Side By Side Comparison: Current vs Draft of New PFML Policy

Current PFML Policy Draft of New PFML Policy Pursuant to the Massachusetts Paid Family and Medical Leave Act (“PFML”), eligible BB&N’sPaidFamilyandMedicalLeavePolicyincludestwoimportantcomponents. Thefirst BB&Nemployeesmaytakeuptoatotalof26weeksofpartiallypaid,job-protected leave in a component is a description of the state law, the Massachusetts Paid Family and Medical Leave 12-month period rolling forward as follows: Act (“PFML”). The second component is BB&N’s provision to employees of supplemental benefits beyond the requirements of state law. ● EmployeeSerious Health Condition (includes employee health conditions associated with the pregnancy and birth of a child) – up to 20 weeks State PFML Law ● Child Bonding (includes bonding after the birth, adoption or foster placement of a Pursuant to PFML, eligible BB&N employees may take up to a total of 26 weeks of partially child) - up to 12 weeks ● Call to Active Duty – up to 12 weeks paid, job-protected leave in a 12-month period rolling forward as follows: ● Military Service Member Family Leave – up to 26 weeks ● EmployeeSerious Health Condition (includes employee health conditions associated ● Family Member Serious Health Condition (family members include spouse, with the pregnancy and birth of a child) – up to 20 weeks domestic partner, child, parent, grandchild, grandparent, sibling, in-laws and ● Family Leave (includes both Child Bonding and Family Member Serious Health person who stood in loco parentis when the employee was a child) – up to 12 Condition) - up to 12 weeks weeks ○ Child Bonding (includes bonding after the birth, adoption or foster placement of a child) The26weeksofannualjob-protected leave is in the aggregate and includes any cumulative combination of the above. A separate application is required for each type of leave. ○ Family Member Serious Health Condition (family members include spouse, domestic partner, child, parent, grandchild, grandparent, sibling, in-laws and PFMLisfundedbyaMassachusettstaxviaemployerandemployeecontributions. Employee persons who stand in loco parentis when the employee was a child) contributions are reflected in paychecks. The first week of PFML leave is unpaid, except for ● Call to Active Duty – up to 12 weeks baby bonding leave following pregnancy or birth related PFML leave . Subsequent weeks are ● Military Service Family Member Leave – up to 26 weeks paid based on an employee’s average weekly wage according to a calculator up to the maximumallowedbystatelaw. The26weeksofannualjob-protected leave is in the aggregate and includes any cumulative During a PFML leave, BB&N will maintain the employee’s benefits, as applicable, as though combination of the above. A separate application is required for each type of leave. All the employee continued to be actively employed, with the employee continuing to pay their decisions regarding PFML leave eligibility are made by BB&N’s PFML third party administrator. portion of benefit premiums. Unpaid time off pursuant to other federal or state laws runs concurrently with PFML. PFMLisfundedbyaMassachusettstaxviaemployerandemployeecontributions. Employee contributions are reflected in paychecks. The first week of PFML leave is unpaid, except for Child bonding leave may be taken during the first 12 months after the child’s birth, adoption or baby bonding leave following pregnancy or birth. Subsequent weeks are paid based on an foster placement. Child bonding leave must be taken continuously. All other PFML leave may betaken intermittently. Whenever practicable, employees must give at least 30-days notice of employee’s average weekly wage according to a calculator up to the maximum allowed by state PFMLleave. Employeesarerequired to provide any required documentation for a PFML law. leave, including health information. During a PFML leave, BB&N will maintain the employee’s benefits, as applicable, as though the PFMLleaveisnotavailable during times when an employee is not normally working such as employee continued to be actively employed, with the employee continuing to pay their portion school breaks and vacation for faculty. of benefit premiums. Unpaid time off pursuant to other federal or state laws runs concurrently with PFML. Prior to returning to work from a PFML leave for an employee’s serious health condition, other than pregnancy and birth, the employee will be required to submit a fitness for duty certification from their health care provider. Upon returning from PFML leave, employees will be restored to Child bonding leave may be taken during the first 12 months after the child’s birth, adoption or their original job, or to an equivalent job with equivalent pay, benefits and other employment foster placement. Child bonding leave must be taken continuously. All other PFML leave may terms and conditions unless the job ceases to exist or for other considerations permitted under betaken intermittently. the law.