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“Working at Smith, every day is a growth opportunity. There is a beautiful fabric of collaboration on campus, and I feel every day as though my work is made better by the creativity and conscience of students, faculty, and staff. Together, we work to make the world a little bit more just, more resilient, more invested in a healthy and hopeful future.” 
—Becca Malloy, Assistant Director of Sustainability

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Holiday Schedules

Smith observes a number of holidays throughout the year. Whenever possible, department heads are encouraged to grant time off for the observance of religious and other holidays that are not official college holidays. This time off may be taken as personal time, vacation or short-term absence without pay. See the Employee Handbook for terms and eligibility.

Administrative & Administrative Support Staff with 12-Month Appointments

Independence Day (2 days)
Thursday, July 4, 2024
Friday, July 5, 2024

Labor Day (1 day)
Monday, September 2, 2024

Fall Break (1 day)
Monday, October 14, 2024

Thanksgiving (3 days)
Wednesday, November 27, 2024
Thursday, November 28, 2024
Friday, November 29, 224

Winter Break ( 10 days)
Monday, December 23, 2024
Tuesday, December 24, 2024
Wednesday, December 25, 2024
Thursday, December 26, 2024
Friday, December 27, 2024
Monday, December 30, 2024
Tuesday, December 31, 2024
Wednesday, January 1, 2025
Thursday, January 2, 2025
Friday, January 3, 2025

Martin Luther King, Jr. Day (1 day)
Monday, January 20, 2025

Memorial Day (1 day)
Monday, May 26, 2025

Juneteenth (1 day)
Thursday, June 19, 2025

Holidays are considered paid holidays only if they fall within your regular work schedule.

Summer office hours begin Tuesday, May 27, 2025 (due to holiday)
Regular office hours resume Monday, August 18, 2025

Administrative & Administrative Support Staff with LESS Than 12-Month Appointments (academic year)

Labor Day (1 day)
Monday, September 2, 2024

Thanksgiving (3 days)
Wednesday, November 27, 2024
Thursday, November 28, 2024
Friday, November 29, 2024

Winter Break (10 days)
Monday, December 23, 2024
Tuesday, December 24, 2024
Wednesday, December 25, 2024
Thursday, December 26, 2024
Friday, December 27, 2024
Monday, December 30, 2024
Tuesday, December 31, 2024
Wednesday, January 1, 2025
Thursday, January 2, 2025
Friday, January 3, 2025

Martin Luther King, Jr. Day (1 day)
Monday, January 20, 2025

Memorial Day (1 day, if scheduled to work)
Monday, May 26, 2025

Recess Periods (7 days)

Fall Break (2 days)
Monday, October 14, 2024
Tuesday, October 15, 2024

Spring Break (5 days)
Monday, March 17, 2025
Tuesday, March 18, 2025
Wednesday, March 19, 2025
Thursday, March 20, 2025
Friday, March 21, 2025

Work Schedules for Academic Year Staff

39-Week Schedule: Monday, August 2024–Friday, May 23, 2025
Other 9-, 10-, or 11-Month Schedules: Work schedule dates vary

Holidays are considered paid holidays only if they fall within your regular work schedule.

Administrative & Administrative Support Staff with 12-Month Appointments

Independence Day (2 days)
Thursday, July 3, 2025
Friday, July 4, 2025

Labor Day (1 day)
Monday, September 1, 2025

Fall Break (1 day)
Monday, October 13, 2025

Thanksgiving (3 days)
Wednesday, November 26, 2025
Thursday, November 27, 2025
Friday, November 28, 2025

Winter Break (10 days)
Monday, December 22, 2025
Tuesday, December 23, 2025
Wednesday, December 24, 2025
Thursday, December 25, 2025
Friday, December 26, 2025
Monday, December 29, 2025
Tuesday, December 30, 2025
Wednesday, December 31, 2025
Thursday, January 1, 2026
Friday, January 2, 2026

Martin Luther King, Jr. Day (1 day)
Monday, January 19, 2026

Memorial Day (1 day)
Monday, May 25, 2026

Juneteenth (1 day)
Friday, June 19, 2026

Holiday Pay Guidelines

  • Non-union hourly employees who work on an observed College holiday will receive time-and-a-half pay in addition to straight-time holiday pay.
  • Non-union hourly employees may opt to take another paid day off during the same week. Hours worked on the holiday will count as overtime.
  • Exempt (salaried) employees required to work on a College holiday will receive compensatory time off.

