The present University policy on maternity leave is to adhere to the Family Medical Leave Act of 1993 (FMLA).  Briefly, this states the following:
 

• The employer is required to provide up to 12 weeks of leave for an employee who is giving birth to a child, adopting, or caring for an ill family member.
• The employer is required to continue health care coverage during the period of a leave.
• In the case of natural childbirth, the employee will continue to be paid for 6 weeks of the leave and will be unpaid for the balance.
• In the case of Caesarian section, the employee will continue to be paid for 8 weeks of the leave and will be unpaid for the balance.

Article XVI, section 3, Sick Leave, states that “For the purpose of this Article, maternity will be treated as any other disability or illness.”  In this case, that means if a doctor certifies that an employee can not continue to work during the pregnancy, sick leave would apply (1 month for every completed year of service, up to a maximum of 6 months).  After the birth of the child, the employee would notify Payroll and then be placed on FMLA leave.

There appears to be some confusion regarding this policy and much unevenness in its application.  Due to the changing demographics of the Brooklyn Campus, this particular issue has taken on a greater significance.

Over the course of negotiations, your Union will develop and present proposals designed to expand maternity benefits and to clarify and fully codify them so as to avoid any future problems.