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Leave Policies
An eligible employee may take up to 12 weeks of unpaid family/medical leave within a 12-month period for certain family and medical reasons as specified under the Family and Medical Leave Act (FMLA) of 1993. The 12-month period is measured forward from the first day FMLA leave is taken. An employee is eligible if he/she has worked for Bridgewater State College for at least one year and for at least 1,250 hours over the previous 12 months. Upon return from FMLA leave employees, other than key employees, must be restored to the same or an equivalent position with equivalent pay, benefits, and other employment terms.
FMLA leave may be used to care for a newborn, adopted, or foster child; to care for a seriously ill parent, child, or spouse; or, because the employee is experiencing a serious medical condition.
FMLA leave is not an additional form of paid leave. An employee is required to substitute any accrued paid personal, vacation, and sick leave for unpaid FMLA leave. An employee is not required to substitute compensatory time for unpaid FMLA leave, but he/she may request to have compensatory time substituted for unpaid FMLA leave. Paid long-term disability and workers' compensation leave run concurrently with FMLA leave. The use of accrued paid leave during an FMLA leave is subject to all the usual collective bargaining agreement stipulations and to college policies that normally apply to requesting and using such leaves. The substitution of accrued paid leave time for unpaid leave time does not extend the 12-week leave period. Employees who do not have appropriate accrued leave available may be granted unpaid FMLA leave.
Employees are required to request such leaves at least thirty days in advance if the need for the leave can be anticipated. Otherwise, they should request the leave as soon as they become aware of the need to take it. Employees should contact the Human Resources Department (HRD) to obtain an FMLA leave request form as much in advance of the requested leave period as possible.
All full-time, twelve month employees accrue sick leave at the rate of 1.25 days per month, beginning with the first full month of employment. For attendance recording purposes only, this is converted to 4.326 or 4.615 hours per payperiod, depending on the employee unit/group. Sick leave accrued during a given payperiod is not available for use until that payperiod has ended.
Faculty members accrue sick leave at the rate of 3.842 hours per payperiod during the academic year, for a total of ten days (75 hours) per academic year.
There is no limit to the amount of sick leave that may be accrued or carried over from one year to the next.
Generally, accrued sick leave may be taken when an employee is incapacitated by illness or when the presence of the employee at work may expose other employees to a contagious disease which will jeopardize the health of those employees. Within the limits of each collective bargaining agreement or Board handbook, sick leave may also be used to attend to those relatives and individuals living in the employee household or to keep medical appointments that cannot be scheduled outside of normal work hours.
All employees are expected to follow procedures outlined below for reporting each unanticipated day of absence for illness.
Employees who have furnished a written doctor's statement specifying the required absence period do not need to call daily to report absences.
Reporting Absences
All faculty and visiting lecturers who will be absent from their assigned duties must call 508.531.1396 by 7:00 a.m. on the particular day of the absence. A recording device will take your name, department, access code (last four digits of your social security number), and the expected length of your absence. After 7:00 a.m. a list of those faculty unable to hold classes will be compiled and posted on the college's web page. A message will also be recorded for students on a designated telephone line.
All classified and hourly employees must report an absence from work one hour prior to their scheduled tour of duty by calling 508.531.1222. A recording device will take the day, date, time, your name, department, your supervisor, and length of the absence. Your supervisor will be notified by HRD of your call and expected absence. Third shift employees and employees who work weekends should also contact their immediate supervisors to report an absence since HRD is not staffed during the hours those absences may be reported.
For APA unit members, librarians and excluded administrators, procedures for reporting absences vary somewhat from one division to another. All administrators are expected to notify their own departments at the beginning of each unanticipated day of absence and to follow any other procedure that may have been established by their respective supervisors.
All absences, whether for a full day or part of a day, must be reported in a timely manner. Other requirements for reporting absences are set forth in the collective bargaining agreement or Board handbook for each employee group.
Sick Leave Banks
APA and MSCA unit employees may join a sick leave bank, as described in their respective collective bargaining agreements. Membership requires the contribution of one or more days of sick leave.
Employees who are members of a sick leave bank may draw upon the bank after they have utilized all available leave and have been off the payroll for a specified number of days.
Full-time, twelve-month employees are credited with three personal days at the beginning of each calendar year (January 1). Employees who are hired after the beginning of the calendar year are credited with a pro-rated number of days.
Personal days may be used for any purpose and employees are asked to give at least 24 hours notice before taking a personal day except in emergency situations. If the need for personal leave is known in advance, a leave request form must be submitted.
Personal days must be used in the calendar year (by December 31) in which they are credited. They may not be carried over to the next calendar year.
Faculty earn one personal day per semester and are allowed to carry their unused day from the spring semester to the fall. However, personal day(s) have to be used by December 31.
Unit and non-unit classified personnel and professional employees (excluding faculty members) begin to accrue vacation leave with the first pay period of employment. The following are the accrual rates for each employee category.
MSCA Professional Librarians
All members of the bargaining unit who are employed to work a twelve month work year shall be entitled, during each such year to an annual vacation leave.
| Years of Service | Accrual Rate |
| 0-8 | 6.346 hours per payperiod or 22 days/year (165 total hours) |
| 8-16 | 6.634 hours per payperiod or 23 days/year (172.5 total hours) |
| 16-25 | 7.211 hours per payperiod or 25 days/year (187.5 total hours) |
| 25 + | 8.653 hours per payperiod or 30 days/year (225 total hours) |
Professional librarians may carry up to 480 hours (64 days) of vacation leave from one payroll period to the next. Vacation credit in excess of this limit will be converted to sick leave twice a year (April and October).
