HR - General Information for Leaves - FMLA - MA

Policy Statement and Reason

For the purpose of this policy, employees include Massachusetts faculty and staff unless otherwise indicated in the sections below. All provisions of this policy apply, except that for employees covered by a collective bargaining agreement, this policy does not create any benefits not expressly provided by that collective bargaining agreement and if there are inconsistencies between this policy and the collective bargaining agreement, the terms of the collective bargaining agreement will govern. 

Employees may need time away from work to tend to a range of personal issues. This policy provides information about unpaid Family, and Medical Leave Act (FMLA) leaves of absence which provides eligible employees with up to 12 work weeks of unpaid, job-protected leave in a 12-month period (measured backward on a rolling basis from the date an employee uses any FMLA leave) for all FMLA leaves except Military Caregiver Leave, which provides up to 26 work weeks in a single 12-month period.

FMLA leaves include:

Personal Medical

Employees may be eligible for Personal Medical Leave (FMLA) when the “serious health condition” of an employee causes them to be unable to perform their job functions including incapacity due to pregnancy, prenatal medical care or childbirth (see Note: below). For purposes of this policy, a “serious health condition” is an illness, injury, impairment or physical or mental condition that involves either an overnight stay in a medical care facility or continuing treatment by a health care provider for a condition that prevents the employee from performing the functions of the employee’s job. Subject to certain conditions, the “continuing treatment” requirement may be met by a period of incapacity of more than three (3) consecutive calendar days combined with at least two (2) visits to a health care provider; or one (1) visit and a regimen of continuing treatment; incapacity due to pregnancy; or incapacity due to a chronic condition.

Note:  Emerson College refers to leave for those pregnant and giving birth as Parental Leave.

For additional information see Personal Medical Leave (FMLA) or Parental Leave (FMLA)

Parental

Employees may be eligible for Parental Leave (FMLA) for the birth or adoption of a child or the placement of a foster child with the employee or to care for the employee's child during the first 12 months after birth or placement.

For additional information see Parental Leave (FMLA).

Family Care

Employees may be eligible for Family Care (FMLA) Leave to care for an employee’s spouse, child, or parent (including step relationships) who has a “serious health condition.” For purposes of this policy, a “serious health condition” is an illness, injury, impairment or physical or mental condition that involves either an overnight stay in a medical care facility or continuing treatment by a health care provider for a condition that prevents the qualified family member from working or participating in school other daily activities.

For additional information, see Family Care Leave (FMLA).

Qualifying Exigency (Military)

Employees may be eligible for Qualifying Exigency Leave (FMLA) for any “qualifying exigency” arising out of the fact that the spouse, son, daughter or parent (including step relationships) of the employee is on covered active duty or has been notified of an impending call or order to covered active duty status in the Armed Forces (including the National Guard or Reserves). A “qualifying exigency” includes: (1) short notice deployment (limited to seven calendar days from date notified of deployment); (2) attending military events and related activities; (3) childcare and school-related activities arising from the military member’s covered active duty; (4) financial and legal arrangements to address a military member’s absence while on covered active duty; (5) counseling for the employee, military member or the child of the military member; (6) rest and recuperation (limited to fifteen (15) calendar days of FMLA leave); (7) post-deployment activities within ninety (90) days of the end of the military member’s covered active duty; (8) care of the military member’s parent who is incapable of self-care, and (9) additional activities, only as mutually agreed to by employee and the College.

For additional information, see Qualifying Exigency (Military-FMLA) Leave.

[1] The FMLA definition of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition of “serious health condition”.

Military Caregiver

Employees may be eligible for Military Caregiver Leave (FMLA) to care for an injured service member. During a single 12-month period beginning with the first day the employee takes leave, an eligible employee shall be entitled to a combined total of 26 workweeks of leave. A covered service member is: (a) a current member of the Armed Forces (including a member of the National Guard or Reserves) who has a serious injury or illness[1] incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation or therapy; in outpatient status; or on the temporary disability retired list; or (b) a veteran who:  (i)  has a serious injury or illness incurred in the line of duty on active duty (or existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty) for which the veteran is undergoing medical treatment, recuperation or therapy and (ii) was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the period of 5 years preceding the date on which the veteran undergoes that medical treatment, recuperation or therapy.

