WORKING FOR BB&N the school reserves the right to deny vacation requests based on the needs of the department. Managers are responsible for tracking vacation for their employees. Annual vacation is granted on a “use it or lose it” basis. However, employees may carry over up to 1 week of vacation per year into the following school year. Vacation runs on an annual basis commencing September 1 of each school year. Vacation does not accrue during leaves, including those under the Family Medical Leave Act (“FMLA”) and Massachusetts Paid Family and Medical Leave Act (“PFML”). There is no cash-out of accrued but unused vacation unless the employee is separating from BB&N. Upon separation from employment, employees are paid for any accrued and unused vacation time. 1. The birth of the employee’s child and in order to care for Temporary/Seasonal: Temporary and seasonal employees do not the child. accrue vacation and certain other bene昀椀ts. 2. The placement of a child with the employee for Sick Time adoption or foster care. In accordance with the Massachusetts law, BB&N grants employees 5 paid sick days per year, prorated to the date of hire. Sick time 3. To care for a spouse, child, or parent who has a serious commences on an annual basis beginning September 1. Employees health condition, as de昀椀ned by the FMLA. may use sick time to care for or attend medical appointments for their own illness, injury or medical condition, or for the employee’s child, spouse, parent, or spouse’s parent. Employees may take sick time 4. A serious health condition that renders the employee to address the physical, psychological, or legal e昀昀ects of domestic incapable of performing the functions of their job. violence. 5. “Qualifying Exigency”: Any qualifying exigency arising out of the Accumulated sick time runs concurrently with FMLA and PFML and fact that the employee’s spouse, son, daughter, or parent is on the MPLA. active duty or has been noti昀椀ed of an impending call to active An extended illness may qualify for the bene昀椀ts provided under duty status in support of a contingency operation. Short Term Disability. BB&N may require medical documentation verifying sick time if an employee has been absent for 3 or more In addition, the FMLA includes a special leave entitlement (military consecutive days. caregiver leave) that permits eligible employees to take up to 26 weeks of leave to care for a de昀椀ned covered service member during Employees will not be paid for unused sick time at the end of a school a single 12-month period. To be eligible for military caregiver leave, year or upon separation from employment. an employee must be a spouse, parent, son, daughter, or next of kin of the injured or ill service member. FMLA Pursuant to the federal Family and Medical Leave Act, after 12 months FMLA leave may be taken intermittently or on a reduced schedule. of employment and having actually worked at least 1,250 hours in any Employees must give notice of FMLA leave as soon as practicable 12-month period, eligible BB&N employees may take up to 12 weeks (ordinarily within 1 to 2 business days of learning of the need for of unpaid, job-protected leave in a 12-month period rolling forward leave). Employees requesting FMLA leave will be required to provide for one or more of the following family and medical reasons: medical and other documentation. - 13 -