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The college supports your overall health and
well-being and your need to balance the challenges of work and family by offering
generous time-off benefits and leave plans which are designed to:
- assist you in meeting the financial burdens
that can result if you are absent from work due to illness, injury, or family
emergency;
- offer you opportunities for paid periods
of rest and relaxation;
- provide you with salary and benefit continuation
in the event of childbirth or adoption, death in the family, or call to jury or
military service;
- afford opportunities for unpaid time away
from work to meet family or personal needs.
The college's time-off benefits and leave plans are
integrated with and designed to enhance legally mandated benefits. They are an important
part of your total compensation, and represent a substantial investment on the part
of the college.
The college will normally apply the policies and follow
the procedures summarized here. However, because no two employment situations are
exactly alike, the college may modify the policies to address specific circumstances.
Any such modifications must have the approval of the Executive Director of Human
Resources or the Human Resources Manager of Employee Relations and Recruitment.
The college reserves the right to make, from time to
time, such changes in policies as it considers in the best interests of the Smith
College community. As changes are made in existing plans or as new plans or policies
are established, new plan descriptions will be communicated by the Office of Human
Resources. The effective date of each new or revised plan or policy will be the date
determined by the President and/or the Board of Trustees, whether or not new plan
descriptions have actually been issued.
Eligibility
Eligibility for time-off benefits and leave plans is
associated with the type of position you hold. Please refer to Employment
Categories for more detailed information on positions at the college. The following
summary and eligibility charts are provided as a quick reference of benefit eligibility.
Be sure to consult each leave plan description for more detailed information (including
statutory requirements, waiting periods, etc.) regarding your eligibility.
Plan |
(1)
Regular |
(2)
Limited-Term
3+ Years |
(3)
Limited Term
1-3 Years |
(4)
Tem and/or Less Than Half Time |
Holidays |
x |
x |
x |
no |
|
x |
x |
x |
no |
|
x |
x |
x |
no |
|
x |
x |
x |
no |
|
x |
x |
no |
no |
|
x |
x |
x |
no |
|
x |
x |
x |
x |
|
x |
x |
Leave
but no differential pay |
Leave
but no differential pay |
| Military
Leave/ Differential Pay |
x |
x |
Leave
but no differential pay |
Leave
but no differential pay |
|
x |
x |
Eligible
for unpaid parental leave |
Eligible
for unpaid parental leave |
|
x |
x |
Eligible
for unpaid adoption leave |
Eligible
for unpaid adoption leave** |
|
x |
x |
no |
no |
|
x |
x |
x |
x |
|
x |
x |
x |
no |
|
x |
x |
x |
x |
|
x |
no |
no |
no |
|
x |
x |
x |
no |
|
x |
x |
x |
x |
NOTE: Time-off benefits are prorated for eligible
employees who work less than full time.
*Waiting period may apply
**For less than half-time only |
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Table
of Contents
Mission
Statement
Chapter
I
General Policies
Chapter
II
Employment at Smith
Chapter
III Salary/Compensation
Chapter
IV Benefit Administration
Chapter
V
Benefited Leaves
Chapter
VI
General Information
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