For additional information, see Military Caregiver Leave (FMLA).

Definitions

The following definitions will apply to the administration of this policy:        

Child

A biological, adopted or foster child, stepchild or legal ward who is under eighteen years of age, or eighteen or older and incapable of self-care because of mental or physical disability, at the time the leave commences.

Covered Service Member   

(a) a current member of the Armed Forces (including a member of the National Guard and Reserves) who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation or therapy; in outpatient status; or on the temporary disability retired list; or

(b) a veteran who:  (i)  has a serious injury or illness incurred in the line of duty on active duty (or existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty) for which the veteran is undergoing medical treatment, recuperation, or therapy and (ii) was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the period of 5 years preceding the date on which the veteran undergoes that medical treatment, recuperation or therapy.

Contingency Operation

 A military operation that (a) is designated by the Secretary of Defense as an operation in which members of the armed forces are or may become involved in military actions, operations or hostilities against an enemy of the United States or against an opposing military force, or (b) results in the call or order to, or retention of active duty members of the uniformed services under Title 10 of the United States Code or any provision of law during a war or during a national emergency declared by the President or Congress

Domestic Partner or Partnership (FMLA definition) 

An unrelated and unmarried person who shares common living quarters with an employee and lives in a committed, intimate relationship that is not legally defined as marriage by the state in which the partners reside. The partnership consists of two people, either of the same or opposite gender, who share the same emotional, physical, and financial commitment that legally sanctioned marriage provides.

Elimination Period

The length of time between the beginning of an injury or illness and receiving benefit payments from an insurer.

Health Care Provider

A physician, podiatrist, dentist, clinical psychologist, optometrist, chiropractor (for certain treatments), Christian Science practitioner, nurse practitioner or nurse midwife that is performing within the scope of practice as defined under state and federal regulations.

Immediate Family Member

The staff member’s spouse, domestic partner, child, or parent (including step relationships). A child is any child under the age of eighteen (18) who is the biological child of the employee, who is adopted by the employee or whom the employee supervises on a day-to-day basis and for whom the employee is financially responsible. A child is also a child over the age of eighteen (18) who is incapable of self-care because of a mental or physical disability.

Long-Term Disability Benefits

An insured disability benefit provided by the College to eligible staff members unable to work for an extended period due to disability.

Primary Caregiver

The person who has primary responsibility for the care of a child immediately following the birth or the coming of the child into the custody, care, and control of the parent for the first time. This definition applies to both births and adoptions.

Rolling 12-Month Period Measured Backward

 Period measured backward from the date an employee uses any FMLA leave. Under the ‘‘rolling’’ 12-month period, each time an employee takes FMLA leave, the remaining leave entitlement would be the balance of the 12 work weeks which has not been used during the immediately preceding 12 months.

Example 1: Michael requests three workweeks of FMLA leave to begin on July 31st. The employer looks back 12 months (from July 31st back to the previous August 1st) to see if any FMLA leave had been used. Michael had not taken any previous FMLA leave, so he is entitled to the three work weeks he requested and has nine more work weeks available

Salary Continuation

Ways in which employees are paid while on leave of absence from work, i.e., sick time, personal time, vacation time, short-term disability, parental pay, or Workers’ Compensation.

Serious Health Condition

For purposes of this policy, a “serious health condition” is an illness, injury, impairment or physical or mental condition that involves either an overnight stay in a medical care facility or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the “continuing treatment” requirement may be met by a period of incapacity of more than three (3) consecutive calendar days combined with at least two (2) visits to a health care provider; or one (1) visit and a regimen of continuing treatment; or incapacity due to pregnancy; or incapacity due to a chronic condition. Other conditions may meet the definition of “continuing treatment.”  

Short-Term Disability Benefits

 Short-term disability (STD) is a type of financial benefit, in addition to sick time, that pays a percentage of an employee's salary for a specified amount of time if they are ill or injured and cannot perform the duties of their job.

Single 12-Month Period

Begins on the first day the employee takes leave for this reason and ends 12 months later, regardless of the 12-month period established by the employer for other FMLA leave reasons.

Spouse (FMLA definition) 

Means a husband or wife as defined or recognized in the state where the individual was married, including in a common law marriage or same-sex marriage. Spouse also includes a husband or wife in a marriage that was validly entered into outside the United States, if the marriage could have been entered into in at least one state.

