Appendix
2.
Summary Checklist of Selected
Family-Friendly Initiatives and Programs
Begin campus dialogue that studies the diversity of family structures now emerg-
ing. Use this dialogue as the basis for reviewing all benefits policies so that they
embrace care of both the young and the old and recognize nontraditional family
arrangements, including lbut not limited tol nonmarried domestic partners and co-
operative domestic units.
Institute comprehensive data-gathering to assess current and future family-related
needsj and determine realistic cost projections for any anticipated new benefits or
services.
Maintain a resource and referral service for all child and senior care needsj and pro-
vide comprehensive information on services available both on- and off-campus.
Provide low-cost on- or near-campus housing for married students and their fami-
liesj and design campus dormitories to accommodate students who are single par-
ents with young children.
Establish an on-campus shelter for battered women and children. The shelter should
sponsor on-campus education and counselling programs for abusers and their vic-
timsj and the shelter should work with other campus units-like a School of Social
Work or a College of Law-to educate the campus regarding the prevalence and pre-
vention of domestic violence, battering, and abuse.
All female faculty and staff should be eligible for a minimum of twelve weeks paid
leave for birth or infant adoption li.e., maternity leavel. Additionally, all faculty
and staff-male and female alike-should be eligible for a designated period of paid
family care leave at full salary as well as adjusted workload assignments at full or
half salary for care of newborns, a newly adopted child, or a foster care placement,
and for other family emergencies. Men should be assiduously encouraged to take
advantage of these benefits.
Junior faculty who take family-related leaves should also be eligible for commensu-
rate delays in the tenure clock.
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