Time-Off Benefits & Leave Plans (Chapter 5)
Adoption Leave (Section 513)
The college offers paid adoption leave to an employee who is the primary caregiver of a newly adopted child.
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.
Up to five (5) days of earned sick time may be applied for this purpose.
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.
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).