What happens when you…..

need to take a family or medical leave of absence?

The Family and Medical Leave Act allows eligible employees to request up to 12 weeks of unpaid leave in a 12 month period for one or more of the following reasons:

· to care for the employee’s newborn child or a child placed with the employee for adoption or foster care

· to care for the employee’s spouse, same sex domestic partner, son or daughter, or parent, who has a serious health condition

· to care for a serious health condition that makes the employee unable to perform the employee’s job.

Steps you need to take:

· Contact Human Resources to receive the necessary paperwork. This includes a leave application form, medical certification form and a description of the employee’s rights under FMLA.

· Complete the leave application form and submit it to your supervisor for signature of approval.

· Forward completed/signed application form and completed medical certification to Human Resources.

· Meet with Human Resources representative to review the request and calculate what accrued time will be used.

Eligibility and Benefit Description:(Link to Administrative Handbook, Dean of College, and Union Contract

Employees are eligible to take FMLA leave if they have worked for the College for at least 12 months and for at least 1,250 hours over the previous 12 months.

The College requires that the employee use any unused vacation, personal, or (in the case of the employee’s own serious health condition, or that of their dependent child, parent, for whom they are responsible) accrued sick leave as part or all of the 12-week period.

Note: This summary is designed to acquaint you with some of the features of the Wellesley College benefit plans and every attempt has been made to summarize these plans and policies accurately. However, this summary is not designed to serve as your sole reference for the details of these benefits. There is additional information for administrative staff available in the Administrative Handbook, for faculty in the Faculty Handbook on the Dean of the College website and for union employees in their collective bargaining agreement, as well as in the Human Resources Office. This summary does not constitute a contract for any benefit; Wellesley College reserves the right to modify or terminate any of its benefit plans.