directly related to the abusive behavior. These purposes may include seeking legal or medical services, counseling, or victim's services; securing housing; obtaining a protective order; appearing in court or before a grand jury; or addressing other issues directly related to the abusive behavior against the victim or family member of the victim. You may take domestic violence leave if you are a victim of abusive behavior, or due to the abuse of a covered family member, including your spouse/partner, parent, child, sibling, grandparent or grandchild, or persons in a guardian relationship. Perpetrators or accused perpetrators of abuse are not entitled to domestic violence leave. You must provide advance notice of your need for leave whenever possible; however, this requirement does not apply if you or a covered family member faces imminent danger to you or your family member's health or safety. Should you be unable to provide advance notice based on a risk of imminent danger, you must notify your manager or Human Resources within three business days that the time off was related to domestic violence. Should you be unable to notify the Company, a family member, counselor, clergy, or assisting professional may do so on your behalf. The Company may require documentation supporting your claim for domestic violence leave. Such documentation can consist of a protective order or other court document, police report, police witness statement, documents reflecting the perpetrator's conviction or admission of guilt, documentation of medical treatment, and/or a victim advocate, counselor, social worker, health care worker, member of the clergy, or other assisting professional's sworn statement. In lieu of these documents, you may also submit your own sworn signed statement. Any documentation supporting the need for domestic violence leave must be submitted within 30 days of your last date of absence. You are entitled to return to the same or a substantially equivalent position once your leave has ended. You will not be terminated, retaliated against, or receive a reduction in benefits based on your use of domestic violence leave. All information related to the leave will be kept in the strictest confidence. Jury Duty Leave CREA, LLC encourages employees to fulfill their civic duties related to jury duty. If you are summoned for jury duty, notify your manager as soon as possible to make scheduling arrangements. If you are summoned for jury duty, you will receive your normal rate of pay for a maximum of five days. You may opt to use PTO in place of unpaid leave if your jury duty service extends beyond five days. The Company reserves the right to require employees to provide proof of jury duty service to the extent authorized by law. The Company will not retaliate against employees who request or take leave in accordance with this policy. Paid Sick Leave (Accrual Method) CREA, LLC provides paid sick leave to eligible employees in accordance with the Massachusetts Earned Sick Time Law.
Eligibility
All employees whose primary place of employment is in Massachusetts are eligible for sick leave.
Reasons for Leave
Sick leave may be taken for the following reasons:
To care for your own or a family member’s physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care. To attend your own or a family member’s medical appointments. To address the physical, legal, or psychological effects of domestic violence inflicted on you or your child. To address your own or your spouse’s physical and mental health needs after experiencing a pregnancy loss or a failed assisted reproduction, adoption, or surrogacy.
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