Policy Guidelines

Eligibility for FMLA Leaves

An employee is eligible for FMLA if he or she has (1) been employed by Emerson College for at least 12 months; (2) has actually worked at least 1,250 hours in the previous 12-month period (inclusive of time the employee has spent in military service during that period); and (3) works in a location within 75 miles of at least 50 employees of Emerson College.

Pay Continuation

FMLA Leaves are “unpaid” periods of time that eligible employees may take from work. Sick time, personal time, and vacation time, as well as Short-Term Disability, Parental Pay, and Workers Compensation, are ways in which eligible employees may be paid during FMLA leaves.

  • Employees may choose to use accrued paid leave during leave, and in some circumstances must use accrued paid leave, as follows:
  • Sick time must be used during medical leave (including incapacity from pregnancy), military caregiver or family care leave to care for an ill family member.
  • Personal time and vacation must be used during medical (excluding incapacity from pregnancy), military caregiver, military exigency, parental and family care leave.
  • Use of personal time and vacation is optional, not required, at any time during a medical leave due to incapacity from pregnancy.
  • Use of sick time, personal time, and vacation is optional, not required, during periods the employee is receiving workers’ compensation.

Use of FMLA

When supported by appropriate documentation, FMLA Leave may be taken as a block of time or on an intermittent or reduced leave schedule basis. Eligible employees may take FMLA Leave when medically necessary to care for seriously ill family members or covered service members, because of employees’ own serious health condition or due to a qualifying exigency. Employees needing intermittent or reduced schedule leave must make reasonable efforts to schedule leave so it minimizes disruption for the department and College’s operations (See specific FMLA leave type for additional information).

Extended Leaves

Once the twelve (12) workweeks of FMLA Leave is exhausted (twenty-six (26) work weeks for Military Caregiver Leave), extensions may only be granted under other Emerson College leaves (e.g., Personal Medical Leave (Non-FMLA). Additionally, if an employee needs additional leave beyond the 12 work weeks provided under this policy or any other leave policy, the College will engage in the interactive dialogue to determine reasonable accommodations.  (See: Reasonable Accommodations).

Both Married Spouses Employed by the College 

Personal Medical

Eligible married spouses are each entitled to up to 12 work weeks of unpaid FMLA leave in a 12-month period for their own serious health condition. See Short-Term Disability and Parental Pay Policy for information about pay conditions during leave. 

Parental Leave 

When both married spouses work for the College, the amount of leave required by law under the FMLA is limited to an aggregate of 12 unpaid work weeks in a 12-month period for the reasons listed below. However, the College will provide married spouses with an additional four (4) work weeks of leave not covered by FMLA up to a total of sixteen (16) work weeks to be shared between eligible married spouses. See Short-Term Disability and Parental Pay Policy for information about pay conditions during leave. 

  • the birth and care of a newborn child 
  • the placement of a child for adoption or foster care

Care of a Child or Married Spouse with a Serious Health Condition 

Eligible married spouses are each entitled to up to 12 work weeks of FMLA leave in a 12-month period, without regard to the amount of leave their married spouses use to care for a spouse or child with a serious health condition.

Care for Parent with Serious Health Condition 

When both married spouses work for the College, the amount of leave required by law under the FMLA is limited to an aggregate of 12 work weeks in a 12-month period to care for a parent with a serious health condition. However, the College will provide married spouses with an additional four (4) work weeks of leave not covered by FMLA up to a total of sixteen (16) work weeks to be shared between eligible married spouses.  

Military Caregiver 

Eligible married spouses will receive a combined total of 26 work weeks of leave in a single 12-month period to care for military caregiver leave if each spouse is a parent, spouse, son or daughter or next of kin of the service member. 

Qualifying Exigency 

Eligible married spouses are each entitled to up to 12 workweeks of FMLA leave in a 12-month period, without regard to the amount of leave their married spouses use, for any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter or parent is a military member on “covered active duty.”

Both Domestic Partners Work at Emerson or Both Parents Work at Emerson

(parents who both work at Emerson but are not married spouses or domestic partners)

Personal Medical

Eligible domestic partners or parents are each entitled to up to 12 work weeks of unpaid FMLA leave in a 12-month period for their own serious health condition. See Short-Term Disability and Parental Pay Policy for information about pay conditions during leave. 

