WORKING FOR BB&N leave, continuous only, for child bonding immediately after the birth, adoption or foster placement of a child. The eligibility requirements for BB&N Supplemental Paid Child Bonding Leave di昀昀er from those under PFML. Speci昀椀cally, to be eligible to receive 100% pay for up to 8 weeks, the employee must: (1) have completed at least 12 months of employment and 1,250 hours of work; (2) be actively employed and bene昀椀ts eligible; (3) not have received 8 or more weeks paid leave under any other BB&N supplemental paid leave within the past 12 months. BB&N Supplemental Paid Child Bonding Leave is available one time in a 12-month period. This supplemental paid bene昀椀t is not available for periods that an employee is not normally working. This supplemental paid bene昀椀t is not available intermittently. BB&N Supplemental Paid Family Medical Care Leave BB&N will supplement pay under PFML for family medical care to The conditions for a faculty leave of absence are: 100% of an employee’s gross pay, providing up to 6 weeks of 100% • The leave is limited to one academic year. paid leave, continuous or intermittent, for the care of a family member as de昀椀ned by the FMLA. The eligibility requirements for BB&N Paid • Every e昀昀ort will be made to reinstate the faculty member to the Family Medical Care Leave di昀昀er from those under PFML. Speci昀椀cally, same position, however, there may be extenuating circumstances to be eligible to receive 100% pay for up to 6 weeks, the employee that do not allow for reinstatement to the same position. must: (1) have completed at least 12 months of employment and • Since the school needs to plan for necessary personnel changes, 1,250 hours of work; (2) be actively employed and bene昀椀ts eligible; (3) faculty on leave must con昀椀rm by the end of January their intent to not have received 8 or more weeks paid leave under any other BB&N return for the following academic year. supplemental paid leave within the past 12 months; and (4) be caring • During the leave, subject to terms and conditions of applicable for their spouse, son, daughter or parent who has a serious health plans, BB&N will continue all bene昀椀ts via COBRA, as they existed condition as de昀椀ned under the FMLA. This supplemental paid bene昀椀t is and at the same employee contribution rates during the prior not available for periods that an employee is not normally working. academic year. Since faculty will not receive a BB&N paycheck The maximum amount of paid BB&N supplemental bene昀椀ts is 12 while they are on leave, they must make arrangements in advance weeks per bene昀椀t year. with the Payroll and Bene昀椀ts Administrator to pay for any applicable required employee contributions. Unpaid Personal Leave of Absence for Faculty • All BB&N technology (i.e. laptops) and property should be Whenever possible, the school will grant unpaid personal leaves of returned to the appropriate department prior to the start of the absence, unrelated to any medical reason or leave covered by any leave. other BB&N policy, for faculty who have been at the School for at Unpaid Personal Leave of Absence for Sta昀昀 least 10 years. For the purposes of calculating eligibility for this leave, years worked at 80% time or more will be considered equal to one Unpaid personal leaves for sta昀昀 may be granted, at the School’s year of service. Years in which a faculty member worked less than 80% discretion, taking into consideration the reason for the request, length will be calculated using the actual percentage worked. The school’s of employment, prior work performance, and the e昀昀ects the leave may current needs and ability to 昀椀nd a suitable and quali昀椀ed replacement have on the school. Every e昀昀ort will be made to reinstate to the same will in昀氀uence the decision to grant a leave without pay, at the school’s position, however, there may be extenuating circumstances that do not discretion. Those wishing to have a leave without pay should submit allow for reinstatement to the same position. Formal requests should a formal written request to the Head of School with a copy to the be submitted to the Human Resources Director, and/or the Chief appropriate Campus Director by January 31. Operating/Financial O昀케cer. - 15 -