Overview of Leaves

Overview of Leaves

Learn about available leave types below.

Paid Sick Leave for Support Staff

Regular full-time MIT employees on the Support Staff payroll accrue 12 sick days per anniversary year. In general, accrued sick leave may be used only in cases of accident or illness of the employee, and medical or dental examination and care. For more details on paid sick leave for MIT Support Staff, please refer to the MIT Personnel Policy Manual.

Example of How FMLA is Coordinated with Paid Sick Leave for MIT Support Staff
Jane Smith, who has been employed in a Support Staff position at the Institute for two years, requested a 2-week leave of absence for surgery. The medical certification form, completed and signed by her treating physician, states she needs medical leave due to a serious health condition. Jane has 3 weeks accrued sick time.

Based on the information above, Jane meets the eligibility requirements for leave provided under FMLA and the Institute's paid sick leave policy. Below is an illustration of how Jane will be compensated during her leave and how her FMLA usage will be tracked.

(Jane Smith)
Support Staff Sick Leave Example
  Beginning Balance Usage Ending Balance Pay During Period of Absence
Sick Time 3 weeks 2 weeks 1 week Full Pay
FMLA Usage 12 weeks 2 weeks 10 weeks Unpaid. Paid Sick Leave is substituted for unpaid FMLA leave.

Extended Sick Leave Policies for Support Staff

Employees on the Support Staff payroll are eligible for extended sick leave benefits after their sick time balance has been exhausted. As with sick leave, extended sick leave may be used only in cases where the employee is unable to work due to an accident or serious illness.

The Extended Sick Leave Plan (ESL) provides income protection for up to a total of 26 weeks (in any 12 month period), paid at 75% of the employee's base salary for up to the 26 week total. To receive benefits, the employee must be under the care of a legally qualified physician and absent on the physician’s advice (medical certification must be signed by a physician. For more details on extended sick leave for MIT Support Staff, please refer the MIT Personnel Policy Manual.

Example of How FMLA is Coordinated with Extended Sick Leave for MIT Support Staff
Maggie Smith, who has been employed in a Support Staff position at the Institute for three years, requested a 12-week leave of absence for serious illness. The medical certification form, completed and signed by her treating physician, states she needs medical leave due to a serious health condition. Maggie has 2 weeks of sick time accrued.

Based on the information above, Maggie meets the eligibility requirements for leave provided under FMLA and the Institute's paid extended sick leave policy. Below is an illustration of how Maggie will be compensated during her leave and how her FMLA usage will be tracked.

(Maggie Smith)
Support Staff Extended Sick Leave Example
  Beginning Balance Usage Ending Balance Pay During Period of Absence
Sick Time 2 weeks 2 weeks 0 weeks 100% of regular pay
ESL @ 75%    10 weeks N/A 75% of regular pay
FMLA Usage 12 weeks 12 weeks 0 weeks Unpaid. Paid Sick Leave is substituted for unpaid FMLA leave.

Paid Sick Leave for Administrative and Sponsored Research Staff

There is no formal method of sick leave accrual or accounting for members of the Administrative and Sponsored Research staffs. A reasonable number of justifiable absences are paid in full. Extreme cases of extended illness or accident will be treated on an individual basis, with due regard to length of service at the Institute and other relevant factors, and may be paid for the duration of the absence up to but not normally exceeding a period of six months.

Illustration of How FMLA is Coordinated with Sick Leave for Administrative and Sponsored-Research Staff
John Smith, who has been employed in an administrative staff position at the Institute less than one year, requested a (2) two-week leave of absence for serious illness. The medical certification form, completed and signed by his treating physician, states he needs medical leave due to a serious health condition.

Based on the information above, John Smith meets the eligibility requirements under MIT sick leave. Since he does not have 12 months of service, however, he is not eligible for leave provided under FMLA. Below is an illustration of how John will be compensated during his leave.

(John Smith)
Administrative Staff Sick Leave Example
   Beginning Balance Usage Ending Balance Pay During Period of Absence
Sick Time N/A 2 weeks N/A Full Pay
FMLA Usage Not Eligible (has not completed 1 year of service)

 

Leave Associated with Pregnancy and Childbirth

Female employees requesting a leave due to pregnancy or childbirth may be eligible for paid leave under MIT's sick leave policies.

