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The college offers paid adoption leave to an
employee who is the primary caregiver of a newly adopted child.
Eligibility
If you have been employed at the college for a minimum
of 12 consecutive months in a regular position of half time or more, you are eligible
for paid adoption leave. If you work half time or more, you are eligible for prorated
adoption leave based on the number of hours you are regularly scheduled to work.
If you hold a limited-term position which exceeds three
years, you are entitled to paid adoption leave on the same terms and conditions as
employees holding regular positions, provided the adoption leave is taken prior to
the end of your appointment.
If you have been employed at the college for less than
12 consecutive months, work less than half time, hold a limited-term position of
from one to three years, or hold a temporary position, you are not eligible for paid
adoption leave. You may, however, qualify for unpaid adoption leave. See the eligibility
requirements in the section Family Medical Leave Act (FMLA).
Male and female staff who are not eligible for a Family and Medical Leave of twelve weeks to care for their child, but who have completed their initial Orientation and Review Period at the college may be entitled to the benefits of the Massachusetts Maternity Leave Act (MMLA). MMLA grants employees up to 8 weeks of unpaid leave incident to the birth or adoption of a child three years of age, provided that s/he provides required notice of the departure date and intention to return to work. The College will continue to pay its share of the individual’s benefit costs during such leave as long as the individual pays his/her share.
Terms and Conditions
In the event you adopt a child age five or under into
your immediate family, you are eligible for eight weeks of paid adoption leave at
your normal rate of pay beginning on the date the child enters your household. Employees
who are adopting more than one child at one time may be entitled to extra leave time
and should consult the Office of Human Resources for more information. To be eligible
for paid leave, you must be the adopted child's primary caregiver as defined by the
adoption agency.
Salary continuation for adoption leave is available
only for the period of time you would normally be at work (i.e., if you work an academic-year
schedule, you would not be eligible for paid adoption leave during the summer). Recess
time cannot be rescheduled to extend adoption leave beyond eight weeks. Adoption
leave for academic-year employees cannot be split between two academic years. Your
position will be held for the period of your absence. If you apply for an adoption
leave, you are expected to return to active employment at the end of your leave.
Effect of Adoption Leave on Other Paid Time
and Benefits
You continue to earn personal time, sick leave, and
vacation time at your normal rate while on adoption leave. Holiday pay, recess pay,
supplemental jury duty pay, and bereavement leave are not available while you are
on adoption leave. All benefits remain in effect, and the college will continue to
make its usual contribution to your benefits during paid adoption leave.
Application and Approval Process
A request for adoption leave must be discussed with
your department head as soon as the adoption is confirmed. This discussion should
occur as early in advance of the adoption as possible. You need to obtain an Application
for Adoption Leave from the Office of Human Resources and submit
it along with a letter from the adoption agency establishing the expected date of
adoption to your department head and the Office of Human Resources.
The Office of Human Resources is responsible for reviewing
and approving the terms of adoption leaves. Upon receipt of your application form
and the letter from the adoption agency, the Office of Human Resources will confirm
the terms of your adoption leave and the date of your expected return to work.
As final adoption dates cannot always be determined
in advance, it is your responsibility to keep your department head informed about
the specific date on which your adoption leave will begin. Your department head is
responsible for informing the Office of Human Resources about the exact dates of
your leave.
Additional Leave
If you wish additional time off for childcare
purposes following your adoption leave, you may request permission to use accumulated
vacation time or personal days, or you may request an unpaid leave or work schedule
adjustment. For more information regarding unpaid leave options see the sections Family
Leave and Family Medical Leave Act (FMLA).
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