(Approved by the University Senate March 1, 2007 and amended on May 15, 2018.)
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.
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 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 or, in the case of Schools without departmental organization, the Dean.
In other 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.
Note: The granting of tenure clock stoppage does not influence granting of tenure in the future.