Staff HR Policy D-729.00
Institutional Effectiveness Criterion: Culture

Adoption Benefits Policy

To provide assistance to all employees who are building families, NMC has developed a policy to provide eligible employees with adoption benefits. These benefits include financial assistance and adoption leave.

Eligibility

Eligible employees of NMC are eligible for adoption benefits based on their appointment percent after successfully completing at least on year of employment. If both adopting parents are NMC employees, only one employee can utilize the benefit. Adopted children to be considered for this benefit must be under 18 and may be biologically related to either parent.

Financial Reimbursement

Eligible adoption-related expenses may be reimbursed to a maximum of $4,000 per child. Most expenses directly related to the adoption are reimbursable. These include: agency and placement fees, legal fees and court costs, medical expenses of the birth mother, medical expenses of the child prior to adoption, temporary foster care costs, immigration, immunization and translation fees, transportation and lodging expenses. The College retains complete discretion on a case-by-case basis concerning which expenses will be reimbursed.

Expenses not eligible might be voluntary donations or contributions and other costs the employee is not legally required to pay. Adoption benefit reimbursements are considered taxable income.

Procedure for Reimbursement

Upon legal custody or finalization of adoption, whichever occurs first, he or she should complete the Adoption Assistance Claim Form, which can be obtained from the Human Resources department. Itemized receipts for expenses incurred must be attached for documentation.

Adoption Leave of Absence

Leave may be available to employees who adopt. The adoption leave period will run concurrently with Family Medical Leave (FMLA) whenever an employee is eligible for FMLA. Refer to Policy D-722.00 and Procedure D-722.01 for FMLA eligibility. NMC recognizes that the adoption process may require time off from work for mandated home studies or travel to a foreign country. Employees should request FMLA leave 30 days in advance or as soon as practical, in accordance with Procedure D-722.01.

Accrued sick leave may be available in accordance with the Family Care Leave Policy. Refer to Policy D-723.00 for details. 

Child care leave for a period up to 12 months may be granted to any regular full-time or part-time faculty or staff member on annual appointment  for the purpose of providing care after the adoption of a child. Refer to Policy D-726.00 and Procedure D-726.01 for details and procedures.

Coordination with other Benefits

At the time of legal custody, an adopted child may be added to the employee's medical, dental, vision, flexible spending accounts, and optional life insurance policy, subject to the requirements of the carriers. Any additions to your benefits plan must occur within 31 days of court order. Contact Human Resources to request the changes and provide a copy of the adoption agreement in order to enroll.

If any provision(s) of this policy or set of bylaws conflicts with laws applicable to Northwestern Michigan College, including the Community College Act of 1966, the Freedom of Information Act, or the Open Meetings Act, as each may be amended from time to time, such laws shall control and supersede such provision(s).