Unit and Non-Unit Classified Employees
Employees working a 37.5 hour work week:
| Years of Service | Accrual Rate |
| 0-4.5 | 2.884 hours per payperiod or 10 days/year (75 total hours) |
| 4.5-9.5 | 4.326 hours per payperiod or 15 days/year (112.5 total hours) |
| 9.5-19.5 | 5.769 hours per payperiod or 20 days/year (150 total hours) |
| 19.5 + | 7.211 hours per payperiod or 25 days/year (187.5 total hours) |
Unit and non-unit classified employees may carry up to 480 hours (64 days) of vacation leave from one pay period to the next. Vacation leave in excess of this limit will be converted to sick leave twice a year (April and October).
Employees working a 40 hour work week:
| Years of Service | Accrual Rate |
| 0-4.5 | 3.076 hours per payperiod or 10 days/year (80 total hours) |
| 4.5-9.5 | 4.615 hours per payperiod or 15 days/year (120 total hours) |
| 9.5-19.5 | 6.153 hours per payperiod or 20 days/year (160 total hours) |
| 19.5 + | 7.692 hours per payperiod or 25 days/year (200 total hours) |
Unit and non-unit classified employees may carry up to 512 hours (64 days) of vacation leave from one pay period to the next. Vacation leave in excess of this limit will be converted to sick leave twice a year (October and April).
APA Unit Staff Members
| Years of Service | Accrual Rate |
| 0-1 | 5.769 hours per payperiod or 20 days/year (150 total hours) |
| 1-8 | 6.346 hours per payperiod or 22 days/year (165 total hours) |
| 8-16 | 6.634 hours per payperiod or 23 days/year (172.5 total hours) |
| 16-25 | 7.211 hours per payperiod or 25 days/year (187.5 total hours) |
| 25+ | 8.653 hours per payperiod or 30 days/year (225 total hours) |
Unit professionals may carry up to 480 hours (64 days) of vacation leave from one pay period to the next. Vacation leave in excess of the maximum will be converted to sick leave twice a year (April and October).
Non-Unit Professional (Administrators)
| Years of Service | Accrual Rate |
| 0-8 | 6.346 hours per payperiod or 22 days/year (165 total hours) |
| 8-16 | 6.634 hours per payperiod or 23 days/year (172.5 total hours) |
| 16-25 | 7.211 hours per payperiod or 25 days/year (187.5 total hours) |
| 25+ | 8.653 hours per payperiod or 30 days/year (225 total hours) |
Non-unit professionals may carry up to 480 hours (64 days) of vacation leave from one pay period to the next. Vacation leave in excess of the maximum will be converted to sick leave twice a year (April and October).
Procedure for Requesting Vacation Leave
Employees should request vacation leave as much in advance as possible and according to the requirements of the applicable collective bargaining agreement or Board handbook. This will enable supervisors to plan appropriate coverage during employees' absences. Unit employees should also refer to their collective bargaining agreements for other procedural requirements.
An employee who plans to take vacation leave must complete a "Vacation Request" form which must be received in HRD with all required approval signatures in place at least twenty-four hours before the beginning of the requested vacation period. Vacation Request forms are available in most large departments and from HRD.
Bereavement Leave
When the death of a member of the employee's immediate family (as defined in the applicable collective bargaining agreement or Board handbook) occurs, the employee is entitled to several days of paid bereavement leave. The specific number of paid bereavement days available and other details may also be found in the applicable agreement or Board handbook.
A memorandum stating the relationship of the deceased to the employee must accompany the attendance report when bereavement leave is taken.
Jury Duty
An employee who is called to serve as a member of a jury is granted paid leave for the period of service, if the time of the duty conflicts with his or her work schedule at the college. Jury duty fees (other than for expenses), if received, must be turned over to the college. The employee must furnish a copy of the jury summons to HRD prior to taking jury duty leave. A copy of the official verification of jury service must also be furnished to HRD subsequent to service.
Employees are also granted court leave to serve as a witness for the college, or as a subpoenaed witness for the state or the federal government.
Maternity/Family Leave
Full-time female employees are eligible for paid maternity leave according to the provisions of the applicable agreement or Board handbook and according to the provisions of the Family Medical Leave Act.
All employees are also eligible for parental or family leave, as described in each agreement or Board handbook.
Military Leave
Paid military leave is available to employees who must serve an annual two week tour of duty as members of a reserve component of the armed forces of the United States. Military orders must be furnished to HRD prior to taking military leave. See applicable agreement or Board handbook for further details on military leaves.
Voting Leave
A maximum of two hours of voting leave may be granted to employees whose work hours at the college would prevent them from getting to the polls while they are open.
Sabbatical Leave
Sabbatical leave may be granted to faculty members or professional librarians for the purpose of professional development. Details and application procedures are specified in the MSCA agreement.
Unpaid Maternity Leave
Female employees are eligible for unpaid maternity leave according to the provisions of the applicable agreement or Board handbook and the provisions of the Family Medical Leave Act.
Unpaid Personal Leave
Employees may be granted unpaid personal leave, at the discretion of the President, to attend to personal or family business.
Professional Educational Leave
At the discretion of the President, employees may be granted unpaid professional or educational leave to pursue a course of study or to engage in other activities relating to professional development. Details may be found in the applicable agreement or Board handbook.
Other kinds of leave may be specified in collective bargaining agreements and Board handbooks.
Last Modified: October 29, 2004
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