Parental Leave 

Eligible domestic partners or parents are each entitled to up to 12 work weeks of unpaid  FMLA for the reasons listed below. See Short-Term Disability and Parental Pay Policy for information about pay conditions during leave. 

  • the birth and care of a newborn child 
  • the placement of a child for adoption or foster care

Care of a Child or Domestic Partner with a Serious Health Condition 

Eligible domestic partners or parents are each entitled to up to 12 work weeks of unpaid FMLA leave to care for a child or domestic partner with a serious health condition.

Eligible domestic partners (or parents who work at Emerson) are eligible for up to 12 work weeks of unpaid FMLA leave to care for a domestic partner (or married spouse) with a serious health condition. 

Care for Parent with Serious Health Condition

Eligible domestic partners (or parents who work at Emerson) are each entitled to up to 12 work weeks of unpaid FMLA leave to care for a parent with a serious health condition. 

Military Caregiver 

Eligible domestic partners or parents will receive 26 work weeks of leave in a single 12-month period to care for military caregiver leave if each domestic partner or parent is a parent, spouse, son or daughter or next of kin of the service member. 

Qualifying Exigency 

Eligible domestic partners or parents are each entitled to up to 12 workweeks of unpaid FMLA for any qualifying exigency arising out of the fact that the employee’s domestic partner, son, daughter or parent is a military member on “covered active duty.”

Employee Responsibilities

  • Employees must provide thirty (30) days advance written notice for foreseeable FMLA and must comply with the College’s Leave of Absence (LOA) procedures.
  • If the need for leave is not foreseeable (e.g., an emergency medical situation), employees must notify the College as soon as practicable and should comply with the College’s normal call-in procedures for an absence or tardiness (see:  Sick Time Policy). To initiate the LOA process employees must notify their supervisors and Human Resources as soon as possible.  
  • When employees are seeking leave because of serious health conditions either of the employees or a covered family member, employees must provide an appropriate completed medical certification form. Likewise, employees seeking leave for covered service members, or due to qualifying exigencies must complete the applicable certification forms as part of the leave of absence process. These FMLA certification forms must be accurately completed and returned to the Leave Administrator within fifteen (15) days after the College’s request unless it is not practicable for an employee to do so under the circumstances despite the employee’s diligent, good faith efforts. 
  • Employees who fail to submit the required FMLA certification accurately and completely within the 15-day time frame may be denied FMLA job protected leave unless they provide a reasonable explanation to the College in advance that it is not practicable to provide the completed certification within the 15-day time frame despite their diligent, good faith efforts.  If FMLA job-protected leave is not granted, employees’ absences may not be considered excused, and their employment may be ended.  
  • Employees also may be required to provide a periodic certification and re-certification supporting the need for leave.
  • Employees must provide sufficient information for the College to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave.
  • While out on FMLA leave, employees are required to continue paying their portion of relevant benefit plans on the same terms as if they had continued to work (see below: Benefits and Salary Increases during Leave below).

Employer Responsibilities

  • Employees’ supervisors must notify Human Resources if employees have been absent from work, and there is a reason to believe that absences may be FMLA eligible. 
  • Once supervisors notify Human Resources that their employees are out of work unexpectedly, the College will send the employees the necessary FMLA leave paperwork and applicable certification forms for completion.
  • Human Resources will designate unforeseen absences as FMLA once it receives sufficient supporting information regarding the reason for the leave from the employee.
  • Upon receipt of completed FMLA paperwork and completed certification forms, Human Resources, absent extenuating circumstances, will notify employees within five (5) business days whether or not their leave has been designated FMLA leave. Human Resources will also:
    • specify what, if any, additional information is required
    • provide employees with their rights and responsibilities under FMLA
    • advise employees of the amount of leave that will be counted against their  FMLA leave entitlement 
  • If the College determines that the leave is not FMLA-protected, Human Resources will notify the employee of this fact and will inform employees if they may be eligible for other types of leaves (e.g., Personal Medical Leave (Non-FMLA).
  • Employees’ failure to comply with the College’s FMLA leave procedures can be grounds for delaying or denying an employee’s request for FMLA-qualifying leave.

