育婴假

The college complies with the Massachusetts 育婴假 Act (MPLA), which provides all employees who have been employed for at least three months with up to eight weeks of unpaid parental leave for the birth, 放置, 或者收养18岁以下的孩子, or under the age of 23 if the child is mentally or physically disabled. 

除了, the college generously offers paid leave to eligible employees for the birth or adoption of a child, 下面将更详细地说明. 

Any parental leave under the MPLA and the college’s 育婴假 policy shall run concurrently with all other applicable leave, 包括MA、PFML和FMLA规定的休假.

学院对健康的贡献, 牙科, 生活, and disability insurance in which the employee is enrolled will continue during any period of 育婴假.  除了, retirement plan contributions will continue during any period of 育婴假.

带薪育儿假的资格

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 a fully paid parental leave as noted in the terms and conditions below. 如果你的工作时间是一半或更多，但不是全职的, you are eligible for prorated parental leave based on the number of hours you are regularly scheduled to work.

带薪育儿假福利

Parental leave is available for the birth, 放置, or adoption of your child. 

如果你和你的配偶/伴侣都是大学雇员, 只允许休一次主要照顾者假.

An employee is only eligible for primary caregiver leave if the employee plans to return to work for at least a three-month period following the leave.

主要照顾者

An employee who takes primary responsibility for the care of a newborn or newly adopted child is eligible for 12 weeks of paid leave at the employee’s normal weekly pay within the 12 months following the birth or adoption of the child. A primary caregiver should be that person who takes primary responsibility for the care of an infant or child the majority of the time.  In order to exercise the primary caregiver benefit, an employee must complete an 育儿假宣誓书 stating that the employee is the primary person responsible for the child. This policy depends on, and assumes, the good faith of its participants. If at any time it is determined that any information in an 育儿假宣誓书 is not true, or if leave circumstances change and you are no longer qualified for paid parental leave, 所有支付的福利将停止. Paid parental leave is available only for the period of time the employee normally works (i.e., 如果你的工作是一个学年的时间表, you are not eligible for paid parental leave during the summer).

非主照顾者

An employee who is not the primary caregiver of a newborn or newly adopted child is eligible for up to four weeks of paid parental leave at the employee’s normal weekly rate of pay (although the employee may be eligible for additional paid leave under MA PFML).  Paid parental leave is available only for the period of time the employee normally works (i.e., 如果你的工作是一个学年的时间表, you are not eligible for paid parental leave during the summer).

怀孕工人公平法

The 怀孕工人公平法 (PWFA) expressly prohibits employment discrimination based on pregnancy and 妊娠相关条件s. The college does not discriminate against employees or applicants with respect to pregnancy or 妊娠相关条件s (including post-pregnancy conditions such as the need to express breast milk for a nursing child). 

The college will not deny an employment opportunity or take adverse action against an employee because of the employee’s pregnancy, 妊娠相关条件, 或要求合理的住宿.  同样的, the college will not refuse to hire a pregnant applicant or an applicant with a 妊娠相关条件 because of the pregnancy or 妊娠相关条件 (provided the applicant can perform the essential functions of the job with or without reasonable accommodation). 

Employees and applicants affected by pregnancy or 妊娠相关条件s may request reasonable accommodations to allow them to perform the essential functions of their position.  Reasonable accommodations are modifications or adjustments that allow an employee or job applicant to perform the essential functions of the job while pregnant or experiencing 妊娠相关条件s, that can be provided without undue hardship to the college.  The college will not require a pregnant employee to accept a particular accommodation, 包括休假, if another reasonable accommodation would enable the employee to perform the essential job functions without undue hardship.  The employee may be required to provide documentation of the need for accommodation.

以下情况无需提供文件:

●更频繁地上厕所; 食物或水的破裂;

●座位;

●举重重量限制不超过20磅;

●      private, non-bathroom space for expressing breast milk

The college supports nursing mothers by accommodating the mother who wishes to express breast milk during her workday when separated from her newborn child. The college will grant nursing employees reasonable break times to express breast milk.   学院将提供指定的, private space for nursing employees to express breast milk that is free from intrusion from other employees and the public, 并配有电源插座, 桌子和椅子，方便和舒适.

If you have questions or concerns regarding this policy, please contact 人力资源.