This is what we had approved by ASHP

Consistent with the EAMC Human Resources (HR) policies 3.1, 3.2, 3.3 and 3.4, a leave of absence (LOA) may be granted to residents for personal, bereavement or jury duty absences.  The resident will be expected to complete a one-year period of residency training covering all required rotations and elective rotations.  A leave of absence may be granted at the discretion of the residency program director, residency advisory committee and pharmacy department administration for a period up to 12 weeks. In order for benefits to remain intact, the resident is responsible to pay their benefit premium. Employees are paid during leave based off what is accrued in long-term sick or ETO. Once ETO and long-term sick are depleted, employees may continue leave without pay. Strategies for making up the time missed include rearranging the resident’s schedule or extending the training period at the end of the residency program. If deemed necessary, the resident’s duration of training may be extended- with or without pay as dictated by EAMC Human Resources policies and hospital budget- to allow for at least two-thirds of overlapping licensure and residency training. The extension for the residency will be equivalent in competencies and time missed. Of note, any time missed beyond 37 days must be made up.

Pharmacy residents, from a job perspective, are uniquely different from regular EAMC employees with respect to the demands, scheduling, and obligations of the position.  The RPD, pharmacy administration and the residency advisory committee will review the effect of a LOA on the ability of the resident to complete the program prior to granting a leave of absence. If an additional 12 weeks of time is not considered sufficient by the advisory committee to result in the satisfactory achievement of the required and elective goals and objectives for the residency, the resident will be subject to dismissal. 

Here's the extended leave portion of our policy:

Any absences exceeding the allowable 37 days require the extension of training.  The extension must be equivalent in both the competencies and time missed in order to complete the residency and receive a residency completion certificate. Residents will be considered non-exempt employees during any required extension.  They will be paid at their resident hourly rate for hours worked to complete the extension. A plan for the extension will be developed by the residency director prior to the end of the quarter during which the absence occurred. The maximum duration of the allowable extension is 28 days.  Further absence will preclude residents from eligibility to complete the residency program. 

Hope that helps! Deidra

Does anyone have a specific parental leave policy for residents? This is what we currently have in our manual.

Extended Leave

If a resident needs leave beyond the limits defined above due to sickness, disability, or other reason, the resident acknowledges and agrees that additional training after any lost time will be needed for successful completion of the residency program requirements. The amount of such lost time that will necessitate prolongation of the training time cannot exceed 12 weeks. All program requirements as detailed in Appendix E must be completed along with the required 12 months of training, and extended training may be completed without pay. If the program is unable to accommodate a resident for lost time, the residency will be terminated without completion.