Benefits and Salary Increases during Leave (Paid and Unpaid Leave)

While on Paid Leave

Paid leave includes all pay types: sick, vacation, personal time, STD & Parental Pay, and Workers’ Compensation.

  • Holidays and Winter Break during Paid Leave: Please see: Holiday Policy and Winter Break Policy
  • Benefits during Paid Leave: Benefits are not interrupted while on paid leave. Deductions will be taken, and benefits will continue on the same basis as if employees were working. Staff employees will continue to accrue sick, personal, and vacation time as they would while working at their normal work schedules.
  • Salary Increases for Staff during Paid Leave: Salary increases will be suspended during leaves of absence and will be effective on the first day of the month following the end of the leave.

While on Unpaid Leave

  • Holidays and Winter Break During Unpaid Leave
    • Employees are not paid for holidays when they fall during employees’ unpaid leave.
    • Employees are not paid for Winter Break when it falls during employees’ unpaid leave.
  • Medical and Dental Insurance: 
    • During FMLA leave, the College must maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee continued to work.
    • While on FMLA leave the College will continue to pay its portion of the premium for the employee's medical and dental insurance coverage, provided that the employee makes timely payment of his/her contribution portion for the medical and dental coverage. As with employees not on leave, failure to pay employee premium contributions will result in loss of coverage.
    • Employees on unpaid leave, but not FMLA may continue their health insurance at their current contribution rate if they meet criteria set forth under the Affordable Care Act. If employees do not meet these requirements, they may continue coverage but will be responsible for paying the full premium rate (employer and employee portions) for coverage. Contact the Benefits Department for assistance to determine which rates will apply.
    • Employees on unpaid leave but not FMLA may continue their dental insurance at 100% cost by reimbursing the College each month. Contact the Benefits Department for assistance to determine which rates will apply.
  • Paid Time Off:  Sick, Personal and Vacation Time: Sick, vacation, and personal time accruals will stop during the unpaid portion of all leaves.

Other Benefits

Short-Term Disability (STD): 

Eligible Massachusetts employees on Personal Medical Leave for their own illness or injury and otherwise eligible for Short-Term Disability will receive benefits under the terms of the applicable insurance plan. Employees on leaves other than Personal Medical Leave are not eligible for Short-Term Disability.

Parental Pay

Eligible Massachusetts employees on Parental Leave will receive Parental Leave Pay. Employees on other types of leaves are not eligible for Parental Pay.

Long-Term Disability (LTD)

Eligible Employees on Personal Medical Leave for their own illness or injury and otherwise eligible for Long-Term Disability will receive benefits under the terms of the applicable insurance plan.  The College will pay the full premium for LTD during paid medical leaves. Employees will be responsible for the payment of premium during any unpaid leave period.

Life Insurance and AD & D

For the first thirty-(30) calendar days of unpaid leave, life insurance and AD& D will continue on the same basis as if employees were working. Life and AD & D would terminate on the thirty-first (31st) calendar day unless employees chose to pay 100% of the premiums by reimbursing the College each month for the duration of the leaves.

Long-Term Care

Employees enrolled in Long-Term Care, may continue with this benefit by paying their premium each month. 

Retirement and Match

Employees’ contributions to the College’s 403(b) tax-deferred defined contribution plan as well as the College's matching contributions will stop during the unpaid portion of all leaves of absence.

Tuition Benefits

Tuition Benefits for the current semester are not interrupted while on unpaid leave as long as the employee remains employed through the end of the leave period.  Tuition benefits will be pro-rated if termination occurs before the end of the semester.

Flexible Spending Accounts

Flexible Spending Accounts are not interrupted while on unpaid leave.

Parking/MBTA pass program

Parking and MBTA pass programs are terminated while on unpaid leave

Salary Increases for Staff during Paid Leave

Salary increases will be suspended during leaves of absence and will be effective on the first day of the month following the end of the leave.

Other Information

Return from Leave

Employees must notify Human Resources and their supervisors at least two (2) weeks in advance of their intention to return to work. Before returning, employees on FMLA for their own serious health condition must provide Human Resources with documentation from their healthcare provider that they are cleared to return to work. 

