Leaves

Start here to understand the Holy Cross Leaves Process:

To view policies that are referenced in the following summaries in their entirety, please refer to the directory of college policies. For additional information, please contact the benefits coordinator, Human Resources, at ext. 2426

Massachusetts Paid Family and Medical Leave Act (MA PFML)

Paid leave benefits now available for all employees under the Massachusetts Paid Family and Medical Leave Act (MA PFML), as well as the College’s new Supplemental Medical Leave plan available to benefits-eligible employees.  For information about MA PFML and Supplemental Medical Leave, please review the MA PFML Pamphlet (PDF) issued by the College in December 2020.

Bereavement Leave

You may be absent without loss of pay for up to three days if someone in your immediate family or household dies. Members of your immediate family are considered to be your spouse, child, brother, sister, parent, parent-in-law or other relatives living in the immediate household. The purpose of this benefit is to allow you, in time of personal loss, the opportunity to travel or to grieve. You will be paid only for the time you are absent. Funeral attendance for anyone other than those listed above must be charged to vacation, floating holiday or personal time.

Domestic Violence Leave

Up to fifteen (15) days of Domestic Violence Leave during any rolling twelve (12) month period is available to all employees to address the effects of domestic violence including abuse, abusive behavior, including domestic violence, stalking, sexual assault, or kidnapping, of the employee, or a family member of the employee. Perpetrators of domestic violence are not eligible for this leave.

Leave may be granted to seek or obtain medical attention, counseling, victim services, or legal assistance; to secure housing; to obtain a protective order from a court; to appear in court or before a grand jury; to meet with a district attorney or other law enforcement official; to attend child custody proceedings; or to address other issues directly related to abusive behavior against the employee or a member of the employee’s family. 

Leave must be requested in advance, from Human Resources, for foreseeable events and as much notice as possible given if the need for leave is unforeseeable. If there is an imminent threat to the health or safety of an employee or the employee’s family, advance notice is not required, but Human Resources must be notified as soon as possible and within three (3) days.

For full information about Domestic Violence Leave, see the complete policy and application instructions (PDF) or call Human Resources at 3391.

Military Leave

You will be given time off for required annual military reserve training. You will continue to receive your regular salary for such duties. Military pay vouchers are to be submitted to the Human Resources department so that the necessary adjustments in salary can be made. For more information, please refer to the Reserve Call-Up policy, available in Human Resources.

Family and Medical Leave Act (FMLA)

Employees who have completed twelve (12) months of employment and have worked more than 1,250 hours in the preceding twelve (12) months are eligible for Family and Medical Leave Act. FMLA may be taken by eligible employees for up to 12 weeks unpaid leave during a 12-month period for the following purposes:

  • To care for a newborn, a newly adopted or newly placed foster child
  • To care for a child, a spouse or a parent who has a serious health condition
  • The employee's own serious health condition
  • Active Duty Leave - Leave due to a spouse, son, daughter or parent being on active duty or having been notified of an impending call or order to active duty in the Armed Forces in support of a contingency operation.
  • Caregiver Leave - This benefit provides 26 weeks of FMLA leave during a single 12‐month period for a spouse, son, daughter, parent, or nearest blood relative caring for a recovering service member.

To view the FMLA policy in its entirety and review procedures for requesting a leave, please visit the Policies and Procedures website. For additional information, please contact Human Resources. 

Workers' Compensation

College employees are expected to be safety‐conscious and report any unsafe conditions to their supervisor or department head. In the event that an employee, including a student worker, is injured on the job, the injury must be reported immediately to his/her supervisor or department head.

If you are absent from work as a result of a work-related injury you may be eligible for partial income in lieu of lost wages, as well as certain medical payments under the Massachusetts Workers' Compensation Law beginning with the sixth day of absence.

Workers' compensation benefits are coordinated with the College's leave policies and in cases of prolonged disability, with the Long Term Disability Insurance Plan. Upon employee request, sick time, vacation days and the like may be used during this period in conjunction with workers’ compensation benefits.

An employee must submit a clearance from the attending physician before returning to work following an absence because of a work‐related injury.

To view the workers' compensation policy in its entirety and to review procedures, please visit the policies website.

Parental Leave

The College provides eligible employees who are primary caregivers with up to eight (8) weeks paid week for giving birth or the placement for adoption of a child under age 18 (under age 23 if the child is disabled). One (1) week of paid leave is available to eligible employees who are not primary caregivers. Employees who are not eligible for paid leave may be eligible for unpaid leave, up to eight (8) weeks. For full details see the Parental Leave policy. Parental leave does not apply to periods when the employee would not otherwise be working and is not extended by holidays that fall within the leave period. Parental leave runs concurrently with the Family and Medical Leave Act and any other applicable leaves.

Jury Duty

If you are required to serve on a jury, or to appear in court as a witness (but are not a party to the court action) you will continue to receive your regular salary. To receive this, a juror service certificate or witness fees voucher is to be presented to the Human Resources department. However, you are expected to be at work for any days, or parts of days, that you are not required for court attendance. Should you receive any payment from the court system for your appearance or jury service, those funds must be submitted to the College through the Human Resources department.

The College of the Holy Cross at its option, may change, delete, suspend or discontinue parts of, or College policies in their entirety, at any time without prior notice. In the event of a policy change, employees will be notified. Any such action shall apply to existing as well as to future employees.