WORKING FOR BB&N During an FMLA leave, BB&N will maintain the employee’s bene昀椀ts, BB&N Paid Family and Medical Leave (PFML) as though the employee continued to be actively employed, with the BB&N’s Paid Family and Medical Leave Policy includes two important employee continuing to pay their portion of bene昀椀t premiums. Paid components: time o昀昀 and leaves of absence available under other BB&N policies, 1. A description of the state law, the Massachusetts Paid Family and or pursuant to other federal or state laws (such as the Massachusetts Medical Leave Act (PFML); Parental Leave Act), run concurrently with FMLA leave. 2. BB&N’s provision to employees of supplemental bene昀椀ts beyond Prior to returning to work from an FMLA leave for an employee’s the requirements of state law. serious health condition, other than pregnancy and birth, the employee will be required to 昀椀rst submit a 昀椀tness for duty State PFML Law certi昀椀cation from their health care provider. Upon returning from Pursuant to PFML, eligible BB&N employees may take up to a total of FMLA leave, employees will be restored to their original job, or to an 26 weeks of partially paid, job-protected leave in a 12-month period equivalent job with equivalent pay, bene昀椀ts, and other employment rolling forward as follows: terms and conditions unless the job ceases to exist or for other • Employee Serious Health Condition (includes employee health considerations permitted under the law. The FMLA imposes special conditions associated with the pregnancy and birth of a child) – requirements on faculty who request to return to work during the up to 20 weeks 3-week period prior to the end of the term or begin leave within 5 weeks of the end of the term. • Family Leave (includes both Child Bonding and Family Member Serious Health Condition) – up to 12 weeks Should an employee request and be granted additional unpaid leave ~ Child Bonding (includes bonding after the birth, adoption, following the completion of FMLA time, they are able to continue or foster placement of a child) medical and dental bene昀椀ts under COBRA for the duration of their ~ Family Member Serious Health Condition (family members leave and are required to pay the employee portion of the premium include spouse, domestic partner, child, parent, grandchild, for up to an additional 3 months. After 3 months, the employee will grandparent, sibling, in-laws, and persons who stand in loco be required to pay 100% of the medical premium. parentis when the employee was a child) • Call to Active Duty – up to 12 weeks • Military Service Member Family Leave – up to 26 weeks • Family Member Serious Health Condition (family members include spouse, domestic partner, child, parent, grandchild, grandparent, sibling, in-laws and person who stood in loco parentis when the employee was a child) – up to 12 weeks The 26 weeks of annual job-protected leave is in the aggregate and includes any cumulative combination of the above. A separate application is required for each type of leave. All decisions regarding PFML leave eligibility are made by BB&N’s PFML third-party administrator. PFML is funded by a Massachusetts tax via employer and employee contributions. Employee contributions are re昀氀ected in paychecks. The 昀椀rst week of PFML leave is unpaid, except for baby bonding leave following pregnancy or birth. Subsequent weeks are paid based on an employee’s average weekly wage according to a calculator up to the maximum allowed by state law. - 14 -