Since paid-time-off under PFML is not available during the first week of leave and thereafter Wheneverpracticable, employees must notify the Office of Human Resources at least 30-days capped, employees may use any applicable BB&N supplemental paid benefits concurrently. notice of PFML leave, as required by the law. Employees are required to provide any required documentation for a PFML leave, including health information. BB&NSupplementalPaidShortTermDisability BB&Nwill supplement pay under PFML to 100% of an employee’s gross pay, providing up to PFMLbenefits are not available during times when an employee is not normally working, such 12weeksof100%paidleave,consecutive or intermittent, for an eligible employee’s personal as school breaks and summer vacation for faculty. Twelve month employees may top off any health condition as defined under FMLA. The eligibility requirements for BB&N Supplemental unsupplemented PFML time using vacation or other accumulated leave time. Topping off must Paid Short Term Disability differ from those under PFML. Specifically, to be eligible to receive becoordinated with the Office of Human Resources. 100%payforupto12weeks,theemployeemust:(1)havecompletedatleast12monthsof employment and 1,250 hours of work; (2) be actively employed, actually working, and benefits Prior to returning to work from a PFML leave for an employee’s serious health condition, other eligible; (3) not have received 12 weeks paid leave under any other BB&N supplemented than pregnancy and birth, the employee will be required to submit a fitness for duty certification policy within the last 12 months. This supplemental paid benefit is not available for periods that from their health care provider. Upon returning from PFML leave, employees will be restored to anemployeeisnotnormally working, such as school breaks and vacation for faculty. their original job, or to an equivalent job with equivalent pay, benefits and other employment terms and conditions unless the job ceases to exist or for other considerations permitted under BB&NSupplementalPaidChildBondingLeave the law. BB&Nwill supplement pay under PFML for child bonding to 100% of an employee’s gross pay, providing up to 8 weeks of 100% paid leave, continuous only, for child bonding immediately BB&NSupplementalPayPolicy after the birth, adoption or foster placement of a child. The eligibility requirements for BB&N BB&Nprovidessupplemental pay to ensure that employees receive their full salary, up to 12 Supplemental Paid Child Bonding Leave differ from those under PFML. Specifically, to be weekspertwelve month period. To be eligible to receive 100% pay for up to 12 weeks, the eligible to receive 100% pay for up to 8 weeks, the employee must: (1) have completed at employee must: (1) apply for the appropriate leave in accordance with BB&N policy; (2) have least 12 months of employment and 1,250 hours of work; (2) be actively employed and completed at least 12 months of employment and 1,250 hours of work; (3) be actively benefits eligible; (3) not have received 8 or more weeks paid leave under any other BB&N employed, actually working, and benefits eligible; (4) not have received 12 weeks paid leave supplemental paid leave within the past 12 months. BB&N Supplemental Paid Child Bonding under any other BB&N supplemented policy within the last 12 months. The maximum amount Leave is available one time in a 12-month period. This supplemental paid benefit is not of paid BB&N supplemental benefits is 12 weeks per 12-month period rolling forward. available for periods that an employee is not normally working. This supplemental paid benefit is not available intermittently. Employee’s Serious Health Condition BB&Nwill supplement pay under PFML, providing up to 12 weeks of 100% paid BB&NSupplementalPaidFamilyMedicalCareLeave leave, consecutive or intermittent, for an eligible employee’s personal health BB&Nwill supplement pay under PFML for family medical care to 100% of an employee’s condition as defined under FMLA. gross pay, providing up to 6 weeks of 100% paid leave, continuous or intermittent, for the care of a family member as defined by the FMLA. The eligibility requirements for BB&N Paid Family Child Bonding Leave Medical Care Leave differ from those under PFML. Specifically, to be eligible to receive 100% BB&Nwill supplement pay under PFML for child bonding consistent with the pay pay for up to 6 weeks, the employee must: (1) have completed at least 12 months of the employee is eligible to receive during the time period directly following the employment and 1,250 hours of work; (2) be actively employed and benefits eligible; (3) not birth, adoption or fostering of the child. BB&N provides up to 8 weeks of 100% paid have received 8 or more weeks paid leave under any other BB&N supplemental paid leave leave, continuous only, immediately after the birthing parent has recovered from within the past 12 months; and (4) be caring for their spouse, son, daughter or parent who has medical leave. For nonbirthing parents, adoptive parents and foster parents, child aserious health condition as defined under the FMLA. This supplemental paid benefit is not bonding leave must be completed continuously within the first 12 weeks after the birth or available for periods that an employee is not normally working. The maximum amount of paid placement of a child. BB&Nsupplementalbenefits is 12 weeks per benefit year. Paid Family Medical Care Leave BB&Nwill supplement pay under PFML for family medical care providing up to 6 weeksof100%paidleave,continuous or intermittent, for the care of a family memberasdefinedbytheFMLA.Specifically, to be eligible to receive 100% pay for upto6weeks,theemployeemustbecaringfortheir spouse/domestic partner, child/dependent or parent/guardian who has a serious health condition as defined under the FMLA. Youcanclick here to view BB&N’s PFML Resources. For any additional questions, please feel free to contact the Office of Human Resources.