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Employees will receive six weeks of paid parental leave after the birth or adoption of a child under a new policy bringing UW campuses in line with many other universities across the country. The policy takes July 1. UW employees previously cobbled to- gether vacation time, sick days or unpaid leave. In some extreme cases, employees relied on the kindness of their supervi- sors to secure time Amber Saylor Mase arrived at UW- Madison for her postdoctoral research fellowship in 2014, a few months before her baby was due. Postdocs at the time even receive vacation or sick time they could save up to use in the weeks af- ter a birth, she said.
standard was: You get she recalled. happy with what you can paid parental leave, Mase said, sends a strong message to women working at public universi- ties. think the new policy shows some sense of do value she said. want to give you time to recover from this life event, bond with your baby and then come back to The new comes after a decade of discussion and advocacy at UW-Mad- ison. Adena Rissman, a UW-Madison pro- fessor in the department of forest and wildlife ecology, got involved in the push for paid parental leave after having her son in 2012.
Even more of a motivating factor for her was seeing the trouble her postdoc, Mase, went through to receive time were Rissman said. parents have time to waste trying to understand complicated HR systems. I felt it was and unjust and really getting in the way of our The lack of paid parental leave also hindered employee recruitment, Riss- man said. She recalled several search committees she served on where it came up. is not the conversation we would prefer to spend our time on when trying to recruit someone new to explain why we have a that the ma- jority of our peers Rissman said.
Mase said she was able to negotiate for six weeks of paid maternity leave but the experience made her feel guilty for taking time work. It also reinforced the power imbalance of her situation. would have appreciated a more standardized process for when this very common situation happens, of hav- ing a baby, versus, (feeling) like, making an exception for me or going out of their way to accommodate Mase said. Mase started her fellowship with the hope of becoming a tenure-track profes- sor. The lack of recovery time after deliv- ery played a part in her decision to pursue a less-intensive position.
She now works as an evaluation specialist with UW-Madison Extension. A lack of paid parental leave a lot of stress on women trying to pursue that career she said. Momentum for paid parental leave has built over the past year. Democratic Gov. Tony Evers proposed a 12-week paid family leave program for public and private sector workers last spring.
The GOP-controlled Legislature, however, declined to fund the program. Last summer, a group co-chaired by Rissman released a report with a dozen recommendations on how to better sup- port employees and their families, in- cluding 12 weeks of paid family leave. The report multiple problems with leave policies, in- cluding employees receiving no guid- ance on how to take maternity leave and supervisors potentially attempting to shorten or prevent unpaid leave, which may run afoul of the federal gender-dis- crimination law. In February, the UW-Madison gradu- ate student union delivered a petition calling for paid parental leave to the More than 700 people had signed it, including 84 who provided personal testimonies. A 2022 poll by Marquette Law School Poll underscored the wide- spread, bipartisan support for this bene- About of registered voters fa- vored mandating employers to provide new parents with paid leave.
A UW-Madison survey of 19 private sector employers found employers with- in southcentral Wisconsin eight weeks of paid leave, and employers with- in southeast Wisconsin 10 weeks of paid leave for the childbearing parent. In the higher education sector, UW- Madison reported about half of institu- tions in Illinois, Indiana, Michigan, Ohio and Wisconsin provide an average of six weeks of paid parental leave. from the private sector, it was kind of shocking that we do UW Regent Ashok Rai said during a recent board meeting. UW estimate the annual cost of the program across the 13 universities will be about just shy of $460,000. A little over a third of the cost will be funded with taxpayer dollars.
salaries are budgeted, so the campus already bears the cost of back- positions when employees need to take time said Daniel Chanen, who leads human resources for the UW Sys- tem. That makes the cost relatively mod- est. The parental leave policy for UW- Madison covers lecturers and graduate assistants. The UW System policy, how- ever, cover the roughly 1,400 graduate workers at other UW campus- es, including nearly 1,000 at UW-Mil- waukee. UW System spokesperson Ethan Schuh said paid parental leave is being provided to employees who have general leave which includes UW-Mad- ison graduate assistants.
But UW is not expanding leave eligibility to new groups of employees. Maddie Topf, co-president of UW- Teaching Assistants Associa- tion, said lack of parental leave is one of the most commonly cited concerns the union heard from its members. It left graduate students with choices: Delay degree progression, wait to start a family or drop out. really your degree if you do not have access to this it your she said. whether to start a family and if they do, how their de- gree progress is is a heavy deci- sion to be made without paid UNIVERSITY OF WISCONSIN Campuses to soon paid parental leave Kelly Meyerhofer Milwaukee Journal Sentinel USA TODAY NETWORK WISCONSIN.
