Employee Leave for Victims of Abuse. The employer must provide up to 15 working days of paid leave, without loss of leave to which the employee is otherwise entitled and without loss of credit for time or service, to allow the employee to seek or obtain aid for themselves or a family member as a victim of domestic violence, sexual assault, stalking or kidnapping, including but not limited to: medical attention, counseling, victim services or legal assistance; secure housing; obtain a protective order from a court; appear in court or before a grand jury; meet with a district attorney or other law enforcement official; or attend child custody proceedings or address other issues directly related to the abusive behavior against the employee or family member of the employee. All leaves granted under this Section shall be done in accordance with Chapter 149, Section 52E of the Massachusetts General Laws. Human Resources may require documentation as per Section IV.B. of “An Advisory from the Attorney General’s Fair Labor Division Concerning M.G.L C.149, s52E Employment Leave for Victims and Family Members of Abuse.”
Employee Leave for Victims of Abuse. “The employer must provide up to fifteen (15) working days of paid leave, without loss of leave to which the employee is otherwise entitled and without loss of credit for time or service, to allow the employee to seek or obtain aid for themselves or a family member as a victim of domestic violence, sexual assault, stalking or kidnapping, including but not limited to: medical attention, counseling, victim services or legal assistance; secure housing; obtain a protective order from a court; appear in court or before a grand jury; meet with a district attorney or other law enforcement official; or attend child custody proceedings or address other issues directly related to the abusive behavior against the employee or family member of the employee. All leaves granted under this Section shall be done in accordance with Chapter 149, Section 52E of the Massachusetts General Laws. Human Resources may require documentation as provided in applicable regulation and guidance supplied by officials of the Commonwealth regarding implementation of this statute. New Section 17: Effective ninety (90) days after the contract is ratified when the campus closes due to inclement weather or other unanticipated or emergency reasons employees who do not report when the campus reopens shall be required to use accrued time for the hours between when the campus reopens and the end of their regular work shift. Essential employees who do not report shall report accrued time for their full work day. Employees taking previously scheduled accrued time off shall be charged for their full regular work shift.
Employee Leave for Victims of Abuse. The employer must provide up to fifteen (15) working days of paid leave without loss of leave to which the employee is otherwise entitled and without loss of credit for time or service, to allow the employee to seek or obtain aid for themselves or a family member as a victim of domestic violence, sexual assault, stalking or kidnapping, including but not limited to: medical attention, counseling, victim services or legal assistance; secure housing: obtain a protective order from a court; appear in court or before a grand jury; meet with a district attorney or other law enforcement official; or attend child custody proceedings or address other issues directly related to the abusive behavior against the employee or family member of the employee. All leaves granted under this Section shall be done in accordance with Chapter 149, Section 52E of the Massachusetts General Laws. Human Resources may require documentation as provided in applicable regulation and guidance supplied by officials of the Commonwealth regarding implementation of this statute.