Holidays are considered paid holidays only if they fall within your regular work schedule.

Religious and Spiritual Holidays

Throughout the year, members of our community observe a variety of religious and spiritual holidays. In keeping with the College’s commitment to inclusivity and respect, we share this information to support those celebrating these holidays.

How You Can Help
  1. Familiarize yourself with holidays using the CRSL Calendar.
  2. Minimize scheduling conflicts and provide appropriate foods during celebrations.
  3. Staff may request time off through their managers, using personal time as needed.

For additional information, please visit the Religious Life page.

Summer Office Hours

  • Start Date: Tuesday, May 26, 2026 (following the holiday).
  • Regular Office Hours Resume: Monday, August 17, 2026.

If you have questions regarding holiday schedules, pay, or religious accommodations, please contact Human Resources or your Department Head.

Download a PDF of the Full-Year Appointment 2025-26 Holiday Calendar

Administrative & Administrative Support Staff with LESS Than 12-Month Appointments (academic year)

Labor Day (1 day)
Monday, September 1, 2025

Thanksgiving (3 days)
Wednesday, November 26, 2025
Thursday, November 27, 2025
Friday, November 28, 2025

Winter Break (10 days)
Monday, December 22, 2025
Tuesday, December 23, 2025
Wednesday, December 24, 2025
Thursday, December 25, 2025
Friday, December 26, 2025
Monday, December 29, 2025
Tuesday, December 30, 2025
Wednesday, December 31, 2025
Thursday, January 1, 2026
Friday, January 2, 2026

Martin Luther King, Jr. Day (1 day)
Monday, January 19, 2026

Memorial Day (1 day, if scheduled to work)
Monday, May 25, 2026

Holiday Pay Guidelines

  • Non-union hourly employees who work on an observed College holiday will receive time-and-a-half pay in addition to straight-time holiday pay.
  • Non-union hourly employees may opt to take another paid day off during the same week. Hours worked on the holiday will count as overtime.
  • Exempt (salaried) employees required to work on a College holiday will receive compensatory time off.

Holidays are considered paid holidays only if they fall within your regular work schedule.

Religious and Spiritual Holidays

Throughout the year, members of our community observe a variety of religious and spiritual holidays. In keeping with the College’s commitment to inclusivity and respect, we share this information to support those celebrating these holidays.

How You Can Help
  1. Familiarize yourself with holidays using the CRSL Calendar.
  2. Minimize scheduling conflicts and provide appropriate foods during celebrations.
  3. Staff may request time off through their managers, using personal time as needed.

For additional information, please visit the Religious Life page.

Recess Periods (7 days)

Fall Break (2 days)
Monday, October 13, 2025
Tuesday, October 14, 2025

Spring Break (5 days)
Monday, March 16, 2026
Tuesday, March 17, 2026
Wednesday, March 18, 2026
Thursday, March 19, 2026
Friday, March 20, 2026

Work Schedules for Academic Year Staff

39-Week Schedule: Monday, August 18, 2025–Friday, May 22, 2026
Other 9-, 10-, or 11-Month Schedules: Work schedule dates vary

If you have questions regarding holiday schedules, pay, or religious accommodations, please contact Human Resources or your Department Head.

Download a PDF of the Academic-Year Appointment 2025-26 Holiday Calendar

Americans with Disabilities Act

Reasonable Accommodations Process

Smith College recognizes and supports the standards set forth in the Americans with Disabilities Act (“ADA”). Smith College does not discriminate against qualified individuals with disabilities in any aspect of the employment relationship, and strives to provide reasonable accommodations as required by law to otherwise qualified employees or applicants with disabilities.

A reasonable accommodation will be provided to the extent that it does not pose an undue hardship and may be requested for the following purposes:

  • To complete the employment application process,
  • To perform essential job functions,
  • To have equivalent benefits and privileges as non-disabled employees,
  • To obtain evacuation assistance in an emergency.

Procedures for Requesting an Accommodation

Every request for job-related disability accommodations undergoes individualized review to respect the distinct nature of each situation. The accommodation procedure aims to foster a collaborative and supportive conversation between the employee and the College, often referred to as the “interactive process.” The objective is to pinpoint and put in place reasonable accommodations that diminish barriers to access, empowering employees to effectively perform the essential functions of their roles.

