WORKING FOR BB&N Sick Time In accordance with the Massachusetts law, BB&N grants employees 5 paid sick days per year, prorated to the date of hire. Sick time commences on an annual basis beginning September 1. Employees may use sick time to care for or attend medical appointments for their own illness, injury or medical condition, or for theirs child, spouse, parent or spouse’s parent. Employees may take sick time to address the physical, psychological or legal e昀昀ects of domestic violence. Accumulated sick time runs concurrently with FMLA and PFML. An extended illness may qualify for the bene昀椀ts provided under Short Term Disability. BB&N may require medical documentation verifying sick time if an employee has been absent for 3 or more a single 12-month period. To be eligible for military caregiver leave, consecutive days. Employees will not be paid for unused sick time an employee must be a spouse, parent, son, daughter, or next of kin at the end of a school year or upon separation from employment. of the injured or ill service member. FMLA FMLA leave may be taken intermittently or on a reduced schedule. Employees must give notice of FMLA leave as soon as practicable Pursuant to the federal Family and Medical Leave Act, after 12 months (ordinarily within 1 to 2 business days of learning of the need for of employment and having actually worked at least 1,250 hours in any leave). Employees requesting FMLA leave will be required to provide 12-month period, eligible BB&N employees may take up to 12 weeks medical and other documentation. During an FMLA leave, BB&N of unpaid, job-protected leave in a 12-month period rolling forward will maintain the employee’s bene昀椀ts, as though the employee for one or more of the following family and medical reasons: continued to be actively employed, with the employee continuing 1. The birth of the employee’s child and in order to care for to pay their portion of bene昀椀t premiums. Paid time o昀昀 and leaves of the child. absence available under other BB&N policies, or pursuant to other federal or state laws (such as the Massachusetts Parental Leave Act), 2. The placement of a child with the employee for run concurrently with FMLA leave. adoption or foster care. Prior to returning to work from an FMLA leave for an employee’s serious health condition, other than pregnancy and birth, a 昀椀tness 3. To care for a spouse, child, or parent who has a serious for duty certi昀椀cation from their health care provider is required. health condition, as de昀椀ned by the FMLA. Upon returning from FMLA leave, employees will be restored to their original job, or to an equivalent job with equivalent pay, 4. A serious health condition that renders the employee bene昀椀ts and other employment terms and conditions unless the job incapable of performing the functions of their job. ceases to exist or for other considerations permitted under the law. The FMLA imposes special requirements on faculty who request to 5. “Qualifying Exigency”: Any qualifying exigency arising out of the return to work during the 3-week period prior to the end of the term fact that the employee’s spouse, son, daughter or parent is on or begin leave within 5 weeks of the end of the term. active duty or has been noti昀椀ed of an impending call to active Should an employee request and be granted additional unpaid leave duty status in support of a contingency operation. following the completion of FMLA time, they are able to continue In addition, the FMLA includes a special leave entitlement (military medical and dental bene昀椀ts under COBRA for the duration of their caregiver leave) that permits eligible employees to take up to 26 leave and are required to pay the employee portion of the premium weeks of leave to care for a de昀椀ned covered service member during for up to an additional 3 months. After 3 months, the employee will be required to pay 100% of the medical premium. - 13 -