A former member of the armed forces, including a former member of the National Guard or reserves, who is undergoing medical treatment, recuperation, or therapy for: o A serious injury or illness that was incurred by the member in line of duty on active duty in the armed forces; or o A serious injury or illness that existed before the beginning of the member's active duty and was aggravated by service in line of duty on active duty in the armed forces and manifested before or after the member was discharged or released from service. Serious health condition means an illness, injury, impairment, or physical or mental condition that involves either inpatient care in a hospital, hospice, or residential medical facility, or continuing treatment by a healthcare provider. To qualify as "continuing treatment," the patient must either be incapacitated for more than three consecutive full calendar days, incapacitated due to pregnancy or prenatal care, or incapacitated due to a chronic serious health condition that requires periodic treatment and continues over an extended period of time.
Intermittent Leave
If medically necessary, you may take PFML intermittently or on a reduced schedule basis:
To care for your own, a family member's, or a covered service member's serious health condition. Because of a qualifying exigency related to your family member who is on active duty or has been notified of an impending call or order to active duty. If leave is taken for the birth, adoption, or foster care placement of a child, you may only take leave intermittently or on a reduced schedule basis if you and the Company agree.
Interaction with Other Laws
PFML will run concurrently with any leave for which you may be eligible under the federal Family and Medical Leave Act (FMLA) and the Massachusetts Parental Leave Act (MPLA).
Notice
Where the need for leave is foreseeable at least 30 days in advance, you must provide at least 30 days' written notice. If the need for leave is not foreseeable at least 30 days in advance, you must give notice as soon as practical under the circumstances. In addition, if you are seeking intermittent or reduced schedule leave that is foreseeable due to a planned medical treatment, you must consult with the Company in advance of your application for benefits and make a reasonable effort to schedule treatment so as to not unduly disrupt the Company's operations, subject to the approval of your healthcare provider. Failure to provide appropriate notice may result in the delay or denial of leave, where consistent with Massachusetts law.
Claims
To obtain PFML benefits, you must file an application for benefits with the Massachusetts Department of Family and Medical Leave (DFML). You must provide notice to the Company prior to filing your application for benefits with the DFML. The DFML will accept an application up to 60 days prior to the anticipated leave start date. All applications must be supported by a certification showing that the leave is for a qualifying reason. Applications and other forms are available from the DFML website (https://www.mass.gov/info-details/paid-family-and-medical-leave-pfml-overview-and-benefits#-how- can-i-apply-for-paid-leave-massachusetts-benefits) or may be obtained from a member of the Human Resources department. You should be notified by the DFML of the approval or denial of your application within 14 calendar days.
Made with FlippingBook Digital Publishing Software