Any employee or applicant may at any time inform Human Resources of a request for a disability accommodation. To initiate this process:

  1. Make a verbal and/or written request to a supervisor or Human Resources. In order to facilitate this process, you should submit the completed “Reasonable Accommodation Request Form” to Human Resources.

    A “Reasonable Accommodation Request Form” can be obtained on the Human Resources website.
  2. If more information is needed, the Office of Human Resources will begin the interactive process by reaching out with the “Medical Information Request for Reasonable Accommodations Form,” the “Medical Information Release Form,” and a copy of your job description.
  3. You will then need to complete the “Medical Information Request for Reasonable Accommodations Form,” and the “Medical Information Release Form.”
  4. Have your healthcare provider review your job description and fill out the “Medical Information Request for Reasonable Accommodations Form” and return them to Human Resources.

    Contents of this request are confidential and will only be shared as needed with the appropriate personnel to consider the implementation of a reasonable accommodation. All medical documentation will be kept confidential.

After Completing Forms

Return Completed Forms to

Amy Smith, Human Resources Specialist, Integrated Leaves & Benefits
Smith College, Office of Human Resources
Fax: 413-585-2284
Email: asmith13@smith.edu
Phone: 413-585-2289

Once the Forms Have Been Returned

Once the accommodation request and subsequent documentation is received, Human Resources will review the request.

The Office of Human Resources will engage in an interactive process between the employee, the employee’s supervisor, and Human Resources to consider possible accommodation options.

Employees seeking accommodations are expected to engage in the interactive process with the College, to respond timely to requests for information or documentation, to attend meetings requested by the College that may be necessary to discuss the request, and to provide updated medical records or forms specific to the disability for which an accommodation is sought.

Determination

The College will notify the employee of its decision regarding disability accommodation. If approved, HR will collaborate with the employee's supervisor to facilitate the accommodation. The accommodation doesn’t waive performance expectations or applicable standards.

If the employee disagrees with the decision on their requested accommodation, they can appeal to the Associate Vice President of Human Resources, the Vice President for Equity and Inclusion, or the Director of Equal Opportunity and Compliance

Worksite Lactation Policy

Smith College is committed to creating a safe and a supportive environment to enable Smith community members time and space to express milk during business hours as needed. 

For up to one year after the child’s birth, employees will be provided with reasonable break time as required to express breast milk during the workday. Employees who are returning from parental leave should speak with their manager or Human Resources Partner regarding these needs. 

Smith College will provide a private area for community members to express milk. Community members must request/reserve a room by contacting hr@smith.edu. Rooms can be reserved in advance. Due to the limited number of designated lactation rooms on campus, please plan to reserve in advance to accommodate your specific needs.

Breaks to express milk will be paid for up to one year after the child’s birth. Time required for pumping should be covered by pumping breaks. Employees may not be required to use scheduled breaks or lunches to accommodate pumping needs.

Contact

For more information or if you have question about this policy, please contact Human Resources at hr@smith.edu

Distribution of Policy

The Worksite Lactation Policy shall be disseminated to new employees during orientation. Information about breastfeeding support after returning to work shall also be provided to employees when they return from their parental leave via the Human Resources website.

Smith College has two designated lactation rooms on campus so that community members may express milk during business hours. The designated lactation rooms are located in the following locations: Lilly Hall room B06, and Neilson Library room 302. The lactation rooms provide an electrical outlet, comfortable chair, and nearby access to hot running water and soap. The doors lock from the inside for privacy so you will not need a key for entry. Please leave the door open when you leave so that it is clear the room is available. Users are responsible for keeping the lactation rooms clean for the next user. If preferred, community members may also express their milk in their own private offices or other private spaces, or in other comfortable locations agreed upon in consultation with the employee’s manager.

Booking a Room

If you are planning on using one of the lactation rooms on campus please contact hr@smith.edu and the calendar for that location will be shared with you. In order to avoid multiple people attempting to use the room at the same time we ask that you book the space on the calendar and display the calendar time as busy. 

Employees shall be granted flexible and reasonable breaks to accommodate milk expression. Employees who wish to express milk during their workday should keep their manager informed of their needs so that appropriate accommodations can be made to satisfy the needs of both the employee and the department. Employees who feel their accommodations are not being supported are encouraged to contact their Human Resources Partner.