Maternity Leaves (Pregnancy/Childbirth)

Maternity Leave begins on the date of birth and continues during the medically certified period of disability, which is generally 6 weeks (or 8 weeks following a Cesarean birth). Medically certified leaves prior to birth are not considered maternity (personal illness), nor is a non-medical leave following the period of disability (parental leave).

Factors impacting leaves vary by employment type (i.e., bargaining unit), and the University encourages employees to review all applicable information below, within collective bargaining agreements and applicable policies, and contact Human Resources as early as possible.

Maternity Leave can be paid or unpaid for Faculty titles. Please reference the Faculty Medical Leave Guidelines.

Academic Assistants, Research Assistants, Research Associates and Facilities Scientists use their available sick leave entitlements.

Optional paid time that can be applied to the leave includes:

  • Personal Leave
  • Vacation
  • Holidays
Tenure-track faculty members with a qualified FMLA leave related to a serious personal illness or injury will receive an automatic one-year extension of the tenure clock, to a maximum of two extensions.

Tenure Clock Adjustment Procedure

Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace
University By-Laws
Article XIV.L.4 - Sick Leave for Faculty with or without Pay
Article XIV.C.4
AAUP Contract
Article 13.6 - Academic Assistants and Facilities Scientists
Article 19.6.I - Family/Medical Leave
Benefits (Research Assistants and Research Associates)
Article 26.2 - Sick Leave for Temporary Employees
Appendix B - Family Medical Leave Guidelines
Suzanne Rogoz
Telephone: (860) 486-0398
Fax: (860) 486-0406

Paid up to 30 workdays (40 workdays if Cesarean birth). Time will be subtracted from sick leave entitlement to the extent it exists, including “as if” accrued time and previously earned banked sick leave.
Medically certified time off prior to the birth and after the 30-day maternity period (or 40-day maternity period for Cesarean birth) will be paid in accordance with personal illness guidelines.
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Cindy Drost
Telephone: (860) 486-2432
Fax: (860) 486-0406

Paid using available sick leave entitlements.

Optional paid time that can be applied to the leave after exhausting sick leave entitlements:

  • Vacation
  • Personal leave
  • Holidays worked
  • Compensatory time
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)

Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.

Cindy Drost
Telephone: (860) 486-2432
Fax: (860) 486-0406

Paid using available sick leave entitlements.

Optional paid time that can be applied to the leave after exhausting sick leave entitlements:

  • Personal leave
  • Vacation
  • Holidays, including earned time holidays

Advanced Sick Leave

  • Must have at least 5 years of full-time service
  • Available when all paid leave options (from above) are exhausted
  • For cases involving extended periods of illness or injury
  • 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay

Extended Sick Leave

  • Must have at least 20 years of state service
  • Available when all paid leave options (from above) are exhausted
  • Half-pay for up to a maximum of 30 days
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) – Pregnancy Discrimination and Accommodation in the Workplace
NP-2 Contract
Article 28 - Vacation
Article 29 - Sick Leave
Article 30 - Personal Leave
Article 33 - Holidays
Article 36 - Pregnancy, Maternal and Parental Leave
Megan Stimson
Telephone: (860) 486-0408
Fax: (860) 486-0406

Paid using available sick leave entitlements.

Optional paid time that can be applied to the leave after exhausting sick leave entitlements:

  • Personal leave
  • Vacation Time
  • Earned holidays

Advanced Sick Leave

  • Must have at least 5 years of full-time service
  • Available when all paid leave options (from above) are exhausted
  • For cases involving extended periods of illness or injury
  • 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay

Extended Sick Leave

  • Must have at least 20 years of state service
  • Available when all paid leave options (from above) are exhausted
  • Half-pay for up to a maximum of 30 days
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)

Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.

Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) - Pregnancy Discrimination and Accommodation in the Workplace
NP-3 Contract
Article 28 - Pregnancy, Maternal, Parental and Family Leave
Article 29 - Holidays
Article 30 - Vacations and Personal Leave
Article 31 - Sick Leave
Suzanne Rogoz
Telephone: (860) 486-0398
Fax: (860) 486-0406

Paid using available sick leave entitlements.

Optional paid time that can be applied to the leave after exhausting sick leave entitlements:

  • Personal leave
  • Vacation Time
  • Earned holidays

Advanced Sick Leave

  • Must have at least 5 years of full-time service
  • Available when all paid leave options (from above) are exhausted
  • For cases involving extended periods of illness or injury
  • 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay

Extended Sick Leave

  • Must have at least 20 years of state service
  • Available when all paid leave options (from above) are exhausted
  • Half-pay for up to a maximum of 30 days
HR Leave Administrators provide Time Coding instructions to employees and their supervisors.
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)

Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.

Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) - Pregnancy Discrimination and Accommodation in the Workplace
P-2 Contract
Article 24 - Pregnancy, Maternal and Parental Leave
Article 27 - Holidays
Article 28 - Vacations
Article 29 - Sick Leave
Article 30 - Personal Leave
Suzanne Rogoz
Telephone: (860) 486-0398
Fax: (860) 486-0406

Paid using available sick leave entitlements.

Optional paid time that can be applied to the leave after exhausting sick leave entitlements:

  • Personal leave
  • Vacation Time
  • Earned holidays

Advanced Sick Leave

  • Must have at least 5 years of full-time service
  • Available when all paid leave options (from above) are exhausted
  • For cases involving extended periods of illness or injury
  • 1 day at full pay for each completed year of full-time service to a maximum of 30 days at full pay

Extended Sick Leave

  • Must have at least 20 years of state service
  • Available when all paid leave options (from above) are exhausted
  • Half-pay for up to a maximum of 30 days
Time Coding instructions are provided to employees and their supervisors by the Leave Administrator.
Employee Request Form (HR1)
Intent to Return to Work Form (HR3)
Medical Certificate (P-33A)

Note: After baby is born, employee must provide Leave Administrator with medical certification within 15 days of birth.

Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) - Pregnancy Discrimination and Accommodation in the Workplace
NP-5 Contract
Article 25 - Holidays
Article 26 - Pregnancy, Maternal and Parental Leave
Article 27 - Vacations
Article 28 - Sick Leave and Other Leaves of Absence
Article 29 - Personal Leave
Cindy Drost
Telephone: (860) 486-2432
Fax: (860) 486-0406

Maternity Leave can be paid or unpaid.

Postdoctoral Research Associates use their available sick leave entitlements.

Optional paid time that can be applied to the leave includes:

  • Personal Leave
  • Vacation
  • Holidays
Suzanne Rogoz
Telephone: (860) 486-0398
Fax: (860) 486-0406

Visit Graduate Assistant Leave Administration for leave information pertaining to Graduate Assistants.

Pregnancy Discrimination Act

  • Pregnancy-related conditions cannot be singled out for special procedures to determine an employee’s ability to work.
  • Job must be held open for a pregnancy-related absence the same length of time jobs are held open for employees on sick or disability leave.

Connecticut General Statute 46A60(A), (B)(7), (D)(1)

  • Provides for a reasonable leave for disability resulting from pregnancy
  • Requires employers to allow employees to use pay accruals during the leave
  • Provides for reinstatement to original job or to an equivalent position following leave
  • Continued eligibility for state contributions toward health insurance (directly billed as needed)

Leaves for employees with end date positions will not be extended beyond the end date.

How to Apply for a Maternity Leave

Complete Employee Request and Intent to Return to Work forms to initiate the leave process. Return (email preferred) forms to your HR Leave Administrator (Leave Administrators are identified within the sections below).

Policy References

Federal Pregnancy Discrimination Act
Connecticut General Statutes §§ 46a-60(a), (b)(7), (d)(1) - Pregnancy Discrimination and Accommodation in the Workplace