1.1. The purpose of the sabbatical leave, as stated in Legislation of the Board of Trustees, is to increase the value of the individual’s further services to the University. Because a sabbatical leave is not always feasible at the time of eligibility, the University has a procedure for official postponements when made at the request of the department/division or school.  If a sabbatical leave is not requested in the year of eligibility, faculty may apply for leave in any subsequent year.  The sabbatical leave is meant to engage the faculty member in a different academic environment, and traditionally this means leaving the area. The Dean has the discretion to approve a more local sabbatical if the academic plan is appropriate and involves the professor in fresh academic directions.  While the option for a local sabbatical may be helpful for family or special academic purposes, it is not anticipated to become the norm for sabbatical leaves.

1.2. Research and scholarship should be the primary focus of the sabbatical, and related development of pedagogy may also be an appropriate sabbatical component. With the Cornell Dean’s approval, teaching at another institution is permissible if it is an appropriate part of a sabbatical plan that will permit freshening of scholarship and will benefit Cornell’s academic program.

1.3. Sabbatical plans may involve arrangements for non-Cornell income to provide the other half of salary for full-year or two-semester sabbaticals. Sabbatical leave may not be taken primarily for income-related or marketing purposes.  The professor may earn additional salary if specified in the sabbatical plan and deemed appropriate by the Dean; the Conflicts of Interest and Conflicts of Commitment policies continue to govern such income. Consulting falls under the same guidelines as would apply during on-campus active effort.

1.4. The length of the sabbatical leave depends on the configuration of the professor’s appointment. For a nine-month appointment (even if paid over twelve months) the leave may be for either one semester at full salary or one academic year at half salary. For a twelve-month appointment, the leave may be for either six months at full salary or for one year at half-salary. While it is anticipated that sabbatical leave start-dates will coincide with semester or half-year start dates, a Dean may approve different start-dates and end-dates for appropriate reasons as long as the equivalent length of the sabbatical leave is not exceeded.  For appointments that accrue vacation, up to one month of vacation time may be used in conjunction with a sabbatical leave even if the combined times thereby exceed on year.  The vacation request should be specified in the sabbatical request, and the vacation request may be denied independently of approval of sabbatical plan.

1.5. Because sabbatical leaves exist primarily for the improvement of the university, sabbatical leaves are approved contingent upon fulfilling the commitment of one year of post-sabbatical service. If the professor fails to complete the post-sabbatical service requirement (for example, by leaving to accept a position at another university), the professor must return the sabbatical salary and benefits expense charged on the sabbatical salary to the university.  This requirement is not waived.

2.1. Faculty member who is eligible for sabbatical leave prepares an application for sabbatical and submits it to Human Resources. The application should state clearly:

• 2.1.1. The plan to be followed during the leave and how it relates to the individual’s professional growth and role in the school, and
• 2.1.2. Plans for handling the work during the individual’s absence including how responsibilities in the school will be handled during this absence
• 2.1.3. Any requests for vacation adjacent to the sabbatical
• 2.1.4. Any plans for additional income to be received during the sabbatical

2.2. The Dean will review the plans. If questions arise, further clarification may be needed from the faculty member.

2.3. The Dean will advise the individual of the action recommended.

2.4. Upon completion of the leave, a written report of accomplishments/professional growth is submitted to the Dean.

By the application deadline, the department chair should advise Human Resources in writing of a professor’s eligibility for leave and the reasons for requesting postponement. Note the school can only grant a maximum of 3 sabbatical credits.

4.1. Business expense policy provides general guidance on what expenses can be reimbursed during a sabbatical leave and what are considered personal expenses

4.2. Sabbatical housing and subsistence is considered a personal expense and not reimbursable. Travel and travel arrangements for family are personal expenses as well. Expenses that may be reimbursed if there is funding available are:

• 4.2.1. Travel to and from the sabbatical site (typically one trip)
• 4.2.2. Travel to other sites for research or study while on sabbatical (this includes conferences, or other similar engagements), and normal expenses related to such business trips taken while on sabbatical
• 4.2.3. Costs for transport of research or study materials and equipment related to sabbatical purpose
• 4.2.4. Supplies and materials related to research projects

4.3. Additional travel fellowships from external sources may be applied to sabbatical leaves in certain circumstances and the faculty member should consult HR and the Business office for guidance.

4.4.Use of sponsored funds during sabbatical leave must be in accordance with sponsor restrictions (foreign travel, budget categories, salary etc.).