WORKING FOR BB&N PFML During a PFML leave, BB&N will maintain the employee’s bene昀椀ts, Pursuant to the Massachusetts Paid Family and Medical Leave Act as applicable, as though the employee continued to be actively (“PFML”), eligible BB&N employees may take up to a total of 26 employed, with the employee continuing to pay their portion of weeks of partially paid, job-protected leave in a 12-month period bene昀椀t premiums. Unpaid time o昀昀 pursuant to other federal or state rolling forward as follows: laws runs concurrently with PFML. • Employee Serious Health Condition (includes employee health Child bonding leave may be taken during the 昀椀rst 12 months after the conditions associated with the pregnancy and birth of a child) – child’s birth, adoption or foster placement. Child bonding leave must be up to 20 weeks taken continuously. All other PFML leave may be taken intermittently. Whenever practicable, employees must give at least 30-days notice • Child Bonding (includes bonding after the birth, adoption or of PFML leave. Employees are required to provide any required foster placement of a child) - up to 12 weeks documentation for a PFML leave, including health information. • Call to Active Duty – up to 12 weeks Prior to returning to work from a PFML leave for an employee’s serious • Military Service Member Family Leave – up to 26 weeks health condition, other than pregnancy and birth, the employee will • Family Member Serious Health Condition (family members be required to submit a 昀椀tness for duty certi昀椀cation from their health include spouse, domestic partner, child, parent, grandchild, care provider. Upon returning from PFML leave, employees will be grandparent, sibling, in-laws and person who stood in loco restored to their original job, or to an equivalent job with equivalent parentis when the employee was a child) – up to 12 weeks pay, bene昀椀ts and other employment terms and conditions unless the job ceases to exist or for other considerations permitted under the law. The 26 weeks of annual job-protected leave is in the aggregate and includes any cumulative combination of the above. A separate Since paid-time-o昀昀 under PFML is not available during the 昀椀rst week application is required for each type of leave. of leave and thereafter capped at $850/week, employees may use any applicable BB&N supplemental paid bene昀椀ts concurrently. PFML is funded by a Massachusetts tax via employer and employee contributions. Employee contributions are re昀氀ected in paychecks. BB&N Supplemental Paid Short Term Disability The 昀椀rst week of PFML leave is unpaid, except for baby bonding BB&N will supplement pay under PFML to 100% of an employee’s leave following pregnancy or birth related PFML leave. Subsequent gross pay, providing up to 12 weeks of 100% paid leave, consecutive weeks are paid based on an employee’s average weekly wage or intermittent, for an eligible employee’s personal health condition according to a calculator up to a maximum of $850/week. as de昀椀ned under FMLA. The eligibility requirements for BB&N Supplemental Paid Short Term Disability di昀昀er from those under PFML. Speci昀椀cally, to be eligible to receive 100% pay for up to 12 weeks, the employee must: (1) have completed at least 12 months of employment and 1,250 hours of work; (2) be actively employed, actually working, and bene昀椀ts eligible; (3) not have received 12 weeks paid leave under any other BB&N supplemented policy within the last 12 months. This supplemental paid bene昀椀t is not available for periods that an employee is not normally working, such as school breaks and vacation for faculty. BB&N Supplemental Paid Child Bonding Leave BB&N will supplement pay under PFML for child bonding to 100% of an employee’s gross pay, providing up to 8 weeks of 100% paid - 14 -