Parental Participation in Childcare Duties Support Policy
1. Purpose
An-Najah National University affirms its commitment to equality, inclusion, and family support. This policy promotes active participation of both parents, including fathers and non-gestational partners, in childcare duties, thereby supporting women’s continued participation in teaching, research, and leadership and fostering a family-friendly campus environment.
2. Scope
This policy applies to:
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All full-time and part-time university employees (academic, administrative, and technical).
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Contractual and visiting staff.
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Postdoctoral fellows and research assistants, where applicable.
It complements the Maternity & Paternity Policy, Anti-Discrimination and Fair Employment Policy, and Gender Equity Framework at ANNU.
3. Guiding Principles
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Gender Equality: Shared childcare duties enhance equal participation and reduce barriers for women.
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Work–Life Balance: Family responsibilities must be compatible with professional and academic growth.
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Inclusiveness: Recognizes diverse family arrangements while respecting cultural values.
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Non-Discrimination: No staff member shall be disadvantaged for taking paternity or parental leave.
4. Policy Objectives
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Support women’s academic and professional participation through equitable family-leave structures.
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Encourage fathers and partners to take an active role in early childcare.
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Promote flexible work practices that strengthen family well-being.
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Align ANNU’s practices with international standards and the UN Sustainable Development Goals (SDG 5).
5. Policy Provisions
5.1 Parental Leave Entitlement
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Paternity / Partner Leave: Up to ten (10) working days of fully paid leave within six weeks of childbirth or adoption.
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Extended Support: Additional five (5) unpaid days may be approved by the Human Resources Department (HRD) when required.
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Leave may be taken consecutively or divided into two periods, subject to departmental needs.
5.2 Flexible Working Arrangements
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Eligible employees may request temporary flexible hours, remote work, or adjusted duties during the first month following childbirth or adoption.
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Academic staff may apply for temporary teaching load reduction or rescheduling of classes.
5.3 Equal Parental Engagement
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The University encourages both parents to attend prenatal and postnatal health appointments.
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Fathers and partners are invited to participate in Parenting Awareness Sessions and Family Support Programs organized by HRD and the Gender Equity Committee.
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Departments shall ensure a culture recognizing shared caregiving as a collective responsibility.
6. Responsibilities
|
Entity |
Responsibilities |
|
Human Resources Department |
Process leave requests, maintain records, and monitor compliance. |
|
Deans / Department Heads |
Support flexibility and ensure equal treatment. |
|
Employees |
Submit leave requests at least one week in advance and coordinate work continuity. |
7. Alignment with Women’s Empowerment
This policy enables women to continue their academic, administrative, or research duties by ensuring that partners share caregiving roles.
It contributes directly to Gender Equality by addressing structural barriers to women’s participation in higher education and professional life.
8. Awareness and Communication
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HRD will disseminate this policy through orientation sessions, internal portals, and the ANNU website.
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Annual family-support campaigns will highlight available parental benefits and success stories.
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A dedicated Family Support Helpline within HRD will assist employees in applying for benefits.
9. Confidentiality and Protection
All requests for parental or flexible arrangements are confidential.
Retaliation or discrimination for exercising parental rights is strictly prohibited and will be handled under the University’s Grievance and Disciplinary Policy.
10. Review and Evaluation
This policy shall be reviewed biennially by the Human Resources Department in collaboration with the Gender Equity and Inclusion Committee, ensuring alignment with national labor laws and international best practices.
Effective Date: April 1 2022
Review Date: April 1 2025