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Stanford makes it easier to take family leave

Stanford employee with family

If you need time away from work to bond with a new child or to care for a seriously ill family member, you will no longer be required to use two weeks of vacation time before your Family Temporary Disability (FTD) leave benefits begin.

This change affects claims with a start date of Jan. 1, 2019, or after.

FTD leave allows eligible employees to receive partial income replacement during what could otherwise be unpaid leave. That means, for example, if you take baby bonding leave, you could receive up to 60% of your salary from FTD insurance, and then you have the option to use your PTO, floating holiday and vacation hours to make up the rest of your salary while you are away. The benefit allows you to take six weeks of leave, all at once or intermittently.   

Previously, Stanford employees were required to use two weeks (or up to 80 hours) of vacation time first before FTD benefits would begin. This change extends the use of accruals and may allow employees to remain in paid leave status for a longer period of time.

Why this change was made

Les Schlaegel, associate vice president for benefits in University Human Resources, says this change reflects the work being done by the Committee on Employee Benefits and Programs (CEBP) to review the current benefits and programs offered at Stanford, including the current parental leave policies. 

The CEBP is a working group of the Committee on Faculty and Staff Human Resources (CFSHR) and was established as part of the work the Affordability Task Force is undertaking. The CEBP includes senior management representatives from around the university who provide recommendations to the larger CFSHR committee of faculty and staff; the CFSHR then provides recommendations to the President and Provost.

“We know that when employees can take care of themselves and their families, they can bring their best selves to work,” Les says. “We believe there is more we can do to improve this part of the employee experience and we are committed to exploring what else might be possible for faculty and staff and their families.”

For more information, please see Administrative Guide Chapter 2.3.5 on Disability and Family Leaves.


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