Note: MIT will grant 8 weeks of paid maternity leave under its sick and extended sick leave program for childbirth and recovery. For other pregnancy-related absences, such as for miscarriage or temporary disability associated with pregnancy, or for absences beyond the 8 weeks following childbirth, paid time off is available under MIT's sick leave policies only if the employee provides medical documentation from a physician showing that she has a health condition/illness and is unable to work.

Employees may also be eligible for 5 days of Paid Parental Leave (Personnel Policy Manual Sec. 4.6.1). This Paid Leave must be taken within 4 months of the birth of the child.

Employees may also be eligible for additional unpaid time off under the Family and Medical Leave Act (FMLA) and the Massachusetts Parental Leave Act (MPLA). Please note: FMLA and MPLA leaves run concurrently with paid sick leave. MPLA provides 8 weeks of unpaid leave per birth (16 weeks for twins). Please refer to the Personnel Policy Manual for more information on MPLA. If both parents work at MIT, only eight weeks total leave is provided for both parents.

Examples of How FMLA is Coordinated with Sick Leave, Extended Sick Leave, and MPLA Leave, and MIT’s paid Parental Leave

MONTHLY PAID

If you are the birth mother are paid monthly, and have worked at MIT for more than 1 year, you are eligible for:

  • 8 weeks of paid leave under MIT’s paid sick leave policy – paid at your regular rate of pay
  • 5 days of paid leave under MIT’s Parental Leave Policy – must be taken within 4 months of the baby’s birth. This leave runs concurrently with Family and Medical Leave Act (FMLA) leave.
  • 12 weeks of unpaid job protected leave under the Family and Medical Leave Act (FMLA) – runs concurrently with all other leaves, including paid leave. The FMLA leave beyond the first 8 weeks is unpaid unless you use the 5 days of Paid Parental Leave and/or request to use your vacation time.
  • 8 weeks of unpaid job protected leave under the Massachusetts Parental Leave Law (MPLA) – runs concurrently with all other leaves, including paid leave

Documentation required:

Forms must be submitted to the Disabilities Services and Medical Leaves Office (E19-215) at least 2 weeks before your due date.


If you are the birth mother, monthly paid, and you have been at MIT for at least 3 months but less than 1 year, you are eligible for:

  • 8 weeks of paid leave under MIT’s paid sick leave policy – paid at your regular rate of pay
  • 8 weeks of unpaid job protected leave under the Massachusetts Parental Leave Law (MPLA) - – runs concurrently with all other leaves, including paid leave

Documentation required:

Forms must be submitted to the Disabilities Services and Medical Leaves Office (E19-215) at least 2 weeks before your due date.


WEEKLY PAID STAFF

If you are the birth mother, are weekly paid, non-union, and you have worked at MIT for more than 1 year, you are eligible for:

  • 8 weeks of paid leave under MIT’s paid sick leave policy – paid first from your accrued sick and personal time, then you will go onto Extended Sick Leave (ESL) paid at 75% of your normal rate of pay for the remainder of the 8 weeks.
  • 5 days of paid leave under MIT’s Parental Leave Policy – must be taken within 4 months of the baby’s birth. This leave runs concurrently with Family and Medical Leave Act (FMLA) leave.
    • Note that this Parental Leave cannot be used to supplement the 75% payments under ESL.
  • 12 weeks of unpaid job protected leave under the Family and Medical Leave Act (FMLA) – runs concurrently with all other leaves, including paid leave. The FMLA leave beyond the first 8 weeks is unpaid unless you use the 5 days of Parental Leave and/or request to use your vacation time.
  • 8 weeks of unpaid job protected leave under the Massachusetts Parental Leave Law (MPLA) – runs concurrently with all other leaves, including paid leave

Documentation required:

Forms must be submitted to the Disabilities Services and Medical Leaves Office (E19-215) at least 2 weeks before your due date.


