WORKING FOR BB&N During a PFML leave, BB&N will maintain the employee’s bene昀椀ts, as applicable, as though the employee continued to be actively employed, with the employee continuing to pay their portion of bene昀椀t premiums. Unpaid time o昀昀 pursuant to other federal or state laws runs concurrently with PFML. Child bonding leave may be taken during the 昀椀rst 12 months after the child’s birth, adoption or foster placement. Child bonding leave must be taken continuously. All other PFML leave may be taken intermittently. Whenever practicable, employees must notify the Human Resources O昀케ce at least 30 days prior to PFML leave. Employees are required to provide any required documentation for a PFML leave, including health information. PFML bene昀椀ts are not available during times when an employee is Child Bonding Leave not normally working, such as school breaks and summer vacation for BB&N will supplement pay under PFML for child bonding faculty. Twelve-month employees may top o昀昀 any unsupplemented consistent with the pay the employee is eligible to receive during PFML time using vacation or other accumulated leave time. Topping o昀昀 the time period directly following the birth, adoption or fostering must be coordinated with the Human Resources O昀케ce. of the child. BB&N provides up to 8 weeks of 100% paid leave, Prior to returning to work from a PFML leave for an employee’s serious continuous only, immediately after the birthing parent has health condition, other than pregnancy and birth, the employee will be recovered from medical leave. For non-birthing parents, adoptive required to submit a 昀椀tness for duty certi昀椀cation from their health care parents and foster parents, child bonding leave must be completed provider. Upon returning from PFML leave, employees will be restored continuously within the 昀椀rst 12 weeks after the birth or placement to their original job, or to an equivalent job with equivalent pay, of a child. bene昀椀ts, and other employment terms and conditions unless the job Paid Family Medical Care Leave ceases to exist or for other considerations permitted under the law. BB&N will supplement pay under PFML for family medical care BB&N Supplemental Pay Policy providing up to 6 weeks of 100% paid leave, continuous or BB&N provides supplement pay to ensure that employees receive their intermittent, for the care of a family member as de昀椀ned by the full salary, up to 12 weeks per twelve-month period. To be eligible to FMLA. Speci昀椀cally, to be eligible to receive 100% pay for up to 6 receive 100% pay for up to 12 weeks, the employee must: (1) apply weeks, the employee must be caring for their spouse/domestic for the appropriate leave in accordance with BB&N policy; (2) have partner, child/dependent or parent/guardian who has a serious completed at least 12 months of employment and 1,250 hours of health condition as de昀椀ned under the FMLA. work; (3) be actively employed, actually working, and bene昀椀ts-eligible; You can click here to view BB&N’s PFML Resources. For any additional (4) not have received 12 weeks paid leave under any other BB&N questions, please feel free to contact the Human Resources O昀케ce. supplemented policy within the last 12 months. The maximum amount of paid BB&N supplemental bene昀椀ts is 12 weeks per twelve-month Unpaid Personal Leave of Absence for Faculty period rolling forward. Whenever possible, the school will grant unpaid personal leaves of absence, unrelated to any medical reason or leave covered by any Employee’s Serious Health Condition BB&N will supplement pay under PFML, providing up to 12 weeks other BB&N policy, for faculty who have been at the school for at of 100% paid leave, consecutive or intermittent, for an eligible 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 employee’s personal health condition as de昀椀ned under FMLA year of service. Years in which a faculty member worked less than - 15 -