Office of Faculty Development and Diversity

Scenario #4- Elder Care

John, a tenure line faculty member in the School of Medicine, has been at the university for just over a year. He receives a call that his father was admitted to the hospital in a city three hours away. His mother suffers from a heart condition and his father has been her primary caregiver. John reports the situation to his division Chief and Department Chair and arranges to be away for a few days. Three days later, his father passes away unexpectedly, and John, an only child, is left with the responsibility of making final arrangements for his father, as well as arrangements for the long-term care of his mother. Initially, John arranges to be away for three weeks, but after a week it is clear that he needs more time to put things in order. He also needs to determine how to care for his mother since neither he nor his mother have the financial resources to pay for full-time assistance.


* Short-term leave of absence: short absences for personal business, illness, jury duty, military duty, and similarly limited absences normally are with full salary. Faculty should discuss needs with their Chair.

* Family and Medical Leave Act: Up to 12 weeks of protected time off for faculty 50% and above for caring for a sick spouse/partner, child, or parent.(details in the University Faculty Handbook, the Benefits website, and the Administrative Guide.

* FTE reduction: faculty may elect to have a part-time appointment on a temporary or permanent basis (not limited to family situation), subject to approval by the department, school and university. Faculty members should discuss first with their departmental leadership, and if needed with the Office of Academic Affairs. This chart shows some of the flexible work arrangement options.

* Teaching (or clinical, if applicable) relief: subject to departmental approval.

* Faculty Back-up Care Advantage program.

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