A parental leave of absence granted in connection with the birth, fostering or adoption of a child allows employees to take leave when necessary. Parental leave options are based on your benefits eligibility.
- Administrative staff in regular or term positions working half-time or more in a fully-benefited position are eligible for Paid Parental Leave.
- Support staff in regular or term positions working half-time or more in a fully-benefited position are eligible for Paid Parental Leave.
- Parental leave is a maximum of eight weeks of paid leave to be used sometime during the first six months following the birth, fostering or adoption of a child.
- In the event that both parents are employed at Williams in fully-benefited positions, both are eligible to take the parental leave.
- Paid Parental Leave is in addition to short-term disability leave for the parent giving birth.
- Giving birth is considered a medical condition covered by the Short-Term Disability Policy. The standard period of disability is eight weeks after the birth.
- For Administrative Staff, the period of disability is fully paid.
- For Support staff, the period of disability is paid at 60% of current pay and can be supplemented by earned sick leave.
A request for a leave of absence should be made as soon as possible when an employee anticipates the need for leave. Employees should schedule an appointment with their supervisor and with a member of the benefits staff in Human Resources to review and coordinate options.
Applicable concurrent laws:
- Staff members who have been employed by the college for at least twelve months, not necessarily consecutively, and have worked at least 1,250 hours during the immediately preceding twelve months, are eligible for a leave of absence under the Family and Medical Leave Policy. This provides up to twelve weeks of unpaid, job-protected leave during a rolling twelve-month period.
- Staff members who are not covered under the Family and Medical Leave Act are entitled to up to eight weeks of unpaid, job-protected leave for the birth, fostering, or adoption of a child under the age of eighteen (or under the age of twenty-three if the child is mentally or physically disabled) under the Massachusetts Maternity Leave Act. An Act relative to Parental Leave expanded the current maternity leave law, G.L. c. 149, § 105D, effective on April 7, 2015. See the Massachusetts Commission Against Discrimination’s Parental Leave Fact Sheet.
NOTE: Leaves of absence under these policies will not be regarded as a break in service. Vacation will not be earned during the leave of absence. If more than one type of leave applies, they will run concurrently.
The parental leave of absence provides job security during the time away. Williams makes an effort to retain an employee’s job during leave. In the event the position needs to be filled, the employee will be offered the nearest equivalent job at no lower rate of pay upon return to work within or on the expiration of the leave period. The request for a leave of absence signifies the intent of the employee to return to work on or before the end of the leave period. If an employee is unable or unwilling to return to work, the position will be filled.