all paperwork with MetLife promptly to mitigate any delays in substantiating claims. Make note that MetLife might have follow-up or clarifying questions to process the claim. It is the employee's responsibility to follow-up and coordinate with MetLife and their attending physician(s) to ensure MetLife receives all requested documentation.

To initiate a claim with MetLife online, go to mybenefits.metlife.com or to initiate a claim over the phone call (800) 396-8876.  Before you contact MetLife, you should have ready 1) your attending physician(s) name, address, phone, email, and fax numbers, 2) if you are applying for FMLA, BAPL, and/or EST (EST is for birthing parent only), and 3) the first day of FMLA, EST, and BAPL.  

1. Once the initial claim is submitted to MetLife, they will inform you if you are eligible for FMLA, EST, and BAPL. This is only a notice of eligibility and does not mean your request for FMLA, EST, and BAPL is approved. You will need to contact MetLife again after birth, adoption, or placement of a child to receive approval for your claim.
2. After the birth, adoption, or placement of a child, contact MetLife to begin your FMLA, EST, and/or BAPL. MetLife will require medical documentation from the attending physician(s) for EST and proof of birth for BAPL. Delays in providing information or medical documentation to MetLife will cause a delay in approving the claim. You should contact your MetLife claims administrator to discuss any documentation required.
3. After your FMLA, EST, and/or BAPL claims are approved, MetLife will notify you directly. The Human Resources Benefits Office will notify your department of the approved FMLA, EST, and BAPL dates. 

End of Leave of Absence

Return to work

At the expiration of an approved leave, employees are expected to return to their job or an equivalent position for which they are qualified, if able to return to work. You should submit the Return to Work form provided by MetLife before you return. You should remain in contact with your supervisor regarding your expected return to work date. If your return-to-work date changes, you should update your supervisor and MetLife with the new information – see Leave Extension below. If an employee does not return from the leave of absence and does not request an extension or accommodation with the Office of Civil Rights and Title IX Compliance, their employment may be subject to termination.

Leave Extension

If you require time away from work after the approved leave ends, you should make an extension request to MetLife before the end of your approved leave. If the extension is denied by MetLife, you may contact the Office of Civil Rights and Title IX Compliance to request leave as an accommodation or another accommodation in order to return to work. Keep in contact with MetLife, your supervisor, and the Benefits Office on your expected return to work date. If an employee does not return from the leave of absence and does not request an extension or accommodation with the Office of Civil Rights and Title IX Compliance, their employment may be subject to termination.

Leave of Absence Scenarios

Below you will find guidance on how the Family Medical Leave Act (FMLA), Birth/Adoption Parental Leave (BAPL), and Extended Sick Time (EST) overlap and how faculty can find assistance with planning a parental leave.  Please see the PDF below.

• Parental Leave Scenarios

Postdoctoral Fellow-NRSA

Postdoctoral Fellow-NRSA have a Job code of 100091 or 105565 and receive funding through a individual F32 fellowship or T32 institutional training grants. Parental leave for this postdoc classification is not managed through MetLife or the Benefits Office. Those classified as Postdoctoral Fellow-NRSA are permitted up to 60 calendar days (equivalent to 8 work weeks) of parental leave per year for the adoption or the birth of a child through the NIH grant. See more information on the NIH Family-Friendly Initiatives website. This leave is coordinated with the postdoc and their department/supervisor and is not managed by the Benefits Office. Additionally, those classified as Postdoctoral Fellow-NRSA are not tracked for FMLA usage. For job protected leave, you should contact the Office of Civil Rights and Title IX Compliance to apply for leave as an accommodation.

Those classified as Postdoctoral Fellow-NRSA are provided with Short Term Disability (STD) through Gallagher Benefit Services. If your disability period following birth extends past the 60 calendar days of NRSA parental leave provided by the grant, or if you experience a different disabling event, you may apply for STD. Questions about the STD plan should be sent to Gallagher at 844-315-4550 or UniversityServices.GBS.nupfbp@ajg.com. This plan may provide you with paid time away from work beyond the 60 days provided by the NIH if you are disabled.

Note, time worked as a Postdoctoral Fellow-NRSA is considered when determining EST eligibility, but only if the postdoc has a bona fide transition into a non-NRSA, benefits-eligible faculty, staff, or postdoc position when the leave occurs. Transitioning a postdoc to a different employee classification for the sole purpose of allowing benefits eligibility is not permitted.

Postdoctoral Fellow, Direct Fellowship

Direct Postdoctoral Fellows have a Job code of 107021 and are paid primarily by an external grant or fellowship that is not directed through the University payroll system. Parental leave for this postdoc classification is not managed through MetLife or the Benefits Office. Postdocs on direct fellowship should check their grant or consult with their sponsoring agency to determine leave provisions. Those classified as Direct Postdoctoral Fellows are not tracked for FMLA eligibility. For job protected leave, you should contact the Office of Civil Rights and Title IX Compliance to apply for leave as an accommodation. You should work directly with your supervisor or department for your leave requests.

Those classified as Direct Postdoctoral Fellows are provided with Short Term Disability (STD) through Gallagher Benefit Services. Childbirth may be considered a disabling event through this benefit. If you have questions about the STD plan, contact Gallagher at 844-315-4550 or UniversityServices.GBS.nupfbp@ajg.com.