All 1L students complete a survey that asks a variety of questions, including how thy self-identify in several categories, including gender identity, pronoun preference, and sexual orientation.
All available staff positions are placed online with Higher Ed Jobs, HERC (Higher Education Recruitment Consortium),Latinos in Higher Ed, Hire Latinos.org, Black Doctoral Network and the Working@Elon Facebook page. Ads are sometimes also placed with Inside Higher Ed and on predetermined job boards such as Career Builder, Zip Recruiter, and Indeed.
IV-9 Group Health Insurance
The University makes available a health insurance program for qualified employees and their eligible dependents. A significant portion of the cost of the insurance is borne by the University. (Please access the link below for detailed information regarding benefits and eligibility)
More information regarding the University’s group health insurance.
V-5 Birth/Adoption Leave
Any full-time staff employee desiring to take birth/adoption leave should advise the supervisor as soon as possible of the date the leave is to begin and of an approximate date of return. The employee must then complete an application for leave under the Family Medical Leave Act.
In addition to the birth of a child, this policy is also applicable toward the adoption of a child 0-5 years of age for a staff member. If both parents are full-time employees of the university, this policy on adoption applies to one parent.
Full-time employees with at least four months of continuous service will be eligible for paid birth/adoption leave. In the absence of four months of continuous service, up to eight weeks of unpaid birth/adoption leave will be provided. Any full-time staff member who bears a child will be granted up to eight weeks (40 days) of paid leave at the time associated with the birth. The non-bearing parent of a newborn will be granted up to four weeks (20 days) of paid leave at the time associated with the birth. An adoptive, primary care-giving parent of an infant child will be granted up to eight weeks (40 days) of paid leave at the time associated with the adoption. The primary caregiver is the parent who has full-time, daily responsibilities for the child (e.g., Monday – Friday from 8:00 am to 5:00 pm). An adoptive, non-primary care-giving parent of an infant child will be granted up to four weeks (20 days)of paid leave at the time associated with the adoption. Additional leave (unpaid) under FMLA may be requested.
An employee who has been granted leave under the Family and Medical Leave Act may request additional leave in excess of birth/adoption leave (up to four additional weeks). The policy on FMLA will apply. Requests for additional leave must be made through the Office of Human Resources. Accrued sick and vacation leave can be applied toward time off for any of the additional time spent on approved birth/adoption leave. Vacation and sick leave are not, however, earned while an employee is on birth/adoption leave.
In the event of medical complications related to the childbirth that merit consideration for an extension of the leave, such extension may be granted under the Family Medical Leave Act. Accrued sick and vacation leave can be applied toward time off for any of the additional time spent on approved birth/adoption leave.
A doctor’s statement verifying physical ability to return to work will be required.
Employees who receive birth/adoption leave will be paid for 8 weeks of leave regardless of whether or not they return to work.
Updated 08/11
V-5.1 Birth/Adoption Leave for Faculty
This policy is applicable to all full-time faculty with a continuing appointment after four continuous months of employment at the university, and runs concurrently with FMLA leave. Administrative staff with faculty rank and academic support staff with faculty rank should consult the Elon University Staff Manual, Section V-5, for the current policy on birth and adoptive leave. The option to “stop the clock” for faculty as outlined in the Faculty Handbook may apply. In the event that both parents are full-time employees of the university, these policies apply to only one parent. However, leave (unpaid) under FMLA may be requested by both parents.
- Birth Leave for Parents
- Leave for Childbirth
Any full-time faculty member who bears a child will be granted a two-course reduction in the regular course load (paid leave) at the time associated with the birth of the child. This leave will be scheduled in consultation with the faculty member and the department chair, and approved by the dean. The leave should be carried out in a manner that maintains the integrity of planned courses and the overall academic program. This policy is applicable for those faculty with a continuing appointment after four continuous months of employment at the university and runs concurrently with FMLA leave. The option to “stop the clock” as outlined in the Faculty Handbook may apply. The policy is
applicable toward the adoption of a child 0-5 years of age for a faculty member who provides the primary care for the child. In the event that both parents are full-time employees of the university, this policy applies to one parent.
Leave for Caregivers of Newborns
The non-birthing parent of a newborn who is the primary caregiver will be granted one course release at the time associated with the birth and may reschedule classes for a paid full term off. The “primary caregiver” is the parent who has full-time, daily responsibilities for the child (e.g. Monday-Friday from 8:00 AM to 5:00 PM). Courses cannot be rescheduled to a summer term. The non-birthing parent of a newborn who is not the primary caregiver will be granted one course release at the time associated with the birth but may not reschedule classes for a paid full term off. Additional leave (unpaid) under FMLA may be requested.
- Leave for Adoption of an Infant Child (0-5 years of age)
An adoptive, primary care-giving parent of an infant child will be granted two course releases at the time associated with the adoption and can reschedule classes for a paid full term off. Courses cannot be rescheduled to a summer term. An adoptive, non-primary caregiving
parent of an infant child will be granted one course release at the time associated with the adoption but cannot reschedule classes for a paid full term off. Additional leave (unpaid) under FMLA may be requested.
Guidelines:
Elon’s birth/adoption leave policy recognizes the importance of family life to both the individual employee and the institution. In helping faculty balance work and family responsibilities, such a policy strengthens the Elon community as a whole. The policy should be applied in ways that demonstrate consideration for the needs of students and other members of the community, as well as sensitivity to the needs of the individual faculty. The timing of the leave will vary depending on when the birth or adoption occurs. To minimize the impact on students, the leave should be timed so that individual courses are minimally disrupted. This may mean that the leave would actually begin prior to the birth or adoption.
To address the needs of both the faculty member and the department, and to preserve the integrity of courses, the leave may, if necessary, involve the redistribution of one course in the faculty member’s regular teaching load between academic years (i.e., by teaching one extra course in the academic year prior to the birth or adoption of the child, or by postponing one course to the academic year subsequent to the birth or adoption of the child).
There are on- and off-campus counseling resources available for any and all students who may have questions or be struggling with topics ranging from identity development, coming out, gender transition, coping with stress, and building healthier overall behaviors & selves.
The restroom signage says “Universal Restrooms.” The main law school building has four single-stall restrooms. Other buildings have one. They are all accessible for people with disabilities.
The Outlaw group receives funding through SBA, and LGBTQ+ students are eligible to apply for student professional development funds. In February 2017, the law school co-sponsored a CLE entitled “Expanding the Fight for Equality: The LGBTQ Community and Housing Discrimination.” In November 2017, we hosted a mixer for LGBTQ students and allies. In fall 2019, we purchased “swag” items to raise awareness at the Student Organization Fair on campus. In February 2020, we hosted a Trans 103 Workshop with the Director of Gender & LGBTQIA Center at Elon University.
Yes, mandatory for all students
See above
Our email marketing has featured affinity groups and other opportunities of particular interest to LGBTQ+ prospective students, as well as the diversity and inclusiveness of the Elon Law culture.