|
The college offers an unpaid family leave of
absence and/or a temporary work schedule adjustment so that you may devote time to
your family during a period of crisis (such as a serious long-term illness or the
death of a child, spouse/partner, or parent) or following a major life event (such
as birth or adoption).
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 to apply for
family leave.
If you hold a limited-term position which exceeds three
years, you are entitled to family leave on the same terms and conditions as employees
holding regular positions.
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 appointment, you are not eligible for
family leave under this plan. You may, however, qualify for unpaid family leave under
the terms of the Family Medical Leave Act (FMLA).
In these cases, FMLA will run concurrently with Smith College’s Family Leave.
Terms and Conditions
Two options are available under family leave: an unpaid leave of absence
or a work schedule adjustment. The two options may be combined, providing the total
does not exceed 12 weeks in any two-year period.
Supervisors and staff considering these options should
contact the Office of Human Resources for more information.
Family Leave of Absence: You may request an unpaid
family leave of absence of up to 12 consecutive work weeks. Your position will be
held during the time you are gone. If you are granted a family leave of absence,
you are expected to return to active employment at the end of your leave. Academic-year
employees cannot split a family leave of absence between two academic years. Recess
time cannot be rescheduled to extend the 12-week period.
You continue to earn personal time, vacation, and sick
leave at your normal rate of pay while on a family leave of absence. However, vacation
does not accrue during any combination of paid or unpaid leave which exceeds 12 consecutive
weeks. You are not entitled to holiday pay, recess pay, supplemental jury duty pay,
or paid bereavement leave while you are on unpaid family leave.
The college will continue to make its usual contribution
to your benefits (except for retirement contributions). You are responsible for paying
your normal share of the costs. If you do not return to work following a family leave
of absence, your college-paid benefits will cease as of your last day of work.
Work Schedule Adjustment: You may request a work
schedule adjustment of up to 12 consecutive work weeks. Options for work schedule
adjustments can include a modified daily schedule, a compressed work week, or a reduction
in work hours. In the case of a reduction in work hours, your salary is prorated
but benefits and paid-time accruals continue to be earned as though you were working
your normal schedule.
Application Procedures
You may obtain an Application for Family
Leave from the Office of Human Resources and submit the completed
form to your department head. The request for family leave must be discussed with
your supervisor and department head. Issues which must be addressed include the impact
of the proposed leave and/or adjusted schedule on the department’s workload
and on co-workers.
If your department head supports your request, s/he
will formalize the terms of the leave or adjusted work schedule and forward the request
to the Office of Human Resources.
The Office of Human Resources is responsible for approving
family leaves of absence and adjusted work schedules. If your request is approved,
the Office of Human Resources will confirm the terms and duration of your leave of
absence or adjusted work schedule.
Questions regarding family leave should be addressed
to your supervisor or department head, or to the Office of Human Resources. |
