Common use of Work Life Balance Clause in Contracts

Work Life Balance. 5.1 The Administration and the CSU-AAUP are committed to the ongoing development and implementation of working conditions and benefits that facilitate each faculty member’s ability to achieve a healthy work-life balance regardless of gender, age, or family life-style status. CSU views work-life balance as a means to enable faculty to fulfill their career aspirations at the University as well as meet their responsibilities outside of work, and to improve our ability to attract and retain talented faculty. Currently policies and procedures are being developed to address three issues: 1) Paid parental leave; 2) Temporary modified duties for faculty with acute personal or family care situations; 3) Proximate employment needs and other arrangements for partners of faculty who are in a dual academic career relationship. Unless otherwise stated, these policies will be stated in the University Faculty Personnel Policies or other appropriate locations. 5.2 An employee who is eligible for time off under the Family Medical Leave Act (FMLA) due to the birth or adoption of a child may use sick leave for the duration of the FMLA leave. The provisions of the sick leave bank under Section 19.3 shall apply.

Work Life Balance. 5.1 The Administration and the CSUAAUP-AAUP LS are committed to the ongoing development and implementation of working conditions and benefits that facilitate each faculty member’s ability to achieve a healthy work-life balance regardless of gender, age, or family life-style status. CSU views work-life balance as a means to enable faculty to fulfill their career aspirations at the University as well as meet their responsibilities outside of work, and to improve our ability to attract and retain talented faculty. Currently policies and procedures are being developed to address three issues: 1) Paid parental leave; 2) Temporary modified duties for faculty with acute personal or family care situations; 3) Proximate Xxxxxxxxx employment needs and other arrangements for partners of faculty who are in a dual academic career relationship. Unless otherwise stated, these policies will be stated in the University Faculty Personnel Policies or other appropriate locations. 5.2 An employee who is eligible for time off under the Family Medical Leave Act (FMLA) due to the birth or adoption of a child may use sick leave for the duration of the FMLA leave. The provisions of the sick leave bank under Section 19.3 shall apply.

Work Life Balance. 5.1 The Administration and the CSU-AAUP are committed to the ongoing development and implementation of working conditions and benefits that facilitate each faculty member’s ability to achieve a healthy work-life balance regardless of gender, age, or family life-style status. CSU views work-life balance as a means to enable faculty to fulfill their career aspirations at the University as well as meet their responsibilities outside of work, and to improve our ability to attract and retain talented faculty. Currently policies and procedures are being developed to address three issues: 1) Paid parental leave; 2) Temporary modified duties for faculty with acute personal or family care situations; 3) Proximate Xxxxxxxxx employment needs and other arrangements for partners of faculty who are in a dual academic career relationship. Unless otherwise stated, these policies will be stated in the University Faculty Personnel Policies or other appropriate locations. 5.2 An employee who is eligible for time off under the Family Medical Leave Act (FMLA) due to the birth or adoption of a child may use sick leave for the duration of the FMLA leave. The provisions of the sick leave bank under Section 19.3 shall apply.

Work Life Balance. 5.1 The Administration and the CSUAAUP-AAUP LS are committed to the ongoing development and implementation of working conditions and benefits that facilitate each faculty member’s ability to achieve a healthy work-life balance regardless of gender, age, or family life-style status. CSU views work-life balance as a means to enable faculty to fulfill their career aspirations at the University as well as meet their responsibilities outside of work, and to improve our ability to attract and retain talented faculty. Currently policies and procedures are being developed to address three issues: 1) Paid parental leave; 2) Temporary modified duties for faculty with acute personal or family care situations; 3) Proximate employment needs and other arrangements for partners of faculty who are in a dual academic career relationship. Unless otherwise stated, these policies will be stated in the University Faculty Personnel Policies or other appropriate locations. 5.2 An employee who is eligible for time off under the Family Medical Leave Act (FMLA) due to the birth or adoption of a child may use sick leave for the duration of the FMLA leave. The provisions of the sick leave bank under Section 19.3 shall apply.