Although the College is unable to guarantee reinstatement in all cases, in general, an employee who returns to work at the end of his or her leave will be returned to his or her former position or an equivalent position based on job grade and pay subject to certain limitations. FMLA-eligible employees who return to work within the 12-work week period (or within the 26-work week period from military caregiver leave) will be reinstated to the same or equivalent position, unless the employee would have been terminated for reasons unrelated to the leave (for example, position elimination), or if the employee can no longer perform the essential functions of the job should a workforce reduction occur while employees are on leave. Should a workforce reduction occur while employees are on leave,  to the extent operationally feasible, employees will be given at least two weeks’ notice of the termination that their positions are being eliminated and their employment will end at the close of their leaves of absence. Employees returning from leave after more than 12 work weeks due to a work-related injury will be reinstated except where reinstatement is unavailable due to business necessity.

Use of FMLA leave will not result in the loss of any available employment benefit that accrued before the start of the employee’s leave.  

Failure to Return from Leave

An employee is considered to have resigned voluntarily if:

  • The employee does not return to work on their scheduled return date without a valid excuse or leave extension;
  • The employee fails to notify the College that they will not be returning from an FMLA or other approved leave of absence;  
  • The employee does not return to his or her original position or an equivalent one as soon as he or she is able; or
  • The employee has accepted other employment during the leave period that renders him or her unable to return to his or her previous position.

Coordination of Federal and State Regulations

The College will approve leaves in compliance with Emerson Policy, FMLA, ADA, and other applicable state and federal laws, based on satisfactory documentation, and the needs of the college as appropriate and as stipulated by applicable collective bargaining agreements.

Protections

The College will not interfere with, restrain or deny the exercise of any right provided under the FMLA; or discharge or discriminate against any person for opposing any practice made unlawful by the FMLA or for involvement in any proceeding under or relating to the FMLA. The College will comply where other Federal, State, or collective bargaining agreement provide greater rights than FMLA. An employee may file a complaint with the US Department of Labor or may bring a private lawsuit against an employer. (DOL contact information: 1-866-487-9243; TTY 1-877-889-5627; www.wagehour.dol.gov).  FMLA does not affect any Federal or State law prohibiting discrimination or supersede any State or local law, which provides greater family or medical leave rights.

Both Spouses Employed by the College

When both spouses work for the College, the amount of leave required by law under the FMLA for Parental Leave is limited to an aggregate of twelve (12) work weeks. However, the College will provide spouses with an additional four (4) workweeks of unpaid leave not covered by the FMLA--up to a total of sixteen (16) total work weeks--to use if the eligibility requirements for Parental Leave are met and to be shared between the spouses. The maximum time away for any one individual spouse is twelve (12) work weeks.

Spouses

Spouses and FMLA Unpaid Leave

When both spouses work for the College, the amount of leave required by law under the FMLA for Parental Leave is limited to an aggregate of twelve (12) work weeks. However, the College will provide spouses with an additional four (4) workweeks of unpaid leave not covered by the FMLA--up to a total of sixteen (16) total work weeks--to use if the eligibility requirements for Parental Leave are met and to be shared between the spouses. The maximum time away for any one individual spouse is twelve (12) work weeks.

Spouses and Emerson’s Parental Pay Policy

Spouses who both work at the College may be eligible to share the Parental Pay benefit discussed above. See the Short-Term Disability (STD) & Parental Pay policy for complete policy information.

Domestic Partners and Parents Employed by the College

FMLA Unpaid Leave

When unmarried domestic partners or parents both work for the College, the amount of leave required by law under the FMLA for Parental Leave is 12 work weeks per parent.

Parental Pay

Domestic partners or parents who both work at the College may be eligible to share the Parental Pay benefit discussed above or one of them may take the Paid Parental Leave benefit if the other partner or parent opts out in writing.

Related Policies

Responsible Officer

Please contact the Leave of Absence Administrator (Human Resources) for further information regarding this policy and its implementation.  

Key Offices to Contact 

Office of Human Resources    

Links to Procedures or Forms

Please contact the Leave of Absence Administrator (Human Resources) for assistance.

 

 

 

The contents of this policy are informational only and are not conditions of employment. This policy does not create any contractual obligations or alter the at-will employment of the College’s at-will employees. Emerson College reserves the right to modify, revoke, suspend, terminate or change any and all policies and procedures at any time, with or without notice, as consistent with state and federal law.

 

Policy Effective: May 2019