If you are the birth mother, are a weekly paid member of a union, and you have worked at MIT for more than 1 year, you are eligible for:

  • 8 weeks of paid leave under MIT’s paid sick leave policy –paid first from your accrued sick and personal time. When that is exhausted, you will satisfy the 5 day waiting period. This is unpaid, but you may request to use vacation time. Then you will go onto Extended Sick Leave (ESL) paid at 75% of your normal rate of pay for the remainder of the 8 weeks.
  • 12 weeks of unpaid job protected leave under the Family and Medical Leave Act (FMLA) – runs concurrently with all other leaves, including paid leave. The FMLA leave beyond the first 8 weeks is unpaid unless you request to use your vacation time.
  • 8 weeks of unpaid job protected leave under the Massachusetts Parental Leave Law (MPLA) - – runs concurrently with all other leaves, including paid leave

Documentation required:

Forms must be submitted to the Disabilities Services and Medical Leaves Office (E19-215) at least 2 weeks before your due date.


If you are the birth mother and weekly paid, and you have been at MIT for at least 3 months but less than 1 year, you are eligible for:

  • 8 weeks of unpaid job protected leave under the Massachusetts Parental Leave Law (MPLA)

If you have any accrued unused sick leave, you can use it during this leave period

Documentation required:

Forms must be submitted to the Disabilities Services and Medical Leaves Office (E19-215) at least 2 weeks before your due date.

Workers' Compensation

MIT provides insurance to protect employees against financial loss due to job-related illnesses or injury. There is a five-day waiting period for benefits; however, if an employee is out more than 20 days, the benefits are paid back to the first full day of disability.

Benefits are payable up to 60% of the employee's average weekly wage, not to exceed the average weekly wage in the Commonwealth, which is established each October 1st.

Workers' Compensation leave will run concurrently with FMLA leave.

Learn more about Workers' Compensation leave.

Leave Provided Under the American with Disabilities Act as an Accommodation (ADA)

Employees returning to work from medical leave may be eligible for certain types of leave under the American With Disabilities Act as an accommodation. Please refer to the policy manual for guidelines on requesting accommodations under ADA.

Employees may also contact the ADA Officer at 617-258-0617.

Qualifying Exigency Leave

Eligible employees may take FMLA leave while the employee's spouse, son, daughter or parent (the "covered military member") is on active duty or call to active duty status for the one or more of the following qualifying exigencies:

  • Short–notice deployment
  • Military events and related activities
  • Childcare and school activities
  • Financial and legal arrangements
  • Counseling
  • Rest and recuperation
  • Post-deployment activities
  • Additional activities not encompassed in other categories, but agreed to by the employer and employee.

Amount of leave – Eligible employees may take up to 12 weeks of unpaid leave during a 12-month period. This is NOT an additional 12 weeks of leave, but merely a new basis for an eligible employee to take their existing 12 weeks of FMLA leave.

Certification for Serious Injury or Illness of Covered Servicemember (Adobe PDF)

Employment and benefit protection

Upon return from leave, the employee will be reinstated to the same or equivalent job with the same pay, benefits, and terms and conditions of employment.

Employees on an unpaid leave status must contact the Benefits Office to make arrangements to pay insurance premiums (617-253-6151). See a summary of benefits while on unpaid leave.

Covered Servicemember Leave

Eligible employees are entitled to FMLA to care for a current member of the Armed Forces, including a member of the National Guard or Reserves, or a member of the Armed Forces, the National Guard or Reserves who is on the temporary disability retired list, who has a serious injury or illness incurred in the line of duty on active duty for which he or she undergoing medical treatment, recuperation, or therapy; or otherwise in outpatient status; or otherwise on the temporary disability retired list.

Amount of Leave - Eligible employees are entitled to take up to 26 workweeks of unpaid leave in a "single 12-month" to care for covered servicemember with a serious illness or injury incurred in the line of duty on active duty.

An eligible employee is entitled to a combined total of 26 workweeks of unpaid leave for any FMLA-qualifying reason during a "single 12-month period"

Spouses who are both employed by the Institute are allowed a combined total of 26 workweeks of leave during a single 12-month period for the care of a servicemember.

If an eligible employee does not take all of his or her 26 workweeks of leave entitlement to care for a covered servicemember during this "single 12-month period" the remaining part of his or her 26 workweeks of leave entitlement to care for a covered servicemember is forfeited.

Certification of Qualifying Exigency for Military Family Leave Form (Adobe PDF)

Employment and benefit protection

Upon return from leave, the employee will be reinstated to the same or equivalent job with the same pay, benefits, and terms and conditions of employment.

Employees on an unpaid leave status must contact the Benefits Office to make arrangements to pay insurance premiums (617-253-6151). See a summary of benefits